- Client: Czech company developing an international R&D platform
- Vacancies: .NET developers
- Consultant: Zoya Bogdashkina
Our client, a young, thriving Czech company, was developing an online platform using IoT, AR/VR and big data technologies. Operating from an office in Prague, it had recently won a technology startup competition and was in dire need of expanding its staff to develop its platform.
The main reason for the company’s decision to go with GlobalCareer was because of our impressive international experience and refined approach to finding skilled, motivated candidates regardless of location.
The fast-growing startup already had more than 30.NET developers but was still interested in hiring several more — mainly middle and senior specialists.
The candidate requirements:
- 3 years’ experience in .NET development
- Good knowledge of dependency injection and unit testing
- Skilled in C#
- Proficient in debugging and code analysis
- Comfortable working in an agile environment
- Communicative and proactive
- Good level (B1+) of English
With the current strong market competition for IT personnel, the European-based startup offered candidates a chance to join a young, ambitious team working on an innovative project, with a comprehensive relocation package for interested candidates. However, the vacancy also had a drawback: part-time employment, which would be perceived by many as a clear disadvantage.
That’s why during the selection process, our consultants not only examined candidates’ professional experience, but also tried to determine how willing they were to potentially change jobs.
To minimize the number of rejections in the final stage, we worked closely with the client to gather details on the recruitment process, employee responsibilities, hard and soft skills required, and the corporate culture awaiting candidates.
Having involved our analytical team, we received data on the market value of specialists in different locations. This allowed us to focus on selected locations to find candidates who were ready to relocate.
Candidates that matched the vacancy profile and did well on HR interviews were required to take an online test to measure and determine their technical skills. Those that passed were invited for Skype interviews, after which the client made the final hiring decision.
Ten days into the hiring process, we presented the first few candidates. Due to processing on the client side, the first candidate received a job offer after two months. All the developers from Russia and Ukraine who accepted offers were relocated for several months and successfully passed their probationary period.
If you need advice, a salary survey, analytical support, or know exactly who you would like to find, leave a request on our website. We would be happy to share our experiences in IT recruitment.