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Our team believes that each company can find its teammate and work productively together for a long time.
We move away from classic recruitment. Instead, we focus our efforts on Direct Search.With Direct Search our candidates meet the expectations of employers by 95 - 100% and recommend only 2-3 candidates for selection.So, we find not just employees, but partners of your businesses.
We want HR to be not only as a set of processes but primarily as a practice of interacting with people.
Our mission: win-win relation between business and talents.
Do changes. Make an impact.
Independent HRD at IT sphere. Lecturer at KMBS, European Business Association, Kyiv School of Economics, Mike Pritula Academy.
Ex-HRD at Aurora Technologies, Ex-HR BP at Jooble, and ex-Hire & Brand Lead at Playtini
12+ years in operations, former Project Manager in CBN and Head of Partnership in Creative States
Working with people is my avocation, and finding the right people and providing them with places to have a successful career is what I do. Each person is unique in his own way and deserves only the best vacancy.
Every day, I develop and give my all 101%. I work with vacancies in all directions. Attentive to detail, disciplined, clear in decisions.
6 years of HR experience in IT companies.
Ex-People Partner at Aurora Technologies & Ex-HR manager at Template Monster / Weblium
More than 9 years of experience in recruiting. I work with technical and non-technical vacancies.
Closed 33 successful offers in a month, not afraid of difficulties, and always ready to develop together with the company.
Working with people - my passion and it gives me great pleasure to help candidates and companies to find each other.I work with technical and non-technical vacancies, paying a lot of attention to details, purposeful and responsible.
Recruiting is the best working sphere I could work in my life. Recruiting is about people, a lot of people. They are very different, interesting, and I'm happy to help them find their dream job. I've been working in this sphere for 3,8 years, and there are no vacancies I wouldn't work with.
How to scale your business? Only by hiring the right people. If you want to have changes that will give sustainable development - without a strong team that divides your values, you can't do a planned growth. We want your employees to be more than just hired people to work for you. Our goal is to help you find a soulmate with whom you could co-create your business.
Duration of selection - from 1 week to 2 months.
Dedicated recruiter. Weekly report. Work closely with your team and your business.
How do you know that you have achieved your goal? Audits allow us to measure how far you have moved from the starting point and assure you are pointed in the right direction. Auditing will help to see the real situation, identify bottlenecks, and develop a plan to improve the system.For the audit, we select different tools depending on the needs of a particular company, examples include People Capability Maturity Model, PESTLE, Porter's 5 Forces, SWOT, Spencer Stuart culture model, Integral culture model.
Project duration - from 2 days to 1 month.
Work with HR or Team Lead.
Reforming & Transforming of Talent Related Practices
Half-developed processes, or even not developed at all, do not ensure efficient business operation and fast scaling?
For example, sometimes changing only the company's internal communications, organizational structure, or feedback culture already provides the necessary breakthrough.
Project duration - from 1 week to 6 months.
Provides collaboration with the client for maximum results.
3 steps to provide your business with not only an employee but with a teammate.
1st: Client advising about the labor situationWe will analyze the market and provide detailed information
2nd: Essential instruments: search map, donors list, scorecard.To search, select, and assess the best talents we carefully prepare these documents. That's why you will have not more than 2 final candidates to have an interview with. So you save time because of relevancy.
3rd: Customer support and extra services : We stay in touch on the induction period (some tips for companies about good newcomer’s adaptation)
We will conduct an audit and focus on the steps to increase the effectiveness of the recruitment function in the company.
The aim is to find bottlenecks in your current process, analyze the main recruitment metrics (ex.: time per hire, yield ratio) and provide you with some tips of re-building recruitment process.
The aim is to understand the maturity level of all current people-related practices - from hiring to offboarding. We will analyze not only the process but also employee experience.
Interviews with company owners, TOP managers, employees (present and past), interviews with recruiters (from competitive companies), analysis of reviews on Internet resources, and information about the company on the market.
We will work to improve your onboarding process (analysis of newcomer journey maps, identifying weaknesses in the process of recruiting and eliminating them). We can provide you with checklists (not only for HR, but for hiring manager, IT, finance etc), questionnaires, letters, projects of employee handbooks and welcome training.
In the implementation of the offboarding process, we will analyze the company's most recent problem of employee dismissal, provide customized exit interview flow, and can order some alumni or outplacement practices for your company.
360 review and Performance Management
We can advise you some done competencies models or can create them from scratch (for ex., values-based). Process including setting up, conducting and analyzing the survey results and providing some tips to improve work of your staff.
Analysis of Internal Communications and Organization Structure modeling
IT that includes status and existing problems in feedback, retrospective, 1to1, meetings. Also we can provide analysis of the transparency of communications, internal presentations of the results by department, announcement of innovations in the company. As a result you can have a project of changing communications systems, including automatization.
Providing a step-by-step guide to build and improve the employer's brand on the basis of the gathered data, plus the creation of EVP and the company’s culture code.
Courses & Lectures and Training “sandbox”
We develop and conduct courses and lectures on topics: soft skills, business correspondence, non-violent communication, feedback rules, one on one talks and team meetings. It can be well-prepared theory or only practice (training of skill).
Meeting-acquaintance (1 - 1. 5 hours, free of charge): detailing the request and collaboration, forming a proﬁle of the specialist.
Fee for ﬁnding one specialist: 14% of annual salary (without replacement) and 18% (with replacement a candidate).
Meeting-acquaintance (1 - 1. 5 hours, free of charge): detailing the request, forming a proﬁle of the company and team, providing information about our competencies, discussing details of possible cooperation.
Project work: 100$/ h
Meeting-acquaintance (1 - 1. 5 hours, free of charge): detailing the request, forming a proﬁle of the company and team, providing information about our competencies, discussing the details of possible cooperation.
Project work: 100$/ h
Lectures, master-classes: 150$/h
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We accumulate 360-degree experience, starting with specialists within the company, external consultants for businesses and consultants for IT specialists
We would like to support and help not only business but also non-commercial projects