Client Description
Our client is a large company developing an on-premise platform for storing and processing digital medical documents.
The company was actively scaling its infrastructure team. The main challenges included: creating a precise candidate profile tailored to the client’s unique technical and cultural requirements; sourcing professionals with relevant experience and aligned salary expectations; and identifying a candidate with the soft skills expected by the company’s CTO.
Our client is a large company developing an on-premise platform for storing and processing digital medical documents.
The company was actively scaling its infrastructure team. The main challenges included: creating a precise candidate profile tailored to the client’s unique technical and cultural requirements; sourcing professionals with relevant experience and aligned salary expectations; and identifying a candidate with the soft skills expected by the company’s CTO.
Key Requirements:
- 3+ years of experience leading engineering teams
- Expertise in designing and deploying scalable, fault-tolerant, and secure infrastructure
- Strong knowledge of Kubernetes (k8s) and GitOps
- Experience with GitLab CI and Terraform
- Hands-on experience with storage systems such as Docker, GitLab, Postgres, and Minio
Process
Following a detailed briefing, we developed a tailored sourcing map focused on professionals with a similar tech stack. The strategy prioritized proactive engagement with candidates from our internal database and targeted headhunting — particularly focusing on passive candidates who were not actively looking but matched the profile exceptionally well.
To ensure an efficient search, we formed a dedicated project team that worked daily across key sourcing platforms, including LinkedIn, Habr Career, hh.ru, and specialized Telegram channels. This approach significantly expanded the talent funnel and improved the chances of finding the right candidate.
Result
Over 27 business days, we conducted an in-depth market scan, covering both active and passive talent. As a result, we identified a highly relevant specialist who fully met the company’s expectations. After completing all interview stages, two finalists were selected — and one was extended an offer. The candidate accepted within a few days and is now actively contributing to the company’s growth.
Following a detailed briefing, we developed a tailored sourcing map focused on professionals with a similar tech stack. The strategy prioritized proactive engagement with candidates from our internal database and targeted headhunting — particularly focusing on passive candidates who were not actively looking but matched the profile exceptionally well.
To ensure an efficient search, we formed a dedicated project team that worked daily across key sourcing platforms, including LinkedIn, Habr Career, hh.ru, and specialized Telegram channels. This approach significantly expanded the talent funnel and improved the chances of finding the right candidate.
Result
Over 27 business days, we conducted an in-depth market scan, covering both active and passive talent. As a result, we identified a highly relevant specialist who fully met the company’s expectations. After completing all interview stages, two finalists were selected — and one was extended an offer. The candidate accepted within a few days and is now actively contributing to the company’s growth.
Vacancy closing period: 21 days
Conversion from candidates to accepted offer: 15%
Candidates found and screened: 27