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

    Emerging Labor Market Trends in 2023: Navigating the Evolution of Work

    In a world profoundly shaped by the pandemic, economic upheavals, and geopolitical events, every facet of our lives has undergone a significant transformation. The realm of labor market dynamics stands as no exception, forever altered by these forces. As a professional IT recruiter with a decade of experience, I delve into the depths of the current labor landscape to unearth the pivotal trends that will shape the next decade.

    Trend #1: The Rise of Remote Work Pioneers

    Remote work, once a necessity during the COVID-19 pandemic, has emerged as an enduring and sought-after option. Even as the world recovers, the allure of working from the comfort of home remains strong. Job seekers, driven by the desire for flexibility and work-life balance, increasingly embrace remote opportunities. Simultaneously, companies are widening their talent search beyond geographical boundaries, unlocking a vast pool of skilled individuals.

    Spearheading this paradigm shift are positions in software development, alongside vacancies in marketing, finance, and banking. However, it is important to acknowledge that certain professions, such as doctors, chefs, and auto mechanics, still necessitate a physical presence.

    Trend #2: Unleashing the Power of Enhanced Benefits

    Over the past year, the labor market has witnessed a remarkable surge in compensation across diverse sectors. Job seekers, fueled by this upward trajectory, now anticipate higher remuneration for their expertise. Employers aiming to stand out amidst the competition are augmenting their offerings with an array of enticing benefits. Particularly in low-salaried domains, a comprehensive benefits package becomes a potent tool in attracting top talent.

    The Indeed platform serves as a testament to this trend, as social packages for employees undergo expansion. In July 2022, an astounding 5.2% of U.S. job postings included bonus provisions—a threefold increase compared to July 2019. Comprehensive medical insurance, paid leave, complimentary meals, parking privileges, subsidized transportation, and fuel reimbursement are becoming increasingly prevalent.

    Trend #3: Corporate Culture

    High wages and bonuses are the main tools for attracting employees, while a positive corporate culture is an effective way to retain them.

    According to Indeed's research, high levels of stress in the workplace lead to employee turnover. The company conducted a survey among 5,026 adults aged 18 and older who work full or part-time or are actively job searching. Survey participants noted that how they feel at work affects their well-being at home.

    Glassdoor's research shows similar trends. In the United States, employees who rate their companies with 2 stars (on a scale of 1 to 5) are twice as likely to start looking for a new job on Glassdoor compared to those who rate their workplace with 5 stars.

    To keep employees in the company, attention must be paid to their well-being and happiness levels.

    Trend #4: Equality and Inclusivity - The Imperative for Success

    Insightful surveys conducted by industry leaders Indeed and Glassdoor shed light on the significance of upholding the principles of DEI (Diversity, Equity, and Inclusion) in the workplace. Research reveals that workers aged 18 to 34 are willing to forgo job opportunities if a company fails to embrace these principles, while support for DEI among respondents aged 55 and older remains comparatively lower. It is evident that neglecting these principles can profoundly impact talent acquisition and employee retention, particularly among the younger workforce.

    Trend #5: The Talent Shortage Challenge - Navigating a Changing Workforce Landscape

    Alongside the transformative trends, the persistent challenge of talent shortage looms over the IT recruitment sphere. Demographics play a significant role in this predicament, as projections from the esteemed World Bank Group indicate a decline in the working-age population (aged 15 to 65) over the next decade.

    The widening gap between job demand and candidate availability further exacerbates the situation, with employers facing unprecedented competition for skilled professionals. As population growth slows, innovative strategies become paramount in overcoming hiring hurdles.

    Industry analysts propose a multi-pronged approach to alleviate talent scarcity:

    1. Global Talent Acquisition: Attracting skilled workers from international talent pools.

    2. Embracing Untapped Potential: Recognizing the value of marginalized groups, such as women balancing career and caregiving responsibilities, seasoned professionals, and individuals with diverse abilities.

    3. Technological Advancements: Leveraging automation and cutting-edge technologies to streamline recruitment processes and optimize workforce productivity.

    It is crucial to emphasize that a comprehensive implementation of these strategies, rather than relying on singular approaches, yields optimal results in the quest for top talent.

    Conclusion: Navigating the Winds of Change

    The insightful research conducted by Indeed and Glassdoor has unveiled the fundamental trends that will shape the future of IT recruitment:

    1. Remote Work Revolution: Remote work's prominence endures beyond the pandemic, offering flexibility and work-life balance to job seekers.

    2. Competitive Benefits: Companies that offer attractive compensation packages and enticing bonuses gain a competitive edge in securing top talent.

    3. Cultivating a Thriving Corporate Culture: A positive work environment and a strong commitment to employee well-being foster loyalty and engagement.

    4. Embracing DEI Principles: Upholding diversity, equity, and inclusion principles attracts younger professionals seeking inclusive workplaces.

    5. Navigating the Talent Shortage: Strategic approaches, including global talent acquisition, embracing underrepresented groups, and leveraging technology, are essential to overcoming talent scarcity challenges.

    While the future of the labor market remains uncertain, understanding and adapting to these transformative trends will empower companies to thrive in the face of evolving workforce dynamics.

    For expert consultation and further insights, do not hesitate to reach out to us using any preferred communication channel. Together, let us navigate the winds of change and shape a future of work that is truly inclusive and prosperous.