Lead IT recruiter in Lucky Hunter

IT staff recruitment: how we recruited a Full Stack Node. js Developer for a startup in two weeks

Junior IT recruiter
Recently our Lead technical recruiter Daria and our IT sourcing specialits Alika found a Fullstack Node. js developer (with React) for a German startup.

Despite the tangible benefits of the position, it wasn't among simple ones. For example, the specialists interested in the role had to pass a test assignment as well as master English to an exceptional level. Despite this, our team filled the vacancy quickly - just within 14 days after the job opening discussion, the client made an offer to the candidate our recruiters had found.

How did we manage to fill the vacancy? Sharing the answer with you in our new case.

Technical recruitment: the task and difficulties

In October 2021, a German startup contacted our technical recruitment agency with a request to find a Senior Full Stack Node.Js developer with knowledge of React. Among the key difficulties of the vacancy were the following ones:
It was a startup. Due to the fact that in 2020 a large number startups went bankrupt, many IT specialists began to be even more cautious about venture projects and were reluctant to consider vacancies from young IT companies.
Nevertheless, let's note that this complexity didn't significantly affect the number of interested in vacancy candidates: realizing that specialists were picky about the word "startup", first of all, we indicated that our client's project is stable and well invested, therefore it had nothing to do with risk and unpredictability.
The vacancy involved the completion of a test assignment. This condition in 100% of cases is a factor that reduces interest in a position among IT candidates.
The specialist that our client's team was looking for had to have both strong technical written and spoken English. This requirement weeded out about 70% of the candidates suitable by the technology stack.
Despite this, the position also had a number of strong advantages. Among them were a salary in foreign currency, an interesting project and a stack of technologies, work at a western company, the opportunity to relocate to Germany.

Tech talents recruitment: how we filled the vacancy

The candidate profile

First of all, we helped the client to build a candidate profile. Our client didn't have a full understanding of how the IT market works, therefore he didn't fully understand the candidate's profile, didn't have information about the relevant salary ranges as well as didn't know how to organize the recruiting processes.

Working on the principle of partnership with each of our clients, we gave guidance to the client on the situation in the IT market, helped to construct a portrait of "the very same" specialist and to come up with the selection stages.
As a result, such an approach, built on mutual trust and open dialogue, allowed us to find suitable candidates faster.

Search and series of interview

For about a week, our team had been carefully reviewing candidates' Cvs, sending dozens of emails and submitting test assignments, before we managed to form a pool of the first 10 candidates that were interested in the position and successfully completed the test assignment (but most importantly, they agreed to complete it!).
Our client conducted a technical interview with each of the selected candidates, and, as it turned out, the interview was rather difficult.
Our client carried out a rigorous estimate of candidates' proficiency, which included algorithmic knowledge, complex mathematical knowledge such as computer science, fundamental technical skills.

Despite this, the very first candidate whom we "showed" to the client turned out to be the strongest and hit our client's fancy that he eventually received an offer and started working for the client's company.

In total, we processed 239 candidates' CVs, sent 221 emails, conducted 17 interviews, with 10 of those candidates our client communicated and, as a result, made an offer to one of them.

To hire software developers: success factors

  • Partnership
    First of all, this is a partnership. As we have already told you, our client was open to dialogue, paid heed to our recommendations and tried to meet as many market requirements as possible. In addition, our client gave quick feedback, promptly reviewed candidates' CVs and scheduled interviews.
Such a partnership approach always plays a positive role in cooperation, contributing to the quick and efficient filling of vacancies.
  • Lucky Hunter expertise
    Secondly, it is the expertise of our team. Understanding which conditions are limiting factors and which ones should be emphasized during candidates' motivation process, we were able to make several excellent specialists interested in the role, one of whom finally received an offer.

    This case wasn't an extraordinary or unique one, but at the same time it once again shows the importance and necessity of working together, paying attention to each other and building trust-based relationships.
We are convinced that such an approach will definitely allow us to fill even the most difficult vacancies.

If you have a rare and difficult IT vacancy that you can't fill for a long time, don't hesitate to contact out IT recruitment agency. Our team will help you find the ideal candidate and successfully fill the vacancy. We provide CVs of the first selected specialists in 4 days!

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