”I felt my job was no longer giving me room to grow, so I decided to start browsing for new opportunities” (Alex, Unizen)
Today we’re speaking to Alex, ex-Typeform and now at Unizen, about why he decided to change his direction and take a big risk moving to a company that he was scouted for by a Make it in Ukraine recruiter.
He did what many people don't dare to try. He traded in the warm, stable job at a big, well-known company for the turbulent sea of an innovative startup.
Spoiler alert: does he regret it? Not a bit.
That's why we decided to talk to him and find out why he made that decision, and what came out of it.
If you’re currently feeling like your role is stagnating, or you believe there are bigger and better roles out there for you, on the market, then maybe you're right, and there probably is.
📩 Be sure to contact us. At the very least, to get to know each other and stay in touch.
Now let's get back to the point.
After Alex successfully launched the project at Typeform, he was essentially finished. Only the usual ongoing and supportive day-to-day tasks remained, which were not challenging enough for our protagonist, and so his search began. He wasn’t actively searching, but was replying to messages from recruiters that were presenting interesting projects relevant to his experience.
We approached Alex because of his excellent public facing LinkedIn profile, the main way our recruiters will reach out, actually. However annoying it may be, there are real jobs with companies behind those messages. We’re not just sending them out for fun.
Our first message peaked Alex’s interest. We get straight to the point, normally. Our recruiters are always told to put the full job offering, including compensation and package details, on full view. We don’t want to waste your time calling for jobs that just don’t hit your standards.
Our recruiters don't allow themselves to be messed up by technologies (like Java vs. JS). They will never write to a person unless they have carefully studied that person's profile and are confident that they are writing to a relevant candidate.
We never do the "At least someone must respond to me, please-please-please" option. Mark our word!
When looking for the right ideal job for our candidate, we make sure to ask potential employers a few questions to make sure of this:
Candidate and company should be suitable not only technically, but also culturally and psychologically
Some important criteria that are guiding us:
For instance, as a part of our "pre-pitching" with Alex: he mentioned that for him, it’s very “important to be in a product team, and to be involved in the process”
And so it happened. We've found an ideal employer for Alex in all these 3 domains (tech, culture, and psychological comfort). It was Unizen company.
Alex asked for details, and we jumped on a call.
It might seem like the hiring process was multi-layered and time-consuming, but it was definitely not. The whole process consisted of only three steps. Here's how it worked:
We are all extremely bored with the numerous pointless recruiting stages and all those kangaroo courts.
That's why we tried to remove everything unnecessary and helped Alex start with the main thing:
Usually in films, in the end credits, they write what happened next.
In conclusion, we'd like to remind you the key thing about the modern world:
So, let's get to know each other:
A short illustration:
Last year we met and stayed in touch with Oleg, a Lead Developer. Just before the holidays, he texted us, "Hi, Make it in Ukraine, can you send me your top three employers' jobs?"
Guess what? After the holidays, he already landed a job with one of them. 😎 But that's another story (which we'll be sure to tell you next time).
Just drop us your CV and expectations and we’ll show you the best roles that match your profile.
Get exclusive strategies and access to premium talent delivered straight to your inbox.