In 2021, it’s no longer a secret that Ukrainian tech talent is some of the best in the world.
Our clients are often astonished at the level of talent Ukrainian candidates bring to the table. Aside from their technical skills, Ukrainian developers are known for being highly self-motivated, and hard-working. They are strategic thinkers and clever problem solvers who thrive on challenges. They’re also very proactive learners, always looking for ways to sharpen their skills or expand their skill set.
Ukrainian developers are keen on emerging technologies and are often the earliest adopters of innovative solutions. A love of entrepreneurship and innovation is in part inspired by the environment candidates grow up in. Ukraine’s leading tech universities are located in Kyiv, Dnipro, Kharkiv, and Lviv and have played a huge part in these cities emerging as the dominant IT hubs in the country.
With these very active tech communities, exposure and love for technology are acquired at an early age and because they are encouraged in school and university, Ukrainians start coding very early on. The universities help prospective software engineers develop their analytical and critical thinking skills and compliment the student’s theoretical knowledge with practical experience working as junior devs for leading IT companies while still in college.
By the time they graduate, they’ve already worked on projects of various scale and complexity.
The IT sector in Ukraine is very competitive and we have so many talented engineers competing for the best opportunities, it really pushes developers to challenge themselves. At the tender age of 23-24 years old the skills a Ukrainian developer can offer is often miles ahead of what their European peers are capable of.
This also explains why we have so many senior-level developers as young as 27-29 years old. As more and more startups chose to open offices in Ukraine and companies like Google, Samsung and Philips opening new development centers here, our tech talent are often immersed in work on the cusp of innovative trends and business intelligence gathering.
Aside from their jobs, It is also very common for Ukrainian developers to work on development projects for fun in their free time. Along with cultural similarity, strong ethics and affordable rates these qualities make Ukraine’s tech talent uniquely attractive for American and European companies looking to hire remote developers.
Ukraine is filled with exceptional technical talent but competition for top talent is fierce. It is not uncommon for a candidate to have two or even three job offers to choose from and salary is often not the biggest factor in their decision! Often, candidates will take a lower-paying position because they felt it was most aligned with their values or aspirations.
The takeaway for clients here is that employer branding is critical and you must put effort into marketing your vacancy really well to the candidate.
The problem is, it’s hard to know how to present your company’s position as the most desirable option when you don’t know what your candidate cares about the most. Knowing how to position the opportunity in a way that’s most appealing to this specific candidate requires insight - and that is exactly what a recruitment agency can offer clients.
What determines whether your offer is accepted or rejected.
There’s no one who knows what top tech talent wants in a job, better than the tech recruiters that work to find them the most exciting opportunities. Candidates know and trust recruiters, they speak up about their concerns regarding a potential employer, which the recruiter will delicately relay to you. That gives you the opportunity to swiftly address those hesitations and win over the candidate.
On the other hand, if you’re hiring and interviewing without a recruiter involved, it is highly unlikely you’ll ever hear about the candidate’s inner workings or get the real reason for why they declined your offer.
Imagine, after working through the entire recruitment process, the CVs, the interviews, the offer - all of this hangs in the balance of a recruiter’s insight into your candidate’s decision-making process. It is often the only thing that stands between an outstanding engineer accepting your offer or rejecting it for someone else’s.
Of course, working with a recruitment agency brings a lot of additional advantageous we’ll go into in this article but this is one I want to stress because I don’t think most companies realize to how little a decision this significant boils down to.
Typically, small and medium-sized businesses don’t keep recruiters or talent acquisition managers on the payroll. They prefer to leverage recruitment agencies to help them procure talent and avoid the overhead of paying salaries to full-time recruitment staff. If you’re looking to hire remote tech talent from Ukraine, here are a couple of scenarios where working with a recruitment firm on the ground makes the most sense.
Hiring a new team member is a serious commitment and because the stakes are so high for getting it right when it comes to tech talent, you will get fully enmeshed if you’re going at it alone. Recruiting tech talent is a time-consuming task by nature, it will eat up the greater part of your day, and leave you stressed with little to no time left to focus on your actual job.
Hiring an IT recruitment agency to help will free you up to focus on the most important aspect of the process - engaging the candidates under consideration to make the best hiring decision you can.
You’ve decided to hire an agency in Ukraine, but how do you pick? Start with narrowing down the field by looking for:
Recruiters working for specialised IT recruitment agencies have a relationship with top talent candidates, and they know where top talent works, networks, and what they’re looking for in their next job.
Successful recruiting is based on relationships, so it’s a good sign if the agency has loyal clients and a high degree of client retention. It’s even better if you get a recommendation from the agency’s current client.
Can the recruiter describe their recruitment process? Does it align with your hiring needs and hiring goals?
Here’s how we handle the process at Make it in Ukraine. It starts with gathering information about your vacancy. We always aim to present your vacancy in the best possible light to ensure it is appealing to our top candidates. That's why we ask you to provide detailed information about your project, team, tech stack, development process and company culture. As soon as we receive a job description detailing your requirements for the role we approach suitable candidates from our pre screened and vetted talent pool and select 2 to 5 individuals for interviewing. At this point, your dedicated recruiter will go over the candidate's background, assess their soft skills and English proficiency level, and share more information about your project.
Once we interview these 2 to 5 candidates and shortlist the strongest applicants we’ll share their CVs and help you schedule interviews with the candidates you feel strongest about. While you’re coordinating and conducting interviews, our team will source, prescreen and interview an additional 50-60 new candidates to select 2-5 individuals that best match your requirements. Your dedicated recruiter and their team will assess these individuals for soft skills and English proficiency as well. This takes us around a week.
These candidates will also be shortlisted and you’ll be able to schedule interviews with them once you’ve completed your first round of interviews with candidates from our talent pool.
Once we find an appropriate candidate, we present the candidate's profile for the client's consideration. From thе moment we present the shortlist of candidates it is imperative that you move as quickly as possible to interview and extend offers to your top choicеs. If you stall this process, it is highly likely that in the span of just a few days these candidates will receive and subsequently accept someone else’s offer.
Our standard recruitment timeframe is 3-4 weeks from the moment we start our search to the point where you extend an offer. Of course, it always depends on the tech stack, specific business domain knowledge, and experience required for the position. The more complex the requirements, the more time it will take to find and hire the right candidate. Keep in mind that candidates will typically be required to provide a two weeks notice to their current employers so this time will need to be accounted for in your hiring timeline.
A recruiter’s drop-off rate is the percentage of hires that aren’t with the company after a defined amount of time, usually six or 12 months. 10 to 15 percent is a normal drop off range, anything above that can be seen as a red flag.
The IT recruitment agency should be clear about how and how often they’ll communicate with you and the candidates. You want to aim for updates and an activity report every 5 to 10 business days, depending on the position you’re trying to fill.
Start with narrowing down the field by exploring key criteria with prospective agencies. When it comes to statistics, not every firm makes them readily available to potential clients; just make sure the data they provide are compatible with your hiring goals and timeline.
In Ukraine, recruiting firms are typically paid using one of two methods:
Working with a recruiting firm can be an expensive but worthwhile addition to your company’s talent acquisition strategy. But when negotiating, keep in mind that an engagement with a recruiter can evolve into a beneficial long-term relationship so you don’t want to offend them.
After you’ve filled your position, be sure to evaluate the collaboration and provide feedback to the agency so that they can improve the service they provide you with in the future.
When recruiting in Ukraine, it is important to keep up to speed with our competitive IT market. We will ask you for feedback after each round of interviews within 1-2 business days, so that we are able to keep up with our timelines and make sure we don't lose the candidate to another offer.
Be precise in what you need and what your expectations are. Let your dedicated recruiter know any time there are any changes on your side. This will help us provide you with the most relevant profiles within the shortest time period.
Be prepared to onboard the new team members and manage them remotely. If you need help with onboarding, we have the resources to help. Our remote onboarding checklist is a great place to start.
If you have any questions about hiring tech talent in Ukraine or want to explore if hiring a recruitment agency is right for you, book a free consultation with one of our client success managers.
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In a recent survey DOU tried to find out what most frustrates IT professionals who are looking for a job. MIU editorial made a short thesis list (aka TL;DR) so that you could quickly check the actual difficulties. But to be extra, we've added a list of tips and some useful resources for you.
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