IT specialists: developers, QA, DevOps, analysts and managers
Hiring IT specialists is the part of IT recruiting in which Best Boost Partners searches for developers (backend, frontend, full stack, mobile), QA engineers, DevOps engineers and system administrators, analysts, product and project managers and designers. The levels run from junior to senior. The work suits companies that assemble a product team or fill a single technical role. You receive a role profile, a search plan, a shortlist with notes on each candidate and regular funnel reports.
What exactly do we do when we hire IT specialists?
Role brief with the technology stack
We record the tasks of the role, the technology stack, the skills in order of importance and the level. The brief separates what the person must know on the first working day from what can be learned during the trial period.
Search by sources
Developers, QA engineers and DevOps engineers are searched for through direct approach to people who are not looking for a job, professional communities and chats, LinkedIn, job boards and referrals. The search plan names which source is worked first for the role and why.
First screening
In the first conversation we check experience against the role profile: the projects, the candidate’s own part in them, the makeup of the team and the reasons for leaving. Motivation, salary expectations, the notice period and the preferred format of work are recorded at once.
Technical assessment
Technical skills are assessed with questions or a test task agreed with you. For development, design and automation roles the questions are prepared by people at the studio who do this work themselves. The final technical interview stays with your team.
Shortlist with notes
Each candidate in the shortlist comes with notes: what matches the role profile, what does not, the result of the assessment, salary expectations and notice period. A candidate who does not match a must-have skill is not put on the shortlist.
Interviews and offer
We agree the time of the interviews, collect feedback from both sides and pass it on in writing. At the offer stage we check that the terms match what the candidate named at the first screening, and stay in contact with the candidate until the first working day.
What do you get when we hire IT specialists?
- A role profile with the technology stack, the must-have and desirable skills and the level.
- A search plan that names the sources for the role and the order of work with them.
- A shortlist with notes on each candidate, including the result of the technical assessment.
- Regular funnel reports: how many candidates were contacted, replied, were interviewed and were presented.
- A market summary for the role: how many suitable specialists the search found and what they expect in salary and format.
When is hiring IT specialists needed?
- A product team is being assembled, and developers, a QA engineer and a manager must be found under one plan.
- A developer or a DevOps engineer has left, and the role must be filled without stopping the project.
- Job postings bring replies, but the candidates do not pass the technical interview.
- The company hires its first technical employee and has nobody inside to assess the skills.
Frequently asked questions
Which IT roles and levels do you hire for?
We hire backend, frontend, full stack and mobile developers, QA engineers, DevOps engineers and system administrators, analysts, product and project managers and designers. The levels run from junior to senior. The level and the technology stack of a specific role are set in the role brief.
Who assesses the technical skills of the candidates?
Technical skills are assessed in two steps. First come questions or a test task agreed with you, and for development, design and automation roles these are prepared by people at the studio who do this work. The final technical interview is held by your team, and the hiring decision is yours.
Do you search for remote specialists and for relocation?
Yes, the format is set in the role brief: office, remote work or relocation. For a remote role we record the country and the time zone in which the person must be available. For relocation we ask about readiness to move at the first screening, before the candidate is presented to you.
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