Selection of a specialist on a turnkey.
Lead generation

Closure of a vacancy on a turnkey basis of any level of complexity within a minimal time frame for the client. Selection of specialists not only according to their skills but also corporate culture, suitability to the team, responsibilities, and behavioral attitudes.

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We provide a personal manager for communication and work on the vacancy.

We have a large candidate base, thanks to the job search site we use to find specialists.

A recruiter conducts 20 to 50 interviews to close one job.

We guarantee 2-4 best candidates for the final interview in the company.

We check the recommendations for top management positions by using the method of 360.

We provide a weekly progress report.


We do not say goodbye to you at the hiring stage! It is important that your new employee works efficiently and stays with you for the long term so that we will keep in touch during an employment trial period. And also you can get our warranty and fast replacement.

Cost of closing a vacancy

The price for our services depends on your vacancy, terms, requirements, and guarantees. We will be happy to talk with you and find the best option for your requirements and budget.

Do you already have your own recruiter?

Shorten the searching time for great candidates with lead generation!

We make a search by 4 main criteria that you specify.

You can request starting from 20 leads per one job. The maximum number is unlimited.

We have a soft approach to pricing. The price of a lead will depend on objective factors.

We offer warm leads only. You will receive tangible assistance in closing positions of any complexity.

Do you want to know the details?

Send a request for a consultant

What You Should Know about IT Recruiting

Attracting, retaining, and motivating talented specialists is not an easy task in any field, regardless of the company's industry. However, when it comes to information technology, employers face a unique set of challenges. That's why IT recruiting is crucial for modern businesses: it solves hiring problems and helps optimize team performance.

Understanding IT Recruiting

Recruiting, in general, involves selecting and attracting the right specialists to a company. Building a team that drives business growth is impossible without it. The recrutment process typically consists of several stages:

  • Analyzing business needs and requirements
  • Defining candidate profiles
  • Talent sourcing
  • Receiving and reviewing candidate applications
  • Direct candidate selection
  • Decision-making

Once a candidate is found and the interview process is successfully completed, the company or the recruiter (if working on behalf of the company) conducts onboarding activities for the specialist, including adaptation, team integration, and getting them up to speed.

We often think recruiters primarily focus on interpersonal communication, but their role goes beyond that. Above all, they need to meet the demands of the business.

However, when it comes to the field of information technology, recruiting IT specialists pose additional challenges:

  • High dynamics: It's no secret that this industry develops rapidly, with a constant demand for new specialists. Candidates are needed almost immediately, requiring recruiters to respond swiftly to business requirements.
  • Uncertainty: Employers sometimes have vague goals and provide limited information about themselves. This makes it difficult for recruiters to find suitable candidates, leading to frequent rejections.
  • Fast-paced and competitive environment: Given the specific nature of the IT field, highly skilled professionals receive multiple offers daily. Attracting and engaging a top-notch developer specifically to your vacancy can be extremely challenging.
  • Non-stop mode: Sometimes recruitment needs to be conducted on weekends or outside of regular working hours, especially when dealing with international clients or candidates residing in different time zones.
  • Ups and downs: Today, you may successfully fill a vacancy and receive positive feedback, but tomorrow, the position might be declined, leaving you without suitable candidates.

Therefore, recruiting employees, especially in the IT sector, requires not only communication skills but also patience, self-motivation, and the ability to adapt quickly to changes in the job market.

Types of IT Recruiters

Another common stereotype about IT recruting is that the same specialist handles all stages. In reality, different recruiters perform specific, specialized tasks and recruting consulting.

  • Sourcer: This expert focuses on candidate sourcing using analytical thinking. They analyze job requirements and candidate characteristics. In other words, the main task of a source is searching for potential candidates. A recruiter usually handles recruitment processes, interviews, and paperwork.
  • Technical Recruiter: This position is often found in outsourcing companies when there's a need to find specific technical specialists such as DevOps engineers, testers, database analysts, or developers. In such cases, IT recruiting also requires understanding the job vacancy's specific requirements and the technologies the candidate should work with. However, it's not a purely technical interview but rather an initial evaluation of a candidate's potential suitability for the position.
  • Recruiter in Game Development: This is another interesting area that involves IT recruiting, as it has its own unique aspects. Game development is a vibrant and dynamic field, so recruiters must stay updated on the latest trends and events (thematic conferences, summits, fairs, etc.)

How IT Recruiters Work

Recruiting can be broadly categorized into two types: external and internal.

  • External recruiting involves a recruiter searching for a specialist for a specific job vacancy without being involved in the company's business processes. This can be a freelance recruiter or a recruting agency. This approach has its advantages: firstly, external recruiters have their own candidate databases, offering more options and catering to different requirements.
  • Internal recruiting is a format where the recruiter works with the company's staff. It is an optimal option when there is a need to fill a vacancy and retain existing talent quickly. Internal personal recruiting can also motivate the team and provide insight into its overall state.

Moreover, external and internal personnel HR recruiting can complement each other perfectly, especially when the latter is overloaded with tasks and different requests or when the business is expanding, and new specialists are needed.

How to Become an IT Recruiter

A pleasant aspect of IT recruiting is that you can learn this profession independently. However, this option suits those who excel in self-learning and have the necessary resources with quality educational materials.

The optimal approach to entering IT recruiting is through courses, preferably ones that provide practical knowledge from experienced recruiters in the field. Additionally, it is important to master and enhance both hard and soft skills, including:

  • Time management.
  • Tools for search and communication.
  • Proficiency in the English language (at least a moderate level of understanding of IT terminology).
  • Ability to multitask.
  • Attention to detail.

Effective communication skills and the ability to adapt quickly to changes in trends, technologies, and business demands.

Despite the workload and demands of the profession, IT recruiting is a popular and promising career. It is suitable for those who are passionate about the field, interested in making new connections, constant development, and positively impacting the lives of others.

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