Working with the biggest Eggs producer in the European Economic Area. They want to expand to new markets and we already helped them hire 2 persons in Romania and Bulgaria. Continuing our searches for the other 8 locations.

Holini is a Google Premier Partner - meaning they have a fantastic rep in the Google Analytics space. They are renowned in the field for having some of the best services on the market. In plain terms, they only hire the top 0.1% of professionals. When we met them, we realized these guys have some serious expectations from us, but we underestimated what that means. A lot of the candidates we interracted with seemed great on paper, but when interviewing, almost none could pass the task, as expectations went through the roof. We have scoured over 1000 profiles to get that one ideal profile they eventually hired. We learned a lot, and their team is now stronger than ever.

We were introduced to TextMagic in December 2023 when they were planning to expand to Romania. With their HQ in Estonia, they just started hiring in Romania not long before. Since then, we have built most of their team in Romania, with 10 hires. From Content Marketing Managers, Graphic Designer, Link Builder, Video Editor, to HR & Office Manager. They only wanted staff that worked in international teams or for US brands. We have a 100% fill rate for all roles they gave us the opportunity to cover.

Outsourcing start-up in Bulgaria, they needed 10 C++ Testers to relocate to Sofia - we delivered the project within 2 months The budget was very low, we got everyone at 30-50% lower salaries than the market level.

I was introduced to them in November 2018. After an initial consultation, we understood why the company encountered difficulties with the recruitment process. Some of the main reasons were budget was 10k under the market average, and the location (Frankfurt) could not provide enough talent for the company's scale-up plans. We have created a radical plan introducing new ideas and then executed them. The company ended up hiring 28 people directly through me and another 10-15 using the same recruitment strategy. The roles comprized of Product Managers, Golang Software engineers, PHP Developers, Automation Testers / QA and Front End developers. As they scaled the team and became a powerhouse on the local market, they also received fundings of around €20 mil.

The Head of Talent in Zyte was a former colleague of mine, so we had a fast and productive start as he already knew our expertise and how we work. The company was about to go through a complete rebranding while also scaling the teams. They were looking for a HoP for around 5 months and were recruiting directly as well as using a known Executive search company in Ireland, but with no possitive results. We initially conduced a thorough market mapping, to fill in the extremely urgent Interrim role, which would take a major number of tasks from the CEO. Then we focused on finding the piece essential for the long-run. We went through well over 800 potential candidates for this role alone and submitted an initial shortlist of 10 top performers. They had experience with growing SMEs from 20-50 to hundreds of employees (this was a main requirement - as opposed to just take someone who didn't experience scaling).

Norton Antivirus, now part of GEN, was looking to hire software engineers with C++ both in Ireland and in Romania. As we lived in both countries, we already had a strong understanding of both markets, and a serious database of candidates that was matching their requirements. It was a matter of contacting existing candidates from our database that helped us close the roles within 4-6 weeks. One of the difficulties was to find candidates that understand the tough Irish accent, so we focused on candidates in Romania that previously worked with IE, UK or US. Proved to be a brilliant idea, as the team in Norton felt they can put get the new staff working in production a lot faster than they expected.

The iGaming brand, Squared Ventures, was looking to hire people for multiple positions to help them expand their business toward foreign markets. They had no internal recruitment team so we met with the CEO and the decision makers and together setup the recruitment processes they needed to have in place. We also got the opportunity to find a new CEO and had 2 offers on the table, and picked one. Each role was filled on average between 2-4 weeks.

Preezma was looking for an urgent expert for a project they had with a U.S.-based client. Time was of the essence here. We found someone within 48 hours and closed the role within a week within the low budget they had while still being able to deliver the quality needed.

I met the owner, Mihai, as we live in the same city. We started working together as they were looking to hire contractors for various projects. Ended up hiring 2 we have found in LATAM, as they matched the high-level tech requirements and also fit the low rate that didn't match the EU market. They had to work for a U.S. client, so it also matched the time-zones of their teams. Then a few months ago, I met a company (Aysa.ai) that was looking for a CTO to join them and also invest in their company. So I introduced them to Mihai and they eventually signed a contract worth of €150.000. I also partnered up with them. And most recent placement was a Sales Director from Bucharest.

The owner just started the company and got one of his first projects. He needed 3x C++ devs to work for a Blockchain, UK based company, fully remote. Budget was low, but decent for the EU market. One of the things was that he needed the profiles, but could only pay pro-rata, from what they were paid. We're placed 3 people from Spain, Italy and Sweden. The rates were around 10% lower than the local London market. Sadly the company didn't last long, and they closed a year after.

The team in Ubloquity was looking for a strong PHP Developer however they had a lower budget than the U.K. market could offer and also could not afford the local recruitment agency fees. As our focus is the company's growth and long-term partnerships, we have made a special arrangement that matched their requirements. We found the person within 2 weeks and started working for them.

I was introduced to P44 by a former colleague after they were struggling for 6 months to find an impossible talent. On the intro Zoom with the Senior VP, I made them understand that the Job Description was not realistic, as it was written by someone from the US. I was asked, how I knew, and I said that no European company had ever sent me 3 pages of requirements for a single role. Then I've done an initial live search and proved that if I add 20-30 of the skills needed, we're only get CTOs/CEOs, and this was an Solution Architect vacancy. Then I asked him, if he wants to hire, or just to continue looking. He said he wants to hire, and it's a priority ZERO. What followed was 30 min of rewriting the Job Description, line by line, from MUST HAVE and IDEAL experience, focused on what the person will really have to do on the role. With the exact details, we got 2 fantastic guys at the last round and offer stage within 2 weeks. One offer on the table with a backup.

When we started our collaboration with Carry1st, they were just beginning to scale-up and had few resources to do it. They needed data from the market as to where can certain skills be found, salary ranges, and also cultural differences, as their offices were split between U.S. and South Africa. We had to keep in touch with 3 stakeholders and make sure all their requirements were met. The main focus was to find the people with the right skills, to be able to work on their time zones, fluent English, and within the set budget.

Bank of America had a project written in legacy code and had difficulties finding very senior engineers. Together with my team, we have delivered multiple profiles within the following 2 months. That ended up in them hiring 8x C++ Software Engineers. As we have our internal database of 50.000 C++ Engineers, it resulted in a smooth project, filling all roles swiftly. Eventually we received other open vacancies within the Python and .NET tech stack, filling a total of 24 roles.

The founder of the company was looking to hire a software engineer with Golang experience. The budget was lower than the local market in Germany, so we have found someone from a different country that could deliver the quality while matching the allocated budget. The person relocated there and still works there to this day (Sep 2024). In the meantime, the company merged with Mable.ai (also a client of ours)