Running the full search, screen technically, and deliver pre-vetted candidates within a week
Every candidate passes our technical interview and market benchmark before you see them. Each engagement — whether a single hire or a full team build — includes market and vacancy analysis as a baseline.
We run the full recruitment cycle: sourcing, technical screening, shortlisting, coordination, and offer support. You receive a pipeline of first pre-vetted candidates within 7 days of contract signing and getting clear position requirements. Each candidate comes with a test task result and a detailed interview summary.
Engineers who work as part of your team but are legally employed by us. You get the output of a dedicated specialist without the overhead of employment contracts, payroll, and HR management. Outstaffed engineers integrate into your workflow, your tools, and your sprints from day one.
We audit your existing recruitment process — vacancy competitiveness, salary benchmarks, interview structure, technical tasks, offer process, and sourcing strategy. You get a prioritized improvement plan. Available for teams with an existing recruiting function and teams building one from scratch.
We design and build a whole recruitment department for companies without an internal recruiting function. That includes role definitions, hiring metrics, sourcing strategy, toolchain selection, recruiter training, budget planning, and employer brand recommendations. By the end of the engagement, your team can run the process independently.
Every engagement includes a current market analysis for the open role: salary range benchmarks, candidate availability, offer competitiveness, and technical task quality review. This runs before sourcing starts — so the search is calibrated to the market from day one.
We help you identify why strong candidates decline or drop out, and what changes to the offer, JD, or hiring process would fix it. Recommendations cover job description language, interview experience, offer structure, and online presence.
We work with the tools your team already uses - or recommend the best fit for your stack.
Our team starts the search the same day the contract is signed. Every step has a defined owner and a defined timeline — no gaps, no handoff delays.
We analyze the role requirements, map the tech stack, benchmark the salary range against the current market, and prepare all sourcing documentation. Search starts the same day.
We assign a dedicated team: a recruiter, a sourcer, and a coordinator. Within 5–6 days, we present the first pipeline of at least 2–3 candidates who have passed our technical interview and selection process.
All shortlisted candidates complete a relevant test task and pass additional interview stages. You receive a written summary for each specialist — technical assessment, seniority evaluation, and communication notes. We handle all scheduling/coordination throughout.
Managing coordination between your team and candidates across every interview stage. After each stage, we provide structured written feedback on both sides. If a candidate doesn't fit, we adjust the criteria and keep the pipeline running.
We support the offer process and provide counter-offer prevention recommendations. Most positions close within 20–30 days; several have closed in under a week. Every placement includes a 2-month warranty period. If the candidate doesn't pass probation, we provide one free replacement.
A bad hire costs 3–6 months of salary in lost time, rework, and re-hiring. Getting the process and candidate right — from the first placement pays back immediately. Here is what structured IT recruitment moves in measurable terms.
There’s how many of our candidates pass probation.
First pre-vetted candidates in 5–6 days. No silence while the search runs.
Average position closed in 2–4 weeks. Several closed in under a week.
Candidates stay an average of 3.5 years. Less turnover, lower rehiring cost.
Fee starts at 10% of annual salary
Placements across 15+ countries. Global talent pool, not just the local one.
If the hire isn't the right fit within 2 months, we replace them at no additional cost.
50% on the 1st working day, 50% after probation. You pay for results
In QA and Software. We assess the technical depth that generalist recruiters miss.
“QA Madness has established a smooth workflow through effective communication. The team is trustworthy, efficient, and hardworking.”
“Thanks to QA Madness’s efforts, we are able to resolve technical issues and keep our platforms optimized and bug-free.”
“QA Madness was seriously professional. They listened to our needs and gave us the kind of work we expected. As a result of their efforts, we can locate a bug in the test environment, which prevents issues from entering production. I would recommend them, 100%.”
“They’ve always been very professional, prompt, and available when we needed them. We’ve never had any issues or needed to go back and teach them how to meet our standards.”
IT recruitment questions tend to come from two directions: teams that have never worked with an external recruiter, and teams that have — and were disappointed. See our answers to both.
IT recruitment places a candidate who becomes a permanent employee of your company. You own the employment contract, the payroll, and the relationship.
IT outstaffing provides an engineer who is legally employed by QA Madness but works fully dedicated to your team — on your projects, in your tools, under your management. Outstaffing removes the HR and legal overhead while giving you the same operational output as a direct hire.
We place QA Engineers (manual and automation), Software Developers (Node.js, React, React Native, and other stacks), and other IT roles including engineering managers and technical leads.
Our primary focus is Middle and Senior level — candidates with enough depth to contribute from their 1st sprint without extended onboarding.
Every candidate passes a technical interview conducted by our team before you see them. The interview is designed specifically for the role — we analyze the market, review existing technical tasks for the position, and build interview questions calibrated to the seniority level you need. Candidates who pass also complete a relevant test task. You receive the test result and a full written summary with every candidate profile.
Our recruitment fee starts at 10% of the candidate's annual salary, depending on the role. It splits into 2 equal payments: 50% on the candidate's first working day, 50% when they complete the probation period. No upfront payment, no annual commissions, no hidden add-ons. This structure means our incentive is to close the right position, not the fastest one.
Every placement comes with a 2-month warranty period. If the candidate fails to pass probation within that window, we provide one free replacement — no fee negotiation, no delay. The second 50% installment is not invoiced until probation is complete, so you don't pay in full for a hire that doesn't work out.
The first candidate pipeline arrives within 7 days of contract signing. Most positions close within 2–4 weeks end-to-end. Timelines vary by role complexity and seniority — a Senior QA Automation Engineer takes longer than a Middle Manual QA, and we set realistic timelines per role at the start of the engagement, not after the search stalls.
A QA Madness recruitment audit covers: vacancy competitiveness analysis, salary range benchmarking, technical task review, interview process structure, offer process effectiveness, sourcing strategy, and recruiter capability gaps.
For teams without a recruiting function, the audit extends to department design, toolchain selection, metrics definition, and budget planning. The output is a specific and prioritized improvement plan.
Talk to our Head of Growth
