Lisbon 1250-048, Portugal
For demanding clients
engineers in our database.
Each position requires an individualized approach, especially to senior roles. Our tech recruiters will utilize the extensive know-how we gathered over the years, combined with professional recruitment software tools, to find and select the perfect candidate for you.
CEO of Syncano, EVP of Varner Digital Transformation
Tom runs a unique IT consulting firm, DevsData. I have the pleasure of working with him as business partners on
a big-scale digital transformation project for Varner Group
– a European fashion group with 14 000 employees worldwide.
DevsData has assembled the core machine learning, software, and UX teams for the operation (26 people in total). I can personally guarantee their dedication, ability to understand business needs and to track down those exceptional individuals (we’re very picky) wherever they are located.
Meet our experts
Senior project manager
Senior project manager
IT projects can be scary and confusing at times, but they don’t have to be. Check out our videos and get in touch with us to learn how we can help bring your ideas to life.
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When will I get to know the first candidates? How long is the process?
Depending on the number of stages of the recruitment process, we try to deliver the candidates to the client as soon as possible – the first candidates are recommended within 5 working days.
Where can I get a quote for a recruitment/software development project?
Our sales team would be more than happy to provide you more information and a quote either through email or on a call. Please send us an email here: [email protected] or schedule a call using the following calendly link: https://calendly.com/devsdata/hello.
What is the payment structure? Is it pay per service, fixed cost, pay per milestone; or something else?
When it comes to software development projects, we follow the time & materials model with weekly or monthly billing. Invoices are sent to clients at intervals decided upon in advance. Our recruitment service is slightly different – there’s a payment model based on the success fee. When you start working with us, there’s no obligation to pay anything. During the signing of the contract, we first go over the available payment options. We establish the terms up front, and settlement is only paid after the client hires the candidate. A market-level fee is charged for each placement. There’s also three months “grace period” – if the specialist we found decides not to prolong the contract within the first three months, we refund you the money.
How do you check technical and non-technical skills and traits?
To deliver what we promise, we developed an extensive, multi-stage, rigorous recruitment process tailored to a particular tech position that we continuously improve. When it comes to non-technical traits, there’s a behavioral interview that allows us to test soft skills, communication, English level and the candidate’s personality.
What tools do you use in your recruitment process?
Depending on the client's needs, our procedures may differ. We begin with determining the expectations and processes on the client's side. We make every effort to conduct the most thorough knowledge and competence checks on the candidate. It's crucial that the recruitment process is not too drawn out, as applicants can be reluctant to participate in long and complicated recruitment. We provide services such as testing, verifying soft skills, checking technical knowledge, and assessing cultural fit with the company. To perform these tests of knowledge and skills, we use programming platforms, and depending on the needs of the clients, we can design custom tasks.
What makes you unique among your competitors?
All of our operations and services are tailored exactly to your needs. We don’t work on ready schemes – instead, we take our time to fully comprehend your requirements, wants and needs. Also, not every agency has such an extensive portfolio of demanding clients and brands. We've worked with global corporations and big brands, rapidly growing, highly-technological startups, hedge funds and high-net-worth individuals.
How do you source the candidates?
To find the best employees for our clients as efficiently as possible, we use a variety of tools and a plethora of different channels. We search for specialists on LinkedIn, Xing, industry portals, in social media, and we use our database of candidates, which currently has around 30,000 applicants. Moreover, we use traditional methods of sourcing, such as publishing job advertisements on the best and most effective job boards around the world. Additionally, we leverage outside databases, and each day, in an effort to offer our clients the greatest candidates, we search for and test new, innovative solutions. We tap into our extensive professional network, which includes developers recommended to us by some of the exceptional developers that we've recruited.
Can you find us developers who are ready to relocate to our country?
Yes, we have strong experience in conducting this kind of recruitment. Just keep in mind, it will take a bit more time. We’ve relocated talent to Tokyo, Japan; Oslo, Norway; Frankfurt, Germany; Sydney, Australia; and Amsterdam, the Netherlands.
What distinguishes the B2B contract from a typical employment contract?
The model of employment predominant in Eastern Europe, including Poland and Ukraine, is B2B ("business-to-business") contract (sometimes called C2C/corp-to-corp). Among the companies with a headcount of up to 500 people, over 90% choose this form of employment. In general, software engineers in Poland are sole proprietors (from the legal point of view, they run a 1-person company). At the end of each month, they issue an invoice to their employer for the amount of their monthly salary.
Anyone willing to vouch for your good work?
How would you sell our company to the candidates?
We always approach each client individually. During our weekly meetings, we figure out a way to present your values and your mission to the candidates. Our recruiters have a strong understanding of the technology as well as great communication and presentational skills. They know how to craft a compelling pitch.
How many specialists do you have in your database?
Around 30 000 with more exceptional developers coming in literally every day.
Approximately how many candidates are involved in the recruitment process?
It very much depends on the characteristics of the recruitment, the tech stack required, and the salary offered. Usually, the number of candidates ranges from 50 to 300.
What would be the next steps if we decide to move forward?
When you’re ready, we’ll assign a dedicated recruitment team and schedule a kick-off call to gain a deep understanding of your requirements. Communication is key, so we also set up a conversation on channels like Slack, WhatsApp etc., for quick, constant updates to keep you posted, as well as regular calls.
How much do you charge?
We work exclusively on the success fee model, with no charge to engage, you only pay if you hire an IT specialist based on our recommendation and when you are satisfied with them. There is a guarantee period of 3 months, which is the market norm. The success fee is usually between 16% and 18% of the annual salary of the developer. For the right companies, we’re happy to offer some flexibility regarding the terms.
DevsData LLC® | 1820 Avenue M #481, Brooklyn, NY 10001 | [email protected]
“I interviewed about a dozen different firms. DevsData LLC is truly exceptional – their backend developers are some of the best I’ve ever worked with. I’ve worked with a lot of very well-qualified developers, locally in San Francisco, and remotely, so that is not a compliment I offer lightly. I appreciate their depth of knowledge and their ability to get things done quickly. “
CEO OF ORANGE CHARGER LLC;
MENTOR AT YCOMBINATOR