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There is an issue that most of the so-called tech recruitment firms or freelancers face, namely - their recruiters have absolutely no technical background. Not at all.

They can just recognize keywords on CV whether it is "Java" or "JavaScript" or something else (and - you have guessed - they do not really understand the difference).

They lack a deep technical & computer science understanding of what these things actually mean, and what is really the most important for specific clients' needs.

Here at DevsData LLC, the founding team as well as a majority of our employees have worked as software engineers on many international projects (or UK-based and US-based startups, as well as corporations) over the years experiencing many different technologies first-hand, vastly different project organization, managerial techniques, workflow, and various tools and methodologies.

We understand the similarities and connections, as well as differences, between specific technologies, and how hard (or easy) will it be for a specific engineer to learn technology X assuming he/she is already well-versed at Y.

Apart from the tech perspective, we have also been involved in IT projects as tech leads and managers. As a result we understand the business side, client’s objective, KPIs and what to look for in a good engineer apart from pure tech knowledge and acumen

Another point that we firmly believe in, apart from the knowledge of technology and soft skills, is that the most essential thing to actually look for in an engineer is brainpower – the ability to solve complex, abstract problems, and to do it quickly. It does not mean “knowledge of algorithms”, but quite the opposite. During a recruitment process we give a series of problem-solving challenges that do not require knowledge but require thinking and determination. And surprisingly, the vast majority of the candidates, even senior engineers, cannot even solve the simple challenge. Some of them do not even try but give up at the very beginning. And yet they want to charge $140/h for software consulting. That is just one of the examples how poor the level of skill set of the average software engineer is.

Combine all the above with making sure that the person is really up-to-date with the recent tech frameworks, modules, and tools, as well as having a genuine passion and motivation for creating high-quality software, and you will likely get an engineer that builds your system vastly faster than you would expect.

And those are the kinds of the engineers that we are after, and are well-connected with – by having a network of people from the best European computer science universities that worked for the most demanding clients like hedge funds and banks, as well as ambitious startups..

What we have also observed is that there are recruiters and agencies that are neither very transparent, nor ethical.

Many friends of mine were instructed by a recruiter during an interview to say that they actually had the required experience, even if they had no idea what it was about. Or they were told they could learn transparency X in a few hours, whereas the job posting stated that a deep, or even expert, understanding of transparency X is needed.

In DevsData, we thoroughly test the candidates and introduce the ready-to-go transparency team to our client.

And the value the engineers we recruit bring to the project is what makes our clients reach out to us again.

One last tip that allows us to streamline the recruitment process is to weed out weak people quickly at the very beginning of the process.
If you ever recruited internationally – you know what is the issue here.

As a result, we can focus valuable interview time on the specialists that are sharp, knowledgeable, and overall promising - to test them better and make sure they are really a good fit for the client.