Recruiting Lead PHP Developer for Marketing Agency

Company name:

Pirk Spark

Company size:


Services provided:

IT Recruitment


Lead PHP Developer

Time to Recruit

2 weeks


PHP (Laravel), Javascript, SQL (MySQL), Github Actions, Linux

Customer Profile

Pirk Spark is a rapidly growing digital marketing agency specializing in sales optimization on polish e-commerce site Allegro. Team was developing a proprietary SaaS platform called – a site dedicated to Alllegro sellers, providing them with comprehensive analytics, sales process automation, and effective customer communication.

Project in numbers


Sourced of candidates


Passed HR Screening


Passed Tech Verification


Invited to client


Hired by Client


Time to complete (weeks)

Project & Assignment

The recruitment project began with our traditional briefing followed by our multi-level analysis. Our role, at this stage, was to specify the requirements that the candidate must meet precisely and align the requirements given by CEO and CTO with individual members of the engineering team. We held several briefing meetings with the client and team members to determine the key competencies and skills of the candidate being searched for and fully understand the company culture. During those meetings, we discussed in detail both the technical aspects and expectations for interpersonal skills.

After analyzing the client’s and R&D team requirements, we created a detailed recruitment ad, and published it using a variety of channels. We used well-known recruitment platforms, such as JustJoinIT and NoFluffJobs, and actively engaged with candidates on our social networks like Facebook and LinkedIn, both from our existing talent pool and new candidates that replied to our ads and messages.

We received 83 applications from candidates who met the basic criteria. Of these, 
35 passed our first screening stage, and 16 candidates passed the cultural (startup) verification. Of these 16, the technical verification interview was passed by 9 people. 
Out of those candidates, we recommended 3 people to the client, who perfectly matched the expectations.

Channels & Sources

We use a diverse range of sources to reach the best talent in the Polish market and establish long-term relationships with them. As a result, our talent base is constantly growing with proven and trustworthy professionals.

As part of our holistic recruitment process, we actively use various channels, including both active and passive searches for candidates. We post our position announcements on well-known job boards, in groups on the social networking platforms, and use our list of groups that developers often hang out in. In addition, we use our internal talent pool and sometimes reach out for support from search partners.

For this recruitment process, we have focused on four key channels: IT job boards, Facebook groups for developers, Linkedin (sourcing), Relout’s Talent Pool, and external partners.

The Challenge

Pirk Spark faced the challenge of hiring a passionate team leader to join the team developing the platform. It was crucial to find a new member who would not only raise the level of competence for others in the team but also be a leader, providing support to the other team members, manage workload and report directly to CEO/CTO on their progress.

Our Approach

Our methodology revolves around transparency and providing comprehensive support throughout the recruitment journey, commencing with a diagnosis and counseling phase to refine the job candidate’s requirements.

By actively gathering technical information, we acquired a more comprehensive understanding of the product vision and the company’s developmental aspirations. Employing a multidimensional analysis and collecting key data resulted in a successful recruitment process, concluding in under two weeks (13 calendar days).

An aspect we pay particular attention to is our in-depth understanding of the company’s culture and identification of challenges, allowing us to recruit individuals who fit not only in terms of technical skills but also cultural aspects. Ultimately, finding a candidate who not only met financial expectations but also fit perfectly with the company’s unique culture, proved to be a key element of recruitment success

Clarification of requirements

We conduct a one-hour initial conversation with the client, either online or offline, to gather essential requirements. In this meeting, we assess our current understanding and identify areas that require clarification. Additionally, we request contact information for technical personnel to further inquire about team culture, team lead expectations, and managerial expectations.

The outcome of this meeting is a report sent to the client via email and attached as a document to the contract. Following the collection of guidelines, we proceed to sign a framework agreement (TaaS) or a recruitment agreement and a Non-Disclosure Agreement (NDA).

Selection & verification of candidates

We leverage our channels to identify and select the most suitable candidates. The duration of this process ranges from 2 days (if matching individuals are available in our talent pool) to two weeks (for candidates sourced from the market).

During this phase, we conduct a thorough verification of candidates through a multi-stage process, including screening, decision-making, and internal recruitment. Our goal is to ensure that the candidate aligns well both culturally and technically with the requirements.

Report for the client

On a weekly basis, we furnish the client with a comprehensive summary of candidates, including profiles and relevant data. Additionally, we include a 5-minute recording of each candidate, allowing the client to watch and listen to their introduction.

Alongside this information, we provide statistical insights and conclusions. Moreover, we offer potential corrections to the announcement, leveraging the feedback received at this stage to enhance the understanding of the market and identify further opportunities for improvement.

Verification of candidates by the client

Collaboratively with the client, we coordinate a meeting with the candidate, positioning ourselves as supporters of the process during the interaction.

During this stage, the client retains the autonomy to determine the method by which they will assess and verify the presented candidates.

Formalities, onboarding and 90-day guarantee

We provide assistance in onboarding and offer formal support, including negotiations with the candidate and contract finalization.

In the event of a successful hiring, we offer a 90-day guarantee as part of the success fee.

Requirements and Expectations


PHP (Laravel)


Cloud (Serverless)


Github Actions

Way of Working

Work in a small team and dynamic environment (startup)

Collaborate and report directly to the CEO/CTO

Willingness to continuously learn and develop skills

Act as a leader of a small team (<5 people)

Fluent Polish language
(spoken and written)


PHP – min. 3 years of commercial experience

Application deployments 
and maintenance in the cloud 

Python (nice to have)

Result and Outcome

Thanks to our technical skills and years of experience, we successfully conducted the recruitment process, quickly delivering the ideal candidate to work on the platform within 2 weeks.

After 3 months (end of Relout’s Warranty Period), the client expressed satisfaction with both the quality of the selected candidate and the entire recruitment process. Client spoke highly of our communication, transparency and regular performance reports, including feedback and overall interest from the market.


Our mission is to connect best-in-class, passionate engineers with fast-growing digital & technology companies.

Gerard Stańczak


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