Defining requirements for candidates
We collect information about the company’s projects, brand, and strengths of the project/company. We discuss with HR representatives and/or technical experts the entry standards for candidates. We create a skill matrix, the profile of relevant candidate.
Building an effective search strategy
We determine the most effective search strategy: a list of donor companies, tools for effective communication and researching, if necessary – a platform for effective advertising of vacancies.
Establishing a dialogue with potential candidates
We form a pool of relevant candidates; provide a presentation of the company, brand, and projects for them. At that point, we already advertise your brand.
We conduct a reassessment interview / primary technical pre-screening – on the request of the customer company.
Inviting for an interview
We provide to the customer company a summary of candidates, which relevant to technical requirements of the vacancy as well as the Summary with the necessary information.
Making an offer the best
We welcome the best candidates for interview. If necessary, we organize all stages of the interview and collect feedback. We undertake negotiations with candidates with the objective of identifying possible contradictions, concerns based on the interview. We hold a meeting, or telephone conversations,where we discuss the terms of the offer with candidates, who have successfully passed the interview.