IT recruiting: we find IT staff for roles of any difficulty
IT recruiting is a service in which Best Boost Partners finds and screens staff in the IT field for roles of any level of difficulty. Our recruiters have hired more than 600 specialists into SEO departments and technical departments. The service suits companies that hire developers, SEO and marketing specialists, team leads and staff for gambling and betting projects. You receive a role profile, a search plan with sources, regular funnel reports, a shortlist with notes on each candidate and a market summary for the role.
In brief
- For whom
- Companies that need developers, SEO and marketing specialists, team leads or staff for gambling and betting projects.
- What is included
- A role brief, a role profile and search plan, the search, screening, skills assessment, a shortlist, interviews and offer support.
- What you receive
- A role profile, a search plan, funnel reports, a shortlist with notes on each candidate and a market summary for the role.
- How to start
- A filled-in role brief, the salary range and conditions, and one person who makes the hiring decision on your side.
What does IT recruiting include?
IT recruiting at Best Boost Partners is divided into four directions by type of role. Every direction follows the same process and differs in the sources of candidates and in the way skills are assessed.
IT specialists
We search for developers, QA engineers, DevOps, analysts, product and project managers and designers, from junior to senior. Skills are assessed with questions or a test task agreed with you.
Learn moreHiring for gambling and betting
We search for affiliate managers, media buyers, SEO team leads, CRM, payment, anti-fraud and support staff for casino and betting projects. The search is confidential.
Learn moreSEO and marketing specialists
SEO specialists from Junior to Head, content leads, copywriters, editors, link builders, PBN specialists, marketers and media buyers. More than 600 specialists hired.
Learn moreTeam leads and rare specialists
We search for heads of departments, team leads, architects and rare specialists: we map the market, approach people confidentially, compare finalists and check references with consent.
Learn more
Which positions have our recruiters filled?
The recruiters of Best Boost Partners have hired more than 600 specialists into SEO departments and technical departments. The positions filled include the following.
When is IT recruiting needed?
- A vacancy has been open for a long time, and replies to the job posting do not bring candidates of the level you need.
- The company has no in-house recruiter, and managers search for people themselves at the expense of their main work.
- A new team or department is being assembled, and several roles must be filled under one plan.
- The role belongs to a gambling or betting project, and the search must be confidential.
- The role is rare: suitable people are few, they are employed and do not read job postings.
How does the work on a vacancy go?
Role brief
You describe the tasks of the role, the required skills in order of importance, the level, the format (office, remote or relocation), the country and time zone, the language, the salary range and conditions. We also record who makes the decision and how many interview stages there are. A request sent through the brief gets a reply within one working day.
Role profile and search plan
From the brief we write a role profile: the must-have skills, the desirable skills and the criteria by which candidates are compared. The search plan names the sources: direct approach to people who are not looking for a job, professional communities and chats, job boards, LinkedIn and referrals. If the offer is below the market or the chain of interviews is long, we say so at this stage.
Search and first screening
We contact candidates, describe the role and check experience and motivation in a first conversation. Salary expectations, the notice period and the preferred format of work are clarified before the candidate goes further.
Skills assessment and shortlist
Skills are assessed with questions or a test task agreed with you. For roles in SEO, content, links, development, design and automation the assessment is done by people at the studio who do this work themselves. The shortlist comes with notes on each candidate: what matches, what does not, salary expectations and notice period.
Interviews, offer and trial period
We coordinate the interviews and pass feedback in both directions. At the offer stage we help the two sides agree the terms. After the offer is accepted we stay in contact with the candidate until the first working day and through the trial period.
What do you receive from IT recruiting?
- A role profile: the tasks, the must-have and desirable skills, the level and the criteria for comparing candidates.
- A search plan with the sources of candidates and the order in which the sources are worked.
- Regular funnel reports: how many people were contacted, replied, were interviewed and were presented to you.
- A shortlist with notes on each candidate: what matches the profile, what does not, salary expectations and notice period.
- A market summary for the role: how many suitable people the search found and what conditions these people expect.
- Written feedback after each interview, from your side to the candidate and from the candidate to you.
What does a recruiter answer for, and what stays your decision?
No guarantee that a vacancy is closed
Nobody can guarantee that a vacancy will be closed, because the candidate decides whether to accept the offer. We answer for the scope fixed in the contract: the search by the plan, the screening, the shortlist and the reports. The terms of a replacement search, if the employee leaves during the trial period, are fixed in the same contract.
The limits are named at the brief stage
An offer below the market or a long chain of interviews loses candidates. If the salary range, the conditions or the number of stages narrow the search, we say so at the brief stage and show it later in the funnel reports. The hiring decision is always yours.
Candidate data with consent
Personal data of candidates is handled with their consent. A CV is passed to you only after the candidate has agreed to be presented for this role. We write down what does not match the profile next to what matches, and do not leave gaps out of the notes.
Frequently asked questions
How is the cost of IT recruiting calculated?
The cost of IT recruiting depends on the role, its level, the country and the rarity of the skills. We name the fee and the payment terms after the role brief, and both are fixed in the contract. Best Boost Partners does not publish prices for this service.
How long does it take to fill a vacancy?
The time needed to fill a vacancy depends on the role, the salary range and the number of interview stages on your side, so we name the expected time frame after the role brief. The funnel reports show at which stage candidates stop, and the search plan is corrected from this data. Nobody can guarantee that a vacancy is closed by a given date.
What happens if the hired person leaves during the trial period?
The terms of a replacement search are fixed in the contract before the work begins. The contract states in which cases we repeat the search and how long this obligation lasts. During the trial period we stay in contact with the employee and with you, so a problem is heard before it becomes a resignation.
What do you need from us to open a search for a role?
To open a search we need a filled-in role brief: the tasks, the skills in order of importance, the level, the format, the country and time zone, the language, the salary range and conditions. We also need the name of the person who makes the decision and the list of interview stages. During the search we ask for feedback after each interview, because a candidate who waits long for an answer accepts another offer.
In which languages and countries do you search for candidates?
We run the search and the interviews in English, Russian and Ukrainian. The country, the time zone and the format of work are set in the role brief, and the search plan names the sources for that country. If the role requires another language, we agree with you how that language is checked.
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