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RECRUITMENT

If you think it's expensive to hire a professional to do the job, wait until you hire an amateur

Tech Recruitment

Pillars of Good

When a recruiter has a technical background they understand the essence of your needs. You can really ask them to read a technical article or a book, discuss the product, issues with technology stack or questions good for the interview.

Near 3% of IT-recruiters on the market have specific education and only a few have commercial background. We have everybody charged.

Working with a single direction for some period of time, whether or not recruiters become acquainted with it even having no background. They know buzzwords and technologies interrelations, can use slang, are aware of problems and understand best-practices.

Besides that they also have a lot of personal connections, great database of people, know the best specialists on the market and usually have hot candidates.

A well-elaborated structure of knowledge on a direction shows what a good specialist should know both in his domain and in general.

It gives the way to building profound questionnaires with interesting questions, fundamentals for conducting structured interviews and comparing candidates, and the trunk to improve your recruitment process with every single day.

Narrow Specialization

`Soft-skills` and their assessment is not the magic, but a core of the modern HR technologies. There is some background but eventually it resolves itself to managerial competencies clustering and structuring.

We develop our own library of competencies, build directional profiles, help with structurizing requirements (and modern-day corporate culture, eventually) and train the team to test them.

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A recruiter with technical background understands the essence of your needs. You can really ask them to read a technical book, discuss stack, product, interviewing approach.

Focus on a direction gives recruiters a background in it. They understand buzzwords and best-practices, build liaisons and database, know the best people and have hot candidates.

Profound structure of knowledge on a direction shows what a good specialist ought to know both in his domain and in general. A foundation for structured interviews and comparing candidates.

`Soft-skills` and their assessment is a core of the modern HR technologies – managerial competencies clustering. We develop our own library and build directional profiles.

How It Works

REPEAT

START

Personnel planning
Maintaining personnel reserve

Directions

Internet of Things

Domains

Education Technologies

SCADA systems

Government Tech

Fin Tech & Crypto

Alternative Energy

Med Tech & Bioengineering

Decision Making Systems

Knowledge Engineering

Bioinformatics

Agro Tech

Robotics

Cosmonautics

Virtual & Augmented Reality

Game Development

High Speed Telecom

Social Media

Recruitment workflow is divided into separate
pipelines by respective technological disciplines.
Every recruiter works with a single direction
instead of random vacancies.

The benefits are the next: focus on
a single technological stack,
domain knowledge, optimizing
and consolidating routine,
wide database, targeted
networking, knowing
the best people, hot
candidates
and so on.

computer architecture & protocols, processing chips microcontrollers, drivers, Real Time Operating Systems software development,


Reverse engineering
System Engineering

ElasticSearch - ELK, bash, awk/sed, Powershell

Computer Vision, Data Mining, Natural Language Processing, Data Processing, Machine Learning (Neural Networks, Evolutionary Computations, Fuzzy Logics), Machine Learning, Computer Linguistics, Computer Vision, Data Mining, Semantic Web, Artificial Intelligence, R Lang, Prolog, SparQL,


Deep Learning, Exploratory Data Analysis, Numerical Analysis and modelling

Feature Engineering, Models Evaluating and Tuning/Robustness, DataSet Preprocessing, Patterns Recognition

ML Products Monitoring in Production, Recommendation/Ranking Systems, Interpretability, Transfer Learning / Federative / Active, Domain Adaptation, Multitasking Learning, Self Learning,

Analysis

Performance testing, vulnerability testing, customer development

Video, podcasts, vlogs,

/mail, messengers, mobile marketing, in-app

conversion, A/B, Analytics - search & Web, behavioural targeting, tracking users, Targeted advertising, retargeting


разнообразный спам (почта, СМС-ки и мессенжеры), blogging

Боттинг, раскручивание групп, community interaction / management, eWOM, COBRA (consumer theory)

affiliation systems, программы лояльности, subscriptions, рекомендательные системы, рассылки, PPA, promotional codes

customer loyalty/rewards, engagement marketing

social media optimisation, online reputation management, social media spam

Biometrics & Security
Quantum Computing
Human Computer Interaction
Computational Physics/Chemistry
Scientific Computing

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For those who have no time for screening all the candidates / have no expert to test them / want to outsource all the process still having a control over the results. The service is focused on building a non-stop recruitment process in order to guarantee attracting and hiring the best specialists on the market.

For teams who have a clear vision on their assessment and decision making, need no external preselection or hiring process management, and are interested in a mere flow of candidates. This way our job is to generate a daily flow of CVs of relevant candidates and support the ongoing hiring process.

For filling pivotal positions with top level responsibility, when there is a need to be crystal clear with all knowledge, competencies and weaknesses of a new person. It is meant a complete assessment system to be designed and all short-listed candidates have been inverviewed through it.

Pricing