New customers usually approach us with very similar questions. That’s why we’ve decided to put together a list of some of the most common ones — as answered by Larisa Shurenkova, business development director at GlobalCareer.
What vacancies does GlobalCareer specialize in?
We also look for IT specialists that have experience with new technologies, such as big data, machine learning, IoT, and embedded systems.
A significant part of our portfolio consists of automation and ERP implementation projects: SAP, Oracle, OEBS, 1C, Murex, Fidessa and other systems.
Of course, recruitment of analysts, project managers and management personnel with experience in IT is also part of our expertise.
Another important area is Executive Search. Over the past 5 years, we have filled more than 100 CxO, VP, MD and D-level positions. This is a separate practice that has its own specifics.
How much time do you need to select a candidate?
Recruitment time depends primarily on the type of vacancy, the number of interview stages and the time required for client approval. We fill most standard vacancies within a few days. However, hard-to-fill roles can sometimes take several months. Nevertheless, we usually provide the first few resumes within a week after the vacancy briefing.
We have already reviewed the candidates on HeadHunter and other job boards. Where do you get your list of candidates?
HeadHunter is used by active candidates who are ready to change jobs quickly. GlobalCareer usually works with the passive market. For this, we use our own database of IT professionals which contains more than 1 million candidates’ CVs. Plus, we actively use modern search tools and social networks like Boolean search, AmazingHiring, LinkedIn, GitHub, Telegram and Slack, just to name a few.
What happens if your candidate does not pass the probationary period?
We will find you a different candidate at no extra charge. However, such cases are the exception rather than the rule.
What does your IT recruiting team look like?
We divide IT recruitment into two areas: selective recruitment and mass recruitment. Some of our clients are interested in hiring 20, 50 or even 100 developers in a short period of time. Our RPO model allows us not only to fill vacancies with relevant candidates but also to do it quickly (due to the fact that each of our consultants has several similar vacancies at any given time). You can find out more about our RPO model during your discussion with Natalia Marchenko, Head of Recruitment Process Outsourcing at GlobalCareer. Various case studies of selective recruitment are available in our blog.
Which locations do you work in?
Most of our clients are located in Moscow and St. Petersburg. However, we have a long and successful history working with clients in European countries, such as Germany, the Czech Republic, Poland, Montenegro and Ireland. And we also have a team that works on filling vacancies in Russian regions: Yekaterinburg, Nizhny Novgorod and Tomsk.
What are the costs of your services?
Our recruitment and consulting services are negotiated individually with each client.
What is the average salary of developers?
It all depends on the programming language as well as the skill sets and experience of the developer. According to our analytical data, regular developers can request salaries starting at 90,000 rubles a month before taxes (gross). We recommend you request the latest analytical report on developer salaries. And if you need more information, don’t hesitate to contact us.
Do you have experience in filling complex IT vacancies?
Yes. We have over 10 years’ extensive experience in IT recruitment. We have filled more than 1,500 IT vacancies. As part of negotiations, we can show you statistics and examples of past cases that would be relevant to your particular case.
If you still have questions, please contact us.