STAFFING HELPERS
Need help with hiring and optimizing your Burn Rate?
WHO AM I?
My name is Ksenia
I am a professional in human resources specializing in full- cycle recruiting in competitive, high-demand, and high- value talent markets.
International Talent Acquisition Expert having experience recruiting executive roles across the globe. Experience recruiting across multiple business areas.
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For the past few years, my team and I have been helping startups.
International Talent Acquisition Expert having experience recruiting executive roles across the globe. Experience recruiting across multiple business areas.
.
For the past few years, my team and I have been helping startups.
We help high-tech companies hire Backend, Frontend, and Fullstack Engineers, Data Science and Data Engineering profiles, Digital Marketing roles, Infrastructure and Architecture roles, and Product roles.
WHAT WE OFFER
Our team specializes in sourcing top talent for startups across Europe, LATAM, and Canada. We'll find passionate and qualified individuals
who align with your company culture.
With our services, you can potentially save over 50% on staffing costs.
For example, the market rate for a "Senior Backend Developer" in New York ranges from $158K to $238K annually (according to Glassdoor‘s data).
For comparison, let's look at the salaries
for the same position in Germany:
who align with your company culture.
With our services, you can potentially save over 50% on staffing costs.
For example, the market rate for a "Senior Backend Developer" in New York ranges from $158K to $238K annually (according to Glassdoor‘s data).
For comparison, let's look at the salaries
for the same position in Germany:
OUR CASE:
Task: VC Mate startup (AI-copilot) reached out to us for assistance in finding a Senior Backend Engineer (ML, RAG, LLM Orchestrating).
OUTCOME:
- Closing time for the vacancy: 1 month (we began working one day after signing the contract).
2. The client was exploring the local market, and candidates' salary expectations for the position were $200,000 annually, plus shares.
We adhered to the startup budget for this position, maintaining it at a minimum of 50%.
We adhered to the startup budget for this position, maintaining it at a minimum of 50%.
3. The typical recruitment fees range in the USA from 15-25% of an employee's first-year salary.
We charge a fixed 10% (this percentage remains unchanged).
We charge a fixed 10% (this percentage remains unchanged).
5. The client not only saved costs but also received additional assistance beyond recruiting services.
This included the preparation of offer and candidate communication templates, as well as support in conducting onboarding for the new employee.
This included the preparation of offer and candidate communication templates, as well as support in conducting onboarding for the new employee.
Looking for A-players?
BENEFITS OF WORKING WITH US
Candidate network
We connect you with top-quality job candidates through our extensive network. Then, we reach out directly to source the best candidates for your IT positions.
High success rate, fast
Experienced recruiters expedite hiring, ensuring you find the right fit quickly and with reduced risk.
Our track record speaks for itself:
99% of employees sourced by us passed their probation period successfully.
Industry knowledge
Experienced IT recruiters cut to the chase when discussing job responsibilities with candidates, boosting the likelihood of success.
Help with hard-to-fill roles
In today’s competitive job market, using an IT recruitment firm that hits the ground running will speed up your search significantly.
TRUSTED BY
- Director of IT Infrastructure
@ Dreamscape Networks Ltd.I would like to recommend Kseniia as an experienced and competent specialist in IT recruitment. She is very open, and most importantly, she is a professional in her field. - VC & Angel Investor in AI
@ DVCKseniia and her team helped me build a team from scratch for one of my projects. I enjoyed the collaboration, and we continue to work together. - Oleksandr MartyniukFounder of Promo Booster, Inc.We worked with Kseniia on several vacancies. It took us a long time to choose an agency, but as a result we did not make a mistake. I really like it when a specialist understands the client's needs.
THE PROCESS
As always, it depends (on you). The process for working with IT recruitment consultants is based on your needs.
We’re in touch with you throughout, so that you are aware of updates every step of the way and have a clear understanding of the status of the process.
We’re in touch with you throughout, so that you are aware of updates every step of the way and have a clear understanding of the status of the process.
- Identifying your business needs and the role specification
- Sourcing candidates through dedicated outreach
- The candidate has a brief intro call with agency recruiter
- The candidate has a screening call with the company
- Tech interview/challenge
- Final interview and offer
THE PROCESS
As always, it depends (on you). The process for working with IT recruitment consultants is based on your needs.
We’re in touch with you throughout, so that you are aware of updates every step of the way and have a clear understanding of the status of the process.
We’re in touch with you throughout, so that you are aware of updates every step of the way and have a clear understanding of the status of the process.
- Identifying your business needs and the role specification
- Sourcing candidates through dedicated outreach
- The candidate has a brief intro call with agency recruiter
- The candidate has a screening call with the company
- Tech interview/challenge
- Final interview and offer
HOW WE WORK
Once we sign an agreement with the client, our process is the following:
1
1 hour call
with the hiring manager to find out more about the company, product, culture, team, position, requirements and conditions.
2
Mapping the market
for the best geography (if flexible) and companies whose employees we can target.
3
Sourcing for the profiles
4
Carefully crafting the message
we send to candidates, personalizing it for each candidate.
5
Reaching out to the potential candidates
6
A screening call (up to 30 mins)
with our recruiter to pitch the company and ask about the candidate’s background, motivation, and expectations.
7
Submitting the candidate’s profile
with the summary from our call to the client.
8
Helping clients schedule the interviews
if needed and to negotiate the offer.
9
Checking in with the candidate
and with the client throughout the probationary period.
We help high-tech companies hire Backend, Frontend, and Fullstack Engineers, Data Science and Data Engineering profiles, Digital Marketing roles, Infrastructure and Architecture roles, and Product roles.
We charge 10% of the engineer's annual salary for the services.
- 100% payment client pays us after the employee starts work (payment is made within 5 calendar days from the date of the engineer's first work day)
- If we conduct 12 technical interviews and none of the candidates is suitable, or after the 12th technical interview the vacancy is put on hold or canceled, the client pays the full cost of the service.
We can submit the first profiles within the first week of sourcing. Our average time to hire is 40 days, which may vary depending on the length of the client’s interview process.
However, the length of the hiring process is always dependent on the specific role and your in-house decision process.
However, the length of the hiring process is always dependent on the specific role and your in-house decision process.
If this happens within the first 90 days after the candidate has started working, we backfill this position free of charge.
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