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IT Recruitment for a Product Development Company

Industry

  • Marketing

Country

  • UK

Cooperation Type

  • Full-Time

Project Type

  • Web Testing
  • Web Development

Type of Service

  • IT Recruitment

Overview

Brandgility is an asset management platform for teams. It is built to help distributed teams design, store, and manage customized, brand-consistent marketing content. The set of tools this platform offers allows users to create sales and marketing professional materials that automatically comply with brand guidelines. Their solution is globally-minded, suitable for businesses of all sizes, and used by some of the world’s biggest brands.

Challenge

The platform continually evolves, and the product team demands adjustments to match the scaling. It constantly requires closing some skill gaps to strengthen the team with new talent and replace the team members who left the team. The competencies of these specialists vary, including the roles of backend, frontend, and mobile developers, as well as manual and automated QA engineers.

Solution

We’ve been working with the client as a QA company for a few years. Learning they needed to scale the team, we suggested the IT recruitment services. Brandgility requested that the software development position be closed. This started an ongoing cooperation in recruitment.

The main challenge of external recruitment lies in setting clear and reasonable expectations between the parties. Each company has a different understanding of an ideal candidate. Recruiters must adjust the requirements to the market realities and communicate them reasonably to clients. Hence, the first step was building an effective communication flow between the recruiters on our side and the product manager and CTO on the client’s side.

The recruitment flow we established during this cooperation includes the following steps:

  1. The client describes their basic requirements to a specialist.
  2. The recruiters prepare a job description.
  3. The client receives the job descriptions for review.
  4. Upon approval, the recruiters receive and analyze the CVs.
  5. The recruiters held the introductory interviews and English assessments.
  6. The candidates’ CVs that are best suited are handed over to the client.
  7. The Brandgility’s team holds the final interviews and selects their candidate.

The IT recruiters simplify the hiring for the client by covering the most resource-consuming processes. They adjust the internal hiring procedure to the client’s current needs, allowing them to join for the final approval only.

Results

  • The client delegates new recruitment requests to the QA Madness IT recruitment team.
  • After a few initial interactions, Brandgility facilitated the hiring procedure, relying on the thorough candidate selection on our side.
  • Many candidates are approved quickly and based on their soft skills since the client is confident in our technical screening process.
  • The recruitment team hired eight Middle and Senior-level specialists, including QA Engineers, Node.js Developers, React Developers, and React Native Mobile Developers.
  • An average closing time for a position is up to 30 days; several positions closed in under a week.

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