Three Successful Hires in 12 Working Days – Asquad’s Case Study with Netpeak Talent
Posted: Mon Jan 27, 2025 10:22 am
acancy: Java developer.
Service: Filling of STANDARD-type positions.
Netpeak Talent team: Yulia Komarnytska (recruitment team leader), Yana Koziuchenko (sourcer), Anita Diachenko and Iryna Kudryk (recruiters).
The Client
In simple terms, a payment system can be portugal number dataset as a set of software, hardware, and telecommunications technologies for cashless financial transactions. Asquad is one such payment platform that is built with a low-code engine. It aims to shorten the process of integrating a client into the system to within one day.
The Challenge
Since Asquad does not have its own recruitment department, the company contacted the Netpeak Talent team with an urgent request to find specialists for them.
They emphasized the need for not only technical skills but also soft skills and competencies:
Proactivity
Autonomy
Interpersonal skills
Communication skills
Accountability, or specifically, the ability to admit one’s mistake and fix it.
The Solution
First, we defined the portrait of an ideal specialist. This is important so that recruiters can create scorecards for the initial stages and interviews with candidates. It allowed us to target the most suitable specialists for the position.
Next, the Netpeak Talent team developed a sourcing and PR strategy that included:
Communicating with the most relevant professionals who were not looking for a job in our database and open sources.
Internal and external referrals.
Posting vacancies on specialized resources.
Our goal was to save the client’s and candidate’s time and find the perfect match.
Then, we agreed on the key points of the search process:
At the CV screening stage (initial rapid processing), we selected candidates with the necessary software skills for the client, namely Java 17, Spring, RabbitMQ, Kafka, PostgreSQL, MongoDB, Consul, Vault, Docker, and GIT.
We created scorecards to evaluate the candidates.
We also created questions that assessed the key competencies of the candidates for the client.
The Netpeak Talent recruiters interviewed 33 candidates before the company’s CTO and Java Tech Lead joined the process. We presented four candidates to them, and three of them received offers.
The conversion rate from Netpeak Talent recruiter interviews (33 interviews) to client interviews (4 interviews) is 12%.
The conversion rate from the technical client interviews to receiving an offer is 75%.
Service: Filling of STANDARD-type positions.
Netpeak Talent team: Yulia Komarnytska (recruitment team leader), Yana Koziuchenko (sourcer), Anita Diachenko and Iryna Kudryk (recruiters).
The Client
In simple terms, a payment system can be portugal number dataset as a set of software, hardware, and telecommunications technologies for cashless financial transactions. Asquad is one such payment platform that is built with a low-code engine. It aims to shorten the process of integrating a client into the system to within one day.
The Challenge
Since Asquad does not have its own recruitment department, the company contacted the Netpeak Talent team with an urgent request to find specialists for them.
They emphasized the need for not only technical skills but also soft skills and competencies:
Proactivity
Autonomy
Interpersonal skills
Communication skills
Accountability, or specifically, the ability to admit one’s mistake and fix it.
The Solution
First, we defined the portrait of an ideal specialist. This is important so that recruiters can create scorecards for the initial stages and interviews with candidates. It allowed us to target the most suitable specialists for the position.
Next, the Netpeak Talent team developed a sourcing and PR strategy that included:
Communicating with the most relevant professionals who were not looking for a job in our database and open sources.
Internal and external referrals.
Posting vacancies on specialized resources.
Our goal was to save the client’s and candidate’s time and find the perfect match.
Then, we agreed on the key points of the search process:
At the CV screening stage (initial rapid processing), we selected candidates with the necessary software skills for the client, namely Java 17, Spring, RabbitMQ, Kafka, PostgreSQL, MongoDB, Consul, Vault, Docker, and GIT.
We created scorecards to evaluate the candidates.
We also created questions that assessed the key competencies of the candidates for the client.
The Netpeak Talent recruiters interviewed 33 candidates before the company’s CTO and Java Tech Lead joined the process. We presented four candidates to them, and three of them received offers.
The conversion rate from Netpeak Talent recruiter interviews (33 interviews) to client interviews (4 interviews) is 12%.
The conversion rate from the technical client interviews to receiving an offer is 75%.