We work closely with businesses to find highly qualified and motivated IT/Tech employees, as well as Digital professionals and Executive Search (hiring top managers and rare specialists).
About us
Our main specialization is FinTech companies i.e. banks, funds, startups, integrators. However, we work with any Tech company that requires highly qualified specialists and managers.
We are a young, dynamic recruitment agency operating within the Technology sector.
We hire from Junior Level to C-Level with a particular focus on Senior grade.
We take pride in finding exceptional candidates and working with our clients to grow their business
Quality amateurs
We present only suitable candidates who will add value to your company in long-term perspective
Negotiators
We maintain a balance of interests between the company and the candidate
We have a wide repertoire of search and recruitment strategies and channels which we use to find you the strongest possible candidates.
We understand who would be a good fit for your team due to our expertise and market knowledge.
We maintain a large candidate network meaning that if you need someone we have got them.
We apply a win-win approach when communicating with both clients and candidates.
We understand who would be a good fit for your team due to our expertise and market knowledge.
We maintain a large candidate network meaning that if you need someone we have got them.
We apply a win-win approach when communicating with both clients and candidates.
With more than a decade's experience in recruitment, including 5 years of expertise in the financial industry, we take the hassle out of hiring so you can focus on other aspects of your business.
We will enhance your team by bringing you highly qualified specialists and managers who will profit your business and grow within your company.
Why choose us?
Automation lovers
We use best tools to automate work and try new ones to be efficient
>45 000
Candidates all over the world
EMEA, NORAM and APAC (CIS, Europe, North America and Asia)
EMEA, NORAM and APAC (CIS, Europe, North America and Asia)
100+
In the last 2 years alone, we have closed more than 100 positions, including positions of rare specialists (for example, quantitative analyst) and top managers.
2021
Year of foundation
O
Operations & Quality Assurance
DevOps, MLOps, SRE, System Administrator, QA Engineer
Software & Mobile Engineer
S
Golang, PHP, Python, Scala, C++, C#, Java, Node.js, .Net, JavaScript, TypeScript, iOS, Android, React Native, Flutter, Solidity
E
Engineering & Development
A
Analytics & Data & Research
Data Scientist, Machine Learning, Deep Learning, Reinforcement Learning, NLP, Computer Vision etc), Product Analyst, System Analyst, Business Analyst, Quantitative Analyst, BI Analyst etc
We work to make our clients' businesses successful and developing
M
Managers
IT Project Manager, Product Manager, Portfolio Manager
Our expertise
F
Finance
Financial Analyst, Equity Analyst, Trader (HFT, Equity, Derivatives etc), Risk Manager
C
C-Level
CTO, CIO, CMO, CFO, CPO, HRD, COO
Hardware Engineer
H
Embedded, FPGA, PCB, ASIC etc
D
Digital
Graphic Designer, UX/UI Designer, Marketing
4
We take our work seriously, but we also care about our time away from the office - We believe a good work/life balance is vital if you always want to give 100% or more
Team
3
Responsibility, efficiency, positivity and respect for people are the main tenets of our company ethos
1
Our team of expert recruiters specializes in working within the technology and financial industries, also related positions (back office)
2
Distributed globally, we work with companies and clients from the four corners of the world
Values
openness and transparency
automation and efficiency
continuous development
Flexibility and individual approach
We believe that there is no one size fits all approach in business. Therefore, we select search strategies and working methods individually for the client. We use best practices and cutting-edge techniques to make the recruitment process more efficient and faster.
high standards, including ethical standards
Quality and results
Our team is focused on achieving high-quality results, finding the perfect person to help your company grow. We strive for high standards of work and at the same time know how to prioritize.
client orientation
partnerships
Partnerships
We are proponents of the win-win approach and we believe that there are many opportunities in the world for partnership. Therefore, we are focused on finding new opportunities for cooperation and fulfilling our agreements.
Talented people
We believe that the team is a key factor in the success of any company. Therefore, we take care when assembling both your and our teams. We adhere to the principles of customer focus and believe that respectful and attentive treatment of people contributes to their growth and consistently good business results.
высокие стандарты, включая этические стандарты
Openness
We openly discuss the entire selection process and approach it realistically. Because we believe that building partnerships and mutually beneficial relationships is possible only when there is transparency and trust between the parties.
Hiring audit and analytics (especially relevant for startups).
Building the recruitment process.
A short study of the labor market for your hiring request.
Master class on HR sourcing and recruiting based on your request.
What services do we provide
Consulting services
What is it
Improving the efficiency of the recruitment department.
Examples of services
When relevant
- You need to build/adjust your hiring to achieve your business goals within a certain time frame.
- You have a complex, atypical recruitment request.
- You want to conduct a training event on recruitment, sourcing, or other recruitment-related topics (such as burnout).
Recruiting
Steps
Introduction and preliminary discussion of hiring needs.
The second round of discussions, finalizing the agreements.
Conclusion of the contract. Let's get to work.
Brief with the technical team (hiring managers/experts).
Recruiter Part-time
What is it
We select the first pool of candidates and organize interviews.
Recruiter for a fixed monthly fee. This will be relevant for startups or companies that are actively growing and lack HR resources.
Adjust the process if necessary.
When relevant
- You need to hire specialists or top managers whose expertise is not enough / there is no time to learn from HR or HR is overloaded with other tasks.
- We urgently need to find a replacement for an important specialist in the company.
- We need an expert assessment of hiring in a specific country (our main expertise is in the CIS, Europe, and the United States).
- You want to conduct your own research on who is in the market and, based on this, adjust your hiring.
Creating a second and subsequent pool of candidates.
Offer and support of candidates to exit.
Closing documents.
We have several Fortune Global 500 companies in our portfolio. We work a lot with corporate clients. We are also inspired by the dynamic environment of startups that we successfully hire.
We work with clients all over the world. We focus on FinTech, and also work with other companies in the field of information technology.
Clients
Result
The first candidate who best matches the profile received the offer and accepted it. The vacancy was closed quickly - about 2 months from the start of the job to the candidate's exit.
The most important for a successful result were:
What was done:
1. We have developed the structure of interviews with product managers so that we can quickly understand if there is a similar experience (a call of up to 30 minutes).
2. We analyzed the first pool of candidates and adjusted the priority topics in the screening interview, supplemented them with questions.
3. Based on the results of the evaluation of the first pool of candidates, it became clear that the main difficulty of this position lies in the following areas::
- Many candidates either did not have significant business results (expressed in profit growth) or were not prepared to talk about them in terms of numbers and results.
- Communication difficulties and soft skills of candidates. This also includes the skills of interaction with top management (being able to present work results, manage changes and build partnerships), manage interaction in the development team and between teams.
- No experience or willingness to work as a full-stack product. This was usually the case for candidates from large companies.
4. Added a stage where the final candidate was asked for contacts to check recommendations.
Key requirements for the candidate
- There are real significant business results, expressed in the growth of profit from the product.
- It can manage metrics.
- Able and willing to engage in product analytics as part of their role.
- Knows how to build processes in a team and negotiate with teams and management.
- I have previous experience and a full-stack role is interesting.
Project
Search for a Senior Product Manager to develop existing and new products in a medium-sized company. Usually, such companies have higher requirements for candidates, because the role implies full-stack tasks. The company has plans to enter new markets, so I was potentially interested in someone who has similar experience.
Product Manager
Case
structured assessment of key skills during screening interviews;
analytics during the job development process and setting the right priorities when searching for and conducting the first interview;
speed was also important, as it was critical for the client's plans to find a suitable candidate in the near future (not at the expense of quality).
Product Manager
Analyst to the bank
C++ developer
Product Manager
Key requirements for the candidate
- Experience on a similar project from 5 years in the banking sector
- Focus on business analysis
- Knowledge of regulatory documents
Project
Related to data security. There are few such senior-level analysts and they rarely move to a new company.
Analyst at a bank
Case
What was done:
1. Targeted sourcing of candidates based on key requirements.
2. The successful candidate from the first pool was immediately offered an attractive job offer, taking into account the competition in the job market. The candidate took a long pause to make a decision (several weeks).
3. During this time, the recruiter and hiring manager regularly communicated with the candidate
4. Difficulties arose in the organizational part (documents). Due to regular interaction and the proactivity of the hired employee and other participants of recruiting, it was possible to resolve in a timely manner some of the difficulties that could have been resolved immediately.
Result
The candidate from the first pool accepted the job offer and started working.
The most important for a successful result were:
teamwork between the recruiter and the hiring manager
a correct salary estimate for hunting and the fact that an attractive job offer was offered immediately and not secondarily
Product Manager
Analyst to the bank
C++ developer
Analyst to the bank
Key requirements for the candidate
- Development of low-latency real-time projects
- Experience with high-load projects
- Excellent spoken and written English
What was done:
1. We expanded the candidate funnel to make it possible to attract and select the strongest talents (for this case)
2. We optimized the recruiting in several stages. This helped free up hiring managers' time and make the hiring process more transparent, while also meeting company goals and deadlines.
Project
3. We added a stage of getting to know the company’s office for the final candidate, which also makes hiring more transparent.
Associated with the infrastructure of international FinTech. Senior specialists who have the appropriate expertise and have worked with a similar stack are rare.
C++ developer
Case
Result
We found and attracted a successful candidate from a consulting project (it was not obvious from the resume that he had experience with similar projects).
The most important for a successful result were:
optimization of the recruiting process
regular feedback between hiring managers and recruiters, which helped build an effective recruiting
Product Manager
Analyst to the bank
- Previous experience in financial projects
flexibility and "readiness for change" of the hiring management team
C++ developer
C++ developer
Case
Product Manager
Result
The first candidate who best matches the profile received the offer and accepted it. The vacancy was closed quickly - about 2 months from the start of the job to the candidate's exit.
The most important for a successful result were:
What was done:
1. We have developed the structure of interviews with product managers so that we can quickly understand if there is a similar experience (a call of up to 30 minutes).
2. We analyzed the first pool of candidates and adjusted the priority topics in the screening interview, supplemented them with questions.
3. Based on the results of the evaluation of the first pool of candidates, it became clear that the main difficulty of this position lies in the following areas:
- Many candidates either did not have significant business results (expressed in profit growth) or were not prepared to talk about them in terms of numbers and results.
- Communication difficulties and soft skills of candidates. This also includes the skills of interaction with top management (being able to present work results, manage changes and build partnerships), manage interaction in the development team and between teams.
- No experience or willingness to work as a full-stack product. This was usually the case for candidates from large companies.
4. Added a stage where the final candidate was asked for contacts to check recommendations.
Key requirements for the candidate
- There are real significant business results, expressed in the growth of profit from the product.
- It can manage metrics.
- Able and willing to engage in product analytics as part of their role.
- Knows how to build processes in a team and negotiate with teams and management.
- I have previous experience and a full-stack role is interesting.
Project
Search for a Senior Product Manager to develop existing and new products in a medium-sized company. Usually, such companies have higher requirements for candidates, because the role implies full-stack tasks. The company has plans to enter new markets, so I was potentially interested in someone who has similar experience.
structured assessment of key skills during screening interviews;
analytics during the job development process and setting the right priorities when searching for and conducting the first interview;
speed was also important, as it was critical for the client's plans to find a suitable candidate in the near future (not at the expense of quality).
Analyst at a bank
Result
The candidate from the first pool accepted the job offer and started working.
The most important for a successful result were:
What was done:
1. Targeted sourcing of candidates based on key requirements.
2. The successful candidate from the first pool was immediately offered an attractive job offer, taking into account the competition in the job market. The candidate took a long pause to make a decision (several weeks).
3. During this time, the recruiter and hiring manager regularly communicated with the candidate
4. Difficulties arose in the organizational part (documents). Due to regular interaction and the proactivity of the hired employee and other participants of recruiting, it was possible to resolve in a timely manner some of the difficulties that could have been resolved immediately.
Key requirements for the candidate
- Experience on a similar project from 5 years in the banking sector
- Focus on business analysis
- Knowledge of regulatory documents
Project
Related to data security. There are few such senior-level analysts and they rarely move to a new company.
teamwork between the recruiter and the hiring manager
a correct salary estimate for hunting and the fact that an attractive job offer was offered immediately and not secondarily
C++ developer
Result
We found and attracted a successful candidate from a consulting project (it was not obvious from the resume that he had experience with similar projects).
The most important for a successful result were:
What was done:
1. We expanded the candidate funnel to make it possible to attract and select the strongest talents (for this case)
2. We optimized the recruiting in several stages. This helped free up hiring managers' time and make the hiring process more transparent, while also meeting company goals and deadlines.
3. We added a stage of getting to know the company’s office for the final candidate, which also makes hiring more transparent.
Key requirements for the candidate
- Development of low-latency real-time projects
- Experience with high-load projects
- Previous experience in financial projects
- Excellent spoken and written English
Project
Associated with the infrastructure of international FinTech. Senior specialists who have the appropriate expertise and have worked with a similar stack are rare.
optimization of the recruiting process
regular feedback between hiring managers and recruiters, which helped build an effective recruiting
flexibility and "readiness for change" of the hiring management team
We are looking for people who want to develop and grow. We have vacancies from Junior to C-Level. If you are ready to work in a cool team, then join us!
Job openings