TO CLOSE A MASS POSITION IN A NEW PROJECT TEAM
One of the biggest European IT companies turned to us for help. Besides its own search engine, the company also has several different projects: from e-wallet to food delivery.
The client needed mass hiring for the new project team: Java and C++ developers, QA engineers. We had to find quite a bunch of good specialists.
CONTEST PARTICIPANTS, ARE YOU FAMILIAR WITH THE ALGORITHMS?
The vacancies that we were given by our client were at the heart of our area of specialism. There are lots of good Java devs or QA engineers out there, but the trick was to find suitable ones for our client, because this company is a bit unique.
Our client is famous for very diligent checking of algorithmic knowledge. They like academic specialists who effortlessly find extraordinary solutions to contest-like problems and have a formal specialist education.
We identified several recruiters to work on these positions. They combed through the lists of programming contest winners and participants in hackathons, studied the lists of recent graduates of decent technical universities.
To shorten the processing time and increase the efficiency of hiring, our recruiters added specific algorithmic questions to our basic screening routine. It eased the screening process a lot: people who had no experience in algorithms were off the table well before being introduced to the client. However, for those who had sufficient experience with algorithms, we would bump them up the workflow and add extra information to the relevant experience section in our cover letter.
AN ALMOST FULLY EQUI0PPED TEAM IN 4 MONTHS
In four months, we went through over 700 people for three positions. At the end of the process, the company hired 10 Java devs, 3 C++ devs, and 3 QA engineers from our candidates.
We filled a load of position at speed, and the client managed to get an almost fully equipped team of high-quality specialists in next-to-no time.