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Worldwide Recruitment

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Med-Tech
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Art
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Ed-Tech
UX/UI
Programming
Analitics
Gamedev
Med-Tech
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Marketing
Art
Design
Ed-Tech
UX/UI
Programming
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Gamedev
Med-Tech
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Marketing
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Ed-Tech
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Node.js
Product management
Unity
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Product management
QA
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Android
Unity
React Native
Node.js
С#
Product management
QA
User Acquisition
Android
Unity
React Native
Node.js
С#
Product management
QA
User Acquisition
Android
Unity
React Native
С#
QA
User Acquisition
Android
Gamedev
WE’LL FIND THE BEST CANDIDATES BASED ON:
Skills and expertise
Geography and time zone
Corporate culture values
From small teams & startups, to federal holdings & global corporations
250+ POSITIONS CLOSED WORLDWIDE
Senior PHP Developer
recruitment
Learn more
in 14 days
Head of Data Science
choiCeit
Learn more
MedTech company
Unity-developer
consulting
Learn more
30 days
14 days
236
Senior PHP Developer
Task:
Result:
The candidate has been with the company since 2020
Process:
✓ Find a backend developer that meets the company’s needs and can be smoothly integrated into the current project;
✓ We found the best candidate right on time;
Job closing time
Candidates found and selected
✓ 236 candidates selected in 1 week;
✓ 20 interviews;
✓ 3 best candidates presented to the client.
✓ The candidate must be found, hired, and integrated on a tight deadline (14 days).
✓ The candidate accepted a job offer in 1 week and joined the project 2 days afterwards.
42 days
150
Head of Data Science
Task:
Result:
We closed the vacancy from start to finish: found the right candidate, helped with legal work and onboarding
Process:
✓ Find a data science manager for a MedTech startup;
✓ Provided final candidates in 14 days; the best candidate accepted the job offer in 6 weeks;
Job closing time
Candidates found and selected
✓ Ran an elaborate briefing to identify tasks and company needs;
✓ Searched the Russian-speaking market;
✓ Selected 150 candidates, interviewed 30 of them.
✓ Sell a job offer with a modest salary budget to the best candidate and motivate them.
✓ Helped integrate the candidate into the company, helped with legal work.
30 days
For free
Task & Process:
Result:
Less than 5% of our candidates fail to pass a probation period. If this happens, we find a new candidate fast and for free. The candidate has been with the company since 2020.
Solution:
✓ Find a Unity developer in 30 days.
✓ We found a new, better-skilled candidate in 30 days;
Job closure time
Found a new candidate under warranty
✓ We ran an elaborate briefing, searched the market, found and onboarded a new employee in 27 days;
✓ Ran an audit to find out why the candidate quit;
✓ Helped improve the company’s adaptation and onboarding system for an easier integration of new employees.
✓ After 2 months with the company, the employee quit, accepted an offer from a competitor, and moved to Europe.
✓ Our candidate is currently the lead developer in the company.
Unity-developer
From small teams & startups, to federal holdings & global corporations
250+ POSITIONS CLOSED WORLDWIDE
Senior PHP Developer
recruitment
Learn more
in 14 days
Unity-developer
consulting
Learn more
30 days
Head of Data Science
choiCeit
Learn more
MedTech company
✓ The candidate accepted a job offer in 1 week and joined the project 2 days afterwards.
✓ The candidate must be found, hired, and integrated on a tight deadline (14 days).
✓ 3 best candidates presented to the client.
✓ 20 interviews;
✓ 236 candidates selected in 1 week;
Candidates found and selected
Job closing time
✓ We found the best candidate right on time;
✓ Find a backend developer that meets the company’s needs and can be smoothly integrated into the current project;
Process:
The candidate has been with the company since 2020
Result:
Task:
Senior PHP Developer
236
14 days
42 days
150
Head of Data Science
Task:
Result:
We closed the vacancy from start to finish: found the right candidate, helped with legal work and onboarding.
Process:
✓ Find a data science manager for a MedTech startup;
✓ Provided final candidates in 14 days; the best candidate accepted the job offer in 6 weeks;
Job closing time
Candidates found and selected
✓ Ran an elaborate briefing to identify tasks and company needs;
✓ Searched the Russian-speaking market;
✓ Selected 150 candidates, interviewed 30 of them.
✓ Sell a job offer with a modest salary budget to the best candidate and motivate them.
✓ Helped integrate the candidate into the company, helped with legal work.
Unity-developer
✓ Our candidate is currently the lead developer in the company.
✓ After 2 months with the company, the employee quit, accepted an offer from a competitor, and moved to Europe.
✓ Helped improve the company’s adaptation and onboarding system for an easier integration of new employees.
✓ Ran an audit to find out why the candidate quit;
✓ We ran an elaborate briefing, searched the market, found and onboarded a new employee in 27 days;
Found a new candidate under warranty.
Job closure time
✓ We found a new, better-skilled candidate in 30 days;
✓ Find a Unity developer in 30 days.
Solution:
Less than 5% of our candidates fail to pass a probation period. If this happens, we find a new candidate fast and for free. The candidate has been with the company since 2020.
Result:
Task & Process:
For free
30 days
OUR CLIENTS:
A CUSTOM QUOTE
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Also, you’ll get:
✓ Detailed presentation to learn about our company and its services;
✓ Consultation on possible recruitment solutions.
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WE’LL FIND AN IDEAL CANDIDATE FOR YOU
No tricks, no empty promises.
You only pay after you’ve successfully hired the candidate
NO ADVANCE PAYMENT
If within 3 months you realize that the new employee is the wrong person for the job, we’ll find a new professional for you for free.
SUCCESS GUARANTEED
We have a big team of professionals to look for any number of candidates at the same time.
BIG TEAM
We start looking for candidates on the same day you reach out to us.
FAST START
We’re ready to adapt to your work principles and communication style
FLEXIBILITY
TRANSPARENCY
When working with companies and potential candidates, we’re guided by transparency and honesty. All you need to do is tell us what professional you’re looking for. We’ll take care of the rest.
We do this to better understand the task and build a more effective communication with candidates.
We meet a person from your company to better understand what you’re looking for, your needs and in-house business processes.
INTERVIEW
We do this to make sure we understand your needs and can find an ideal right candidate for the position.
We create a candidate profile, materials, and recruitment funnel. We determine the task and solutions.
RECRUITMENT STRATEGY
We’re doing this to study the market and select the first pool of candidates.
We’re using dozens of general and specialized sources to be able to find the best candidates.
VAST SEARCH
We do this to motivate suitable candidates, select the best ones, and prepare them for an interview with you.
During interviews, we tell candidates about your company and position. We evaluate each candidate’s skills and motivation to shortlist the best professionals.
CANDIDATE INTERVIEWS
We do this to be able to select candidates with more precision, as well as to detect weak spots in your job offer or the recruitment process.
If needed, we’ll be present at your interview with the candidate.
TECHNICAL INTERVIEW
We do this to collect feedback on onboarding, tasks and processes, as well as prevent possible disputes.
At the final stage, we help you present your job offer in the best way. Also, we keep in touch with you throughout the entire onboarding process.
JOB OFFER
TRANSPARENCY
When working with companies and potential candidates, we’re guided by transparency and honesty. All you need to do is tell us what professional you’re looking for. We’ll take care of the rest.
We do this to better understand the task and build a more effective communication with candidates.
We meet a person from your company to better understand what you’re looking for, your needs and in-house business processes.
INTERVIEW
We do this to make sure we understand your needs and can find an ideal right candidate for the position.
We create a candidate profile, materials, and recruitment funnel. We determine the task and solutions.
RECRUITMENT STRATEGY
We’re doing this to study the market and select the first pool of candidates.
We’re using dozens of general and specialized sources to be able to find the best candidates.
VAST SEARCH
We do this to motivate suitable candidates, select the best ones, and prepare them for an interview with you.
During interviews, we tell candidates about your company and position. We evaluate each candidate’s skills and motivation to shortlist the best professionals.
CANDIDATE INTERVIEWS
We do this to be able to select candidates with more precision, as well as to detect weak spots in your job offer or the recruitment process.
If needed, we’ll be present at your interview with the candidate.
TECHNICAL INTERVIEW
We do this to collect feedback on onboarding, tasks and processes, as well as prevent possible disputes.
At the final stage, we help you present your job offer in the best way. Also, we keep in touch with you throughout the entire onboarding process.
JOB OFFER
3-MONTH WARRANTY
If it's not working out between you and your new employee, or the employee fails to do their job properly, we’ll find a new professional for you absolutely for free.
Get a consultation
3-MONTH WARRANTY
If it's not working out between you and your new employee, or the employee fails to do their job properly, we’ll find a new professional for you absolutely for free.
Get a consultation
NOT AN AGENCY BUT A CONSULTING SERVICE
We’re on the outlook for job candidates. We want to make sure our recruitment efforts leave behind effective and well functioning processes.
We provide free consulting services to our clients:
Provide training for your hiring managers
Provide consultations on personnel documentation
Develop an onboarding and adaptation model
Train your recruitment team to evaluate skills and competences
Provide consultations on developing a grade & evaluation system
Help develop a KPI system for employees
01.
02.
03.
04.
05.
06.
SKILLED & EXPERIENCED TEAM
Our expertise allows us to find common ground with both candidates and companies.
Elena
CBDO
Elena
Lead Consultant
Karina
COO
OUR BLOG
What Do You Think about the Test Tasks?
It seems to us that test tasks are needed in the selection, but it is important to take into account the context of the position. There are vacancies for which a test is necessary, and this is even the main stage of selection.
What Needs to be Done so that the Candidate Chooses Your Offer?
Now employment is a mutual process, and candidates for IT are quite selective. It is important and necessary to fight for good candidates. It is these candidates who are guaranteed to have several offers on the market, and they will choose.
How does the Beginning of the Interview Affect Its Outcome?
It's no secret that during a meeting, most people read the emotions and mood of the interlocutor, which greatly affects the overall tone of the conversation.
Learning to Answer Candidates' Questions
Sometimes (every meeting) at an interview there comes a terrible moment when the management of the “questions” block is transferred into the hands of the candidate. And the interview is conducted for you.
Cognitive Distortions in the Evaluation of Interview Candidates
Cognitive errors (or cognitive distortions) are systematic mistakes that we make due to the peculiarities of our thinking and perception, leading to an illogical interpretation of the surrounding reality.
To Hire or not to Hire – that's the Question?
The question, of course, is not only philosophical, but also recruiting =) It will definitely arise in front of you in the process of searching for candidates for a vacancy.
A Resume Can Tell a Lot Less about a Candidate than It Seems
So, let's talk about the resume and working with it. This is one of the very first stages of selection, which we call a “review". The essence is simple - the consultant sends a selection of resumes for viewing to the hiring manager.
What is Onboarding and Why is It Needed
When an employee goes to work, it is not enough for him to say "well, that's it - work." If you understand this, super. If not, you have problems and companies have come up with an onboarding process to solve them.
What are Proactive Acquaintances with Candidates
The standard recruitment scheme looks like this: vacancy – brief – candidate search – interview – offer. This scheme is certainly working, but there is another way. It helps to "intercept" unique candidates from the market, accelerate hiring and improve the quality of recruitment.
Show more
F.A.Q.
For partners
Elena, a CBDO with CHOICEIT, will be happy to answer your questions.
Have questions?
For candidates
Elena, a Lead Consultant with CHOICEIT, will be happy to answer your questions.
GET A FREE QUOTE
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