Project overview

The client urgently needed to hire a replacement for their lead DevOps engineer, who had unexpectedly left in the middle of key projects for major clients. The candidate needed to have several years of experience in specific, niche technologies within the e-commerce sector and be available to start immediately.
IndustryE-commerce
Duration2 weeks
ClientAn international tech company specializing in developing various tools and solutions for the e-commerce sector.

Client profile: A company with over 150 employees, serving top clients in the European e-commerce market.

Challenge

The biggest challenge was not only finding a candidate skilled in the required technology but also one with the appropriate seniority level, availability, and willingness to work on-site.

  • Competition for candidates: In such a specific technology, competition for experienced candidates was fierce, which made finding the right specialist challenging
  • On-site work requirement: The need for the candidate to work on-site limited the talent pool, especially considering that many IT professionals are accustomed to fully remote work.
  • Salary expectations: Given the high demand in the market, salary expectations were likely to be a major variable, with candidates well aware of their value.
  • Immediate availability: Finding a candidate ready to start quickly was difficult, as it’s rare for professionals to leave their current projects immediately.

Process

1. Preparation:

The first step was defining the exact technical requirements, skills, and responsibilities for the role. We also examined the stages of the projects that the new hire would take over and what phase they were in. A special offer was crafted to highlight the benefits of the company and its projects to attract candidates.

2. Search:

We initiated a two-pronged search strategy: first, targeting candidates in local e-commerce companies, and second, using specialized platforms and websites focusing on the relevant technologies. Our internal network of recommendations from previous candidates also proved invaluable.

3. Rezultat:

Within a week, we presented two candidates to the client—one senior-level candidate and one strong mid-level professional. After a quick review of the reports and CVs, the client was impressed with both candidates and decided to proceed with interviews.

4. Interview Finalization:

The initial interviews focused on verifying experience and soft skills. Both candidates were invited to a second stage, which included a technical interview and task. Although the senior candidate was available immediately, the client chose to offer the role to the mid-level candidate, who had more diverse experience and was a better cultural fit for the team. While this candidate required a two-week notice period, the departing employee agreed to work part-time during the transition to ensure project stability.

5. Alternative Solutions:

If the client had not selected either of the recommended candidates, the next step would have been broader interviews and recommendations for other candidates who met the client’s expectations but had longer notice periods.

6. Outcome:

After a two-week process, the client successfully hired the candidate they needed, ensuring minimal disruption to ongoing projects and maintaining a strong company image with their clients.

Results

The success of this recruitment was driven by several factors: rapid response, thorough market mapping, and an understanding of the industry. Another crucial factor was the open, efficient communication with the client, who not only had clear expectations but also adapted their requirements to fit the candidate market and the recruitment process. This strong partnership resulted in an optimal outcome.