Why is recruiter an IT profession and how are we different from other agencies?
RECRUITERS ARE IT
Our team consists of IT specialists and graduates of technical universities
Recruiter for us is an IT profession.
It needs to be taught.
That's why we hold our academy of more than 30 lectures a month!
IT H
NTER
RECRUITERS
Interesting about us

2 days
Till first CVs
18 days
average time to close the position
80%
of clients are returning again

Over 5
training sessions for recruiters of 10 major companies
200+
talents find their dream job last year
99,9%
successful closures
90 days
for guaranteed replacement
Our approach
Collect all documents, control deadlines

Skillfully sell your offer, work through all objections

We offer a guaranteed replacement, controlling the candidate on probation

We cooperate with sales trainers

Offering and candidate exit

15 - 18 days
We guide the candidate through all your steps, help with detailed feedback

We work quickly, discussing our response SLAs with you

We prepare and disclose candidates

Client interview

5 - 15 days
First resumes of motivated professionals. Sell candidates the idea of working with you

We evaluate Soft skills (we will find exactly appropriate candidates for your team, and use our system of evaluation of competencies and psychological traits

We also analyze Hard skills, and are ready to do primary technical screening

Recruiters have a technical background, we speak the same language as candidates.

Interview with recruiter

2st / 3st days
Create advertising materials for the job opening

Working with unconventional search sources

Large and enthusiastic candidate pool (>20,000)

Ready to submit blind resumes on the 1st day to screen potential candidates

We are friendly with our candidates - that's the key to success

Search launch

1st day
Team analysis

Diving into the corporate culture

Assistance in building the right profile

For each project, we assign separate teams

Project Analytics

1st day
5
4
3
2
1
Our expertise

Back end
Back end

Java Ruby Python PHP SQL C/C++ NodeJS Go Scala Bash Powershall etc.
Front end
Front end

React, Angular, Vue, Swift
Project and Product managers
Project and Product managers

React, Angular, Vue, Swift
Mobile
Mobile

IOS / Android
SAP
Infrastructure
Infrastructure

Devops (COps.SOps)/ SRE/ Network/ Build Engineer/Release Engineer/ Administrator
UX/UI
Big data
Big data

Data science/ ML
Quality Assurance
Quality Assurance

Auto/ Manual/ load/ performance
Flexibility and Growth: We continually enhance our knowledge of new tools, technologies, and process management to provide you with exceptional service.
Risk-Free Service: We provide a free start, charging our commission only after the candidate accepts the offer and begins working. We also provide free replacements if the candidate fails the probation period.
Rapid CV Delivery: Accessing our extensive internal database of over 2000 candidate profiles, we provide the first CVs within 2 days of collaboration initiation.
IT Experts: Our team consists of IT professionals with formal education and extensive industry experience. We excel in screening and selecting relevant candidates for developer positions.
Why choose us:
more then
Customers trust us
20
Successful cases
Tihonova blog
    anastasia@tihonova.team
    Telegram: @tihonovasearch
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    Tihonova IT Search

    Mastering the Art of External Recruitment: When and How to Engage the Right Agency

    In the fast-paced world of IT recruitment, finding and attracting top talent can be a daunting challenge. The stakes are high, and the consequences of a wrong hire can be costly. That's where external recruitment agencies come into play. With their expertise, vast networks, and specialized tools, these agencies can streamline the hiring process and deliver exceptional candidates. In this in-depth guide, drawing upon a decade of experience as an IT recruitment journalist, we will explore the key scenarios where external recruitment is crucial and provide a roadmap for selecting the perfect agency to meet your talent acquisition needs.

    1. Unearthing Rare Gems: When Specialized Expertise is Essential

    Scenario: Your organization requires niche skills that are difficult to find through traditional recruitment methods. The hunt has been ongoing for months, stalling critical projects, and exhausting internal resources. It's time to tap into the network and expertise of a specialized agency. These professionals possess an extensive candidate pool and employ non-conventional sourcing techniques to locate the elusive talent you seek.

    2. Augmenting Internal Resources: Scaling Up the Hiring Game

    Scenario: Your recruitment department is overwhelmed and struggling to keep pace with the demands of multiple hiring initiatives. Hiring several specialists simultaneously with limited resources seems like an insurmountable task. This is precisely when engaging an external agency can be a game-changer. By outsourcing a portion of the workload, you can ensure a more efficient and timely hiring process while reducing strain on internal teams.

    3. Acquiring Expertise in Candidate Selection: Guided by Recruitment Virtuosos

    Scenario: Startups often lack established recruitment processes, resulting in inefficiencies and delays in hiring. To bridge this gap and avoid costly delays, partnering with a recruiting agency can provide valuable guidance and expertise. This collaborative approach enables your internal team to learn from seasoned experts and witness best practices in action, ultimately streamlining your own recruitment processes.

    4. Conquering New Frontiers: Unlocking Local Market Insights

    Scenario: Expanding your company's operations into new geographic regions brings with it the challenge of understanding local hiring dynamics. Each market has its own unique intricacies, and navigating them successfully requires intimate knowledge and connections. By engaging a local agency with a proven track record, you gain access to their wealth of insights and networks, ensuring a smoother entry into the new market.

    5. Stealth Mode: Confidentiality and Discreet Talent Acquisition

    Scenario: Sometimes, maintaining confidentiality during the recruitment process is critical. Whether it's replacing a key executive or strategically expanding your team, you need to avoid public exposure. Working with an external agency allows you to discreetly tap into their network and leverage alternative candidate sourcing channels, reducing the risk of sensitive information reaching your competitors and preserving your competitive advantage.

    Selecting the Perfect Agency: A Comprehensive Checklist

    1. Reputation Matters: Investigate the agency's track record and client testimonials to gauge their credibility and success in delivering exceptional candidates.

    2. Innovative Sourcing Techniques: Inquire about the agency's candidate sourcing strategies. Top-tier agencies go beyond the standard job boards and social media platforms, employing cutting-edge tools and proprietary networks to access the best talent.

    3. Pricing Structure: Understand the agency's fee structure, whether it's a fixed fee or a percentage of the candidate's annual income. Balance the cost against the value delivered to ensure a fair and mutually beneficial agreement.

    4. Candidate Replacement Guarantee: Seek clarity on the agency's policy regarding candidate replacements. A reliable agency will offer a guarantee, providing peace of mind in case the candidate doesn't meet expectations or fails to complete their probationary period.

    5. Referral Duration: Clarify the duration for which a candidate is considered a referral of the agency. This ensures fair compensation if a candidate sourced by the agency is hired independently at a later stage.

    6. Speed of Closure: Assess the agency's ability to deliver results swiftly. Smaller agencies often boast faster turnaround times due to their agility and focused approach.

    7. Value-Added Services: Explore any unique features or additional services offered by the agency. These could include industry-specific events, networking opportunities, or specialized trainings that enhance your understanding of the IT talent landscape.

    Conclusion

    External recruitment agencies can be invaluable allies in your quest for exceptional IT talent. By strategically engaging the right agency, you can overcome recruitment challenges, access rare expertise, and maintain confidentiality when needed. Employing our comprehensive checklist, you'll be empowered to navigate the agency selection process with confidence, ensuring a seamless collaboration that propels your organization's growth.

    As an experienced journalist in the IT recruitment field, I have witnessed the transformative impact of external agencies firsthand. While I cannot provide specific recommendations or consultations, I encourage you to leverage your professional network and conduct further research to find the ideal agency that aligns with your unique requirements.

    If you have any further inquiries or require assistance on other topics, please don't hesitate to reach out.