7 weeks, 5 IT positions: How we managed the impossible during the summer recruitment.

"Impossible is just one of the possibilities"



• July 4, 2024: Initial call with CIO of an international company to fill PHP developer positions
• July 10, 2024: First CV sent to client based on initial call.
• July 10, 2024: Contract signed with client.
• July 12, 2024. July 2024: First interview with candidate selected to start August 1, 2024.
• August 1, 2024: Onboarding of two developers, filling our first two positions within 30 days
• August 15, 2024: Successfully confirmed the hiring of all 5 required IT specialists.

Based on a reference from our satisfied client, we received a query from the CIO of an international company to provide senior developers with experience in PHP and JavaScript technologies. Requirements included working with Laravel and Vue.js frameworks, high level of English (B2 to C1), ability to work as a team and adaptability in an international environment. Moreover, this demand came at the beginning of the summer holiday period, which made the situation even more difficult.

Chronological Flow and Implementation:

Quick Response and Mobilization of Teams:

• Immediately after the initial call with the CIO, we mobilized our Sales, HR, and Marketing teams. We started an active search in our own database, on LinkedIn, and ran campaigns on Profesia, LinkedIn, Meta and Google Ads.
• Only 4 days after receiving the enquiry, we sent the first CV to the client. This first candidate was subsequently hired starting August 1, 2024.

Active Search and Selection:

• We reached out to over 420 potential candidates in a matter of weeks. Of these, approximately 15% expressed serious interest in the project.
• Of this number, we identified 20 candidates who met all the requirements based on strict criteria set by the client. The first interviews took place on July 12, 2024, just a few days after the first CVs were submitted.

Interview and selection process:

• The interviews were dynamic and lasted 30 minutes, with an emphasis on introducing the projects the candidates were working on and the technologies they were using.
• The interviews were attended by the Head of Development, the Delivery Manager and the Product Owner of the client. Preference was given to full-stack developers with an emphasis on Laravel and Vue.js skills. A lot of emphasis was also placed on the level of English, which led to some candidates being rejected.
• Of the 20 candidates interviewed, the client made an offer to 7 of them, of which 5 accepted the offer.

Summary of Results:

• Within 6 days of the first contact, a contract was signed with the client.
• Within 30 days of the call with the CIO, the first two developers were on boarded on the project.
• Within 7 weeks of the first contact, we confirmed the hiring of all 5 required IT specialists.

Results:

Our quick response time and efficient approach to the recruitment process allowed us to successfully fill the specialized IT positions in a short period of time. This resulted in the first two developers joining within 30 days of receiving enquiries and confirmation of all positions being filled within 7 weeks. The client expressed satisfaction with our efficiency and quality of selection, which laid a strong foundation for further cooperation.

Conclusion:

At CODERAMA we are able to respond quickly and efficiently to our clients' demanding requirements. Our inter-departmental coordination, approach and demeanor with IT staff, quick decision making and flexibility allow us to deliver excellent results even under difficult conditions.