Technical Recruitment Agency
From Software Engineers
From Software Engineers
Noise-free communication, gap-covering expertise, robust guarantee
and long-term planning focus. Stressless and simple to manage service.
and long-term planning focus. Stressless and simple to manage service.
Engineering and Scientific Recruitment
#standWithUkraine
HRAVITY
Noise-free communication,
gap-covering expertise, robust guarantee and long-term planning focus. Stressless and manageable.
gap-covering expertise, robust guarantee and long-term planning focus. Stressless and manageable.
Designing competency matrix, onboarding and
retention processes, evolving employer brand
and building candidates reserve system
retention processes, evolving employer brand
and building candidates reserve system
We Do
Setting up hiring plan, conducting qualified sourcing
of relevant candidates, engaging field experts
for assessment and supporting communication
of relevant candidates, engaging field experts
for assessment and supporting communication
Providing legal support, helping set up
administrative processes, hiring core team and
management and troubleshoot emerging issues
administrative processes, hiring core team and
management and troubleshoot emerging issues
Setting up hiring plan, conducting qualified sourcing of relevant candidates, engaging field experts for assessment and supporting communication
Designing competency matrix,
onboarding and retention processes,
evolving employer brand and
building candidates reserve system
onboarding and retention processes,
evolving employer brand and
building candidates reserve system
Providing legal support, helping
set up administrative processes,
hiring core team and management
and troubleshoot emerging issues
set up administrative processes,
hiring core team and management
and troubleshoot emerging issues
Subscribe To Our Mailing List
We are proud to share our experience and insights with wide audience via our Hiring FAQ project. Follow our mailing list to stay connected with the latest trends in information technology in HR area.
All our recruiters have IT education and/or relevant
background. We know the market from the inside,
understand your actual needs, speak your
language and provide noise-free service
background. We know the market from the inside,
understand your actual needs, speak your
language and provide noise-free service
All our recruiters have
IT education. We know
the market, understand
your actual needs and
speak your language
IT education. We know
the market, understand
your actual needs and
speak your language
Engineering Grounds
A job description and
a recruiter are the initial
points of contact now.
Candidate Experience
is a new UX
a recruiter are the initial
points of contact now.
Candidate Experience
is a new UX
On employer market your job description is
the first point of contact and recruiter is the first
person from your company a candidate meets.
Candidate Experience is a new User Experience.
the first point of contact and recruiter is the first
person from your company a candidate meets.
Candidate Experience is a new User Experience.
Employer Branding
Success means according to the plan.
Recruitment is a simple in concept, but has
multiple nuances and pitfalls on practice. Our job
is to know them all and manage accordingly.
Recruitment is a simple in concept, but has
multiple nuances and pitfalls on practice. Our job
is to know them all and manage accordingly.
Success means
according to the plan.
Hiring might look simple,
but has multiple pitfalls.
Our job is to know them
according to the plan.
Hiring might look simple,
but has multiple pitfalls.
Our job is to know them
Managerial Experience
100 years ago machines made money. Now humans
make more money that machines do. This "new
machines" still need setting up, management
and maintenance. HR study explains how.
make more money that machines do. This "new
machines" still need setting up, management
and maintenance. HR study explains how.
These days humans
make more money than
machines. But they still
need management
and maintenance
make more money than
machines. But they still
need management
and maintenance
HR Expertise
Our Strengths
Strengths
2
3
Under the Hood
Recruitment always falls
down in priorities, and then
emerges as wildfire
down in priorities, and then
emerges as wildfire
1
Bad candidates' experience
compromises employer's
reputation
compromises employer's
reputation
2
Absence of assessment
structure makes it
inconsistent and unreliable
structure makes it
inconsistent and unreliable
3
Very few people have skills
and know how to sell the
company on interview
and know how to sell the
company on interview
4
6
HR managers have no IT
background which impacts
specificity understanding
background which impacts
specificity understanding
Engineers hate conducting
interviews (and any other
kind of calls, frankly speaking)
interviews (and any other
kind of calls, frankly speaking)
5
If I wouldn't have looked under the hood, I'd have never noticed the problem. But as far as I know, the problem didn't exist before I opened the hood. So did I cause the problem by becoming aware of it, or was it already there regardless of my ignorance?
- Jarod Kintz
Manage Candidates Reserve
Save Time for Other Tasks
Improve Employer Branding
Plan Recruitment
Tune Your Hiring Process
Decrease Mishires
Close Tough Vacancies
Raise the number of people
who stay for long from
standard 25% to 75%
who stay for long from
standard 25% to 75%
Decrease Mishires
Tune Your Hiring Process
Define your goods and bads, elaborate subprocesses, and focus on candidate experience
Be sure to close core, tricky
and the most specific
vacancies
and the most specific
vacancies
Close Tough Vacancies
Save Time for Other Tasks
Spend 10x less time on hiring
by speaking only to the best
candidates (one out of ten)
by speaking only to the best
candidates (one out of ten)
Start vacancies months before they get urgent, stick to the plan,
and never hire in rush
and never hire in rush
Plan Recruitment
The Difference?
Speak to lots of people and build
a pool of great ones ready to start
working with you at any moment
a pool of great ones ready to start
working with you at any moment
Manage Candidates Reserve
Improve Employer Brand
Work on your employer image
and reputation meticulously
making it smooth and shiny
and reputation meticulously
making it smooth and shiny
Mobile version "Trusted by"
Trusted By
Trusted by
What we call soft-skills, where they originate from and how to get coherent use of it
The list of expenses, losses and negative factors an average hiring mistake causes
2022-10-13
2022-10-13
2022-10-22
Hiring FAQ
Typical mistakes we do in recruitment every time having no idea we do them
What we call soft-skills,
where they originate
from and how use them
where they originate
from and how use them
Expenses, losses
and negative factors a
hiring mistake causes
and negative factors a
hiring mistake causes
Mistakes we do in
recruitment every time
with no idea of them
recruitment every time
with no idea of them
Ask for Advice
Share with us any specific concern you may have in your hiring or HR process and we will contact you shortly with our insights on it. Will be happy to give you our professional advice.
Share with us any specific concern you
may have in your hiring or HR process
and we will contact you shortly with
our insights on it.
may have in your hiring or HR process
and we will contact you shortly with
our insights on it.
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