One brief. One shortlist you can act on.
Permanent technology recruitment across Poland, Ukraine and the CEE market
What a search looks like from your side
How our permanent recruitment process works, stage by stage
- 01
Role intake
60-90 minutes, one call
We sit with the hiring manager and turn the job description into a decision: what this person must be able to do on day one, what can be learned, and what the team will actually trade for it.
From you: One conversation with whoever the person will report to.
What you get
- A written role brief you sign off on
- Must-haves separated from preferences
- Compensation benchmark for the market you are hiring in
- An agreed timeline with named milestones
- 02
Market map
First week
Before we approach anyone, we size the market: how many people fit this brief, where they work now, and what they are paid. If the brief cannot be filled as written, you hear it in week one rather than week seven.
From you: A yes, or an adjustment to the brief, within a couple of days.
What you get
- The realistic size of the qualified pool
- Target companies and the teams worth approaching
- A reality check on salary, level and location
- Any change to the brief we recommend, and why
- 03
Direct approach
From week one, continuously
We contact the mapped people ourselves, by name, confidentially. No job-board spray, no database blast - and your company is represented in the way you would represent it.
From you: Nothing. This stage runs on our side.
What you get
- Named outreach rather than inbound volume
- Your employer story told properly, first contact onwards
- Reasons people decline, reported back to you
- 04
Technical assessment
Before any name reaches you
Every interested candidate goes through our own expertise assessment, run by a consultant who recruits in that discipline. Motivation, level, commercials and availability are validated in the same pass.
From you: Nothing, unless you want to set the technical bar with us.
What you get
- A structured technical or domain interview
- Level confirmed against your brief, not their job title
- Compensation, notice and availability agreed
- Candidates who fail the standard never reach your inbox
- 05
Shortlist
Typically two to three weeks in
A small set of candidates - usually three to five - each with a written case for why they fit this role. You are reading arguments, not scanning CVs.
From you: Interview feedback within a few days, so we can recalibrate fast.
What you get
- A written assessment per candidate
- Availability and salary expectations confirmed
- Interview slots already held with the candidate
- A weekly written update for as long as the search runs
- 06
Offer and start
Through to the first day
We stay between both sides through the close: offer strategy, counter-offer handling, resignation, notice period and the quiet weeks before the start date, when hires are most often lost.
From you: A decision, and an offer we can put on the table with conviction.
What you get
- Expectations tested before the offer goes out
- Counter-offer and competing-process management
- Contact kept through notice, up to the first day
- A replacement guarantee agreed in writing before the search begins
A shortlist is an argument, not a list of names.
Every candidate arrives with the reason we believe they fit, written by the consultant who assessed them. If we cannot make that case, the name does not go on the list.
Beyond the hire itself
What your hiring team receives
One consultant, start to finish
The person who took your brief runs the search and closes the offer. No handover to an account manager, no repeating yourself.
A weekly written update
Who was approached, who responded, who was assessed and who declined - with the reasons. You can see the search working without asking.
Market intelligence you keep
Salary benchmarks, competitor team structures and the reasons candidates say no. Useful even in the searches you decide not to run.
An honest no
If the brief cannot be filled at that budget, level or location, we say so and tell you what would need to change. We would rather lose the search than run one we cannot win.
The assessment behind stage 04 is described in full under how we work. If you need people on the work sooner than a search allows, staff augmentation draws on the same vetted pool.
The questions clients ask first
Permanent recruitment in Eastern Europe: common questions
Most roles reach a shortlist within two to three weeks of the brief being signed off, and complete in four to six weeks including your own interview process. Seniority, scarcity and how quickly your team can interview move that in either direction - we agree a timeline before starting and report against it weekly.
Send us the role you have been struggling to fill
One brief, one call, a market map within the week.