Candidate experience is not a “nice to have” in our recruitment processes. It is a core business driver that directly impacts speed, quality, and long-term hiring outcomes.
Our goal is simple: every candidate should be well informed, well communicated with, and treated as a partner from the very first contact until the end of the process – regardless of the final decision.
This approach allows us to build strong talent pipelines, shorten time to market, and consistently deliver high-quality professionals to our clients.
Clear and Consistent Communication
At the foundation of good candidate experience lies communication. That is why we follow a strict internal rule: every candidate receives feedback every Friday.
Whether it is:
- an invitation to the next stage,
- an update that the client is still processing a decision,
- or a rejection,
feedback is always delivered. Candidates are never left guessing about their status.
This transparency eliminates uncertainty, builds trust, and ensures that no one is left without an answer for weeks – a common issue in many recruitment processes.
Additionally, early in the process we share a dedicated section of our website that explains how recruitment works from the candidate’s perspective, setting clear expectations from day one.
Direct Contact and Relationship-Driven Recruitment
When we see strong potential, we go beyond emails. Our recruiter often calls candidates directly to explain the situation honestly and transparently.
This is especially important when a candidate performs very well on paper and during interviews but is ultimately not selected by the client. In such cases, our goal is not to “close the process,” but to maintain the relationship. We want to stay in touch with high-quality professionals and recommend them for future projects.
After successful hires, we send post-recruitment surveys to gather feedback on the process. This allows us to continuously improve and validate that our recruitment experience works in practice, not just in theory.
Recruitment Focused on the Human Side
Our recruitment process is built around people, not checklists.
The first stage – often referred to as hard screening – is not just about technical verification. It is primarily about cultural fit, mutual understanding, and flow. Our recruiters understand project requirements and client expectations well enough to assess whether a candidate will truly fit the context, not just the role description.
We also adapt to candidates who are currently employed and considering a change. We offer wide calendar availability (8:00–21:00) and clearly communicate flexibility, including evening conversations if needed.
Consistent, timely feedback is non-negotiable. It is a key element of making candidates feel respected throughout the entire journey.
From Candidate Experience to a Strong Talent Pool
Great candidate experience directly translates into a strong, high-quality talent pool.
We actively tag and maintain relationships with candidates who demonstrated strong skills, good communication, and a natural fit during the process. These candidates become our starting point for future recruitments.
This approach allows us to:
- significantly reduce time to market,
- increase delivery quality,
- and avoid starting every recruitment from scratch.
As a result, candidates remember our processes positively, and post-hire satisfaction scores remain consistently high. In fact, negative feedback after recruitment has been extremely rare.
Talent Pool Instead of a “Bench”
We are not a software house and do not operate a traditional “bench.” Most teams we build are created from scratch for specific client needs.
That is why our talent pool acts as a real alternative to the bench model. It consists of professionals with whom we already have a relationship and mutual trust.
This means:
- faster outreach,
- higher response rates,
- and greater willingness to engage – even if not for the current project, then for the next one.
Part of this pool includes relationship-based candidates – people we know professionally or personally from our network. This human element has a direct impact on speed, trust, and delivery efficiency.
Scale and Measurable Results
In 2025 alone, our talent pool included over 4,000 candidates, and we conducted more than 500 HR interviews.
Naturally, not every candidate remains in the pool with positive qualification, but the majority do. We ensure that no one stays in the funnel without feedback for more than 2–3 days. Thanks to frequent internal syncs and fast decision-making, candidates are never left waiting.
Why This Works
Because we operate in a human, transparent, and relationship-driven way.
We do not disappear. We do not stretch processes unnecessarily. We do not treat candidates as disposable resources. Instead, we build long-term relationships that result in:
- faster hiring,
- stronger teams,
- and better long-term outcomes for our clients.
That is why candidate experience is not just an HR concept for us—it is a strategic recruitment advantage.
Need to build a team – quickly?
If you are facing the challenge of building teams quickly, reducing time to market, or working with a recruitment partner who delivers through relationships and quality – not volume – let’s talk.
We would be happy to show you how our talent pool works in practice and how we can support your current or upcoming hiring needs.
Get in touch with us and let’s build your team the right way.
