According to our observations and analytics, Golang developers are among the most popular specialists in the current IT market. Over the past year, we've recorded a 30% increase in searches for Go developers. Attracting strong specialists, even to leading IT companies, is becoming a difficult but interesting task. Nevertheless, our IT recruitment agency Invista is successfully coping with this challenge. In this case study, we would like to share our experience of closing the position of a Senior Go developer in just 26 days.
Customer request
A large Russian technology company specializing in the development of e-commerce and logistics solutions contacted us with a request to select an experienced Golang developer. The candidate's main tasks included participating in the development of high-load systems, improving existing services and introducing new features to support the growth and scalability of the platform.
Expectations from the candidate:
- Experience working with high-load Go systems;
- Senior + specialist background;
- CI/CD knowledge and experience with databases (PostgreSQL, MongoDB);
- Work experience with Kafka and gRPC;
- Experience working with microservice architecture;
Difficulties encountered
However, this task cannot be described as simple; in the process of work, we faced the following difficulties:
- A large stop list of candidates. The client company had an extensive list of candidates with whom it had already worked, which significantly complicated the recruitment process. Many specialists who are suitable in terms of level and experience have already been reviewed earlier or for some reason did not fit.
- High competition for experienced golang developers. Golang developers in the IT market are in a high price range and the competition for them is extremely intense. It is especially difficult to find specialists who have experience working with high-load systems and microservice architecture. Many companies offer attractive conditions, which further complicates the recruitment process.
- A lengthy hiring process. TOThe company required a multi-stage interview, which could discourage qualified professionals, especially when compared to other companies offering faster hiring processes. In an active market, candidates often choose offers that can be made faster.
- Parallel search with the company and other agencies. TOLient independently searched for candidates with his numerous staff of recruiters, and also collaborated with several recruitment agencies. This increased the risk of missed opportunities, as candidates could be considered by several recruiters at once, and communication with them requires coordination and speed.
Recruitment process
We have developed an integrated search approach that takes into account the client's high requirements and the market situation:
1. Expanding recruitment sources
We started by analyzing active search channels (hh.ru, Habr, LinkedIn) to make sure our approach complements the client's strategy. However, given the limitations of standard sources and the high level of competition, we turned to our own database of candidates accumulated over the years of working with IT specialists. This gave us the opportunity to quickly suggest several candidates who had not previously been on the client's radar.
2. Personalized approach to candidates
We took an individual approach to each candidate, paying attention not only to professional skills, but also to personal career interests. It was important to identify those who were looking not only for new challenges, but also for opportunities for professional growth in a large-scale company with innovative projects. This helped attract professionals who were less likely to actively search for work but were open to interesting offers.
3. Speeding up the process of interaction with the client
To reduce possible delays due to lengthy interviews, we suggested that the client optimize the process for key candidates. Thanks to our close cooperation with the client's HR team, we were able to shorten some stages and make the process more flexible. We also provided candidates with full support at every stage to stay motivated and not switch to other offers.
4. Working with competing agencies
To effectively cooperate in a competitive environment with other agencies, we have relied on the speed and quality of work. Our team promptly contacted candidates and conducted preliminary interviews in order to present the client's profile as quickly as possible. This proactive approach has allowed us to stand out from other agencies.
The result of our work
Within three weeks, we were able to interview 5 qualified Go developers, each of whom met the client's requirements. Two of the candidates successfully passed all stages of selection, and one of them received an offer, which he accepted.
The candidate found turned out to be an experienced developer with deep knowledge of microservice architecture and working with high-load systems. He also showed interest in scalable projects, which was in line with the company's needs.
Our team maintained constant communication with the candidate, at all stages of the interview, creating a trusting relationship, which ultimately made it possible to keep his attention solely on the client's offer
It took only 26 days to close the position (despite 4 stages of interviews) from the moment the search started. Thanks to a proactive approach and close interaction with the client, we were able to quickly find a suitable Go developer who fully met the company's expectations. We are proud that the experience and knowledge of the Invista team allows us to effectively solve even the most difficult recruitment tasks, and also helps partner companies find the best candidates to achieve their business goals.
Дата
2024-03-05