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About us
JFoRecruitment specializes in search and selection
of IT-professionals and helps companies
find the best candidates all over the globe.
We know how to find unique candidates
for engineering and narrow search profiles in IT
such as specialists in IoT development or GPU-programming, SDET or Cloud DevOps engineers, NoSQL database developers or other complex products.
If you need Analysts, Technical Writers, QA Automation, Front-End, Back-End, Mobile Developers, Sales
and Pre-Sales Engineers — this is also for us.
We find the candidates you need and make
the best of them your employees.
of IT-professionals and helps companies
find the best candidates all over the globe.
We know how to find unique candidates
for engineering and narrow search profiles in IT
such as specialists in IoT development or GPU-programming, SDET or Cloud DevOps engineers, NoSQL database developers or other complex products.
If you need Analysts, Technical Writers, QA Automation, Front-End, Back-End, Mobile Developers, Sales
and Pre-Sales Engineers — this is also for us.
We find the candidates you need and make
the best of them your employees.
JFoRecruitment specializes in search
and selection of IT-professionals and helps
companies find the best candidates all over the globe.
We know how to find unique candidates
for engineering and narrow search profiles in IT such
as specialists in IoT development or GPU-programming, SDET or Cloud DevOps engineers, NoSQL database developers or other complex products.
If you need Analysts, Technical Writers, QA Automation, Front-End, Back-End, Mobile Developers, Sales
and Pre-Sales Engineers — this is also for us.
We find the candidates you need and make
the best of them your employees.
and selection of IT-professionals and helps
companies find the best candidates all over the globe.
We know how to find unique candidates
for engineering and narrow search profiles in IT such
as specialists in IoT development or GPU-programming, SDET or Cloud DevOps engineers, NoSQL database developers or other complex products.
If you need Analysts, Technical Writers, QA Automation, Front-End, Back-End, Mobile Developers, Sales
and Pre-Sales Engineers — this is also for us.
We find the candidates you need and make
the best of them your employees.
JFoRecruitment specializes in search
and selection of IT-professionals and helps companies find the best candidates all over
the globe.
We know how to find unique candidates
for engineering and narrow search profiles in IT such as specialists in IoT development or GPU-programming, SDET or Cloud DevOps engineers, NoSQL database developers
or other complex products.
If you need Analysts, Technical Writers, QA Automation, Front-End, Back-End, Mobile Developers, Sales and Pre-Sales Engineers — this is also for us.
We find the candidates you need and make
the best of them your employees.
and selection of IT-professionals and helps companies find the best candidates all over
the globe.
We know how to find unique candidates
for engineering and narrow search profiles in IT such as specialists in IoT development or GPU-programming, SDET or Cloud DevOps engineers, NoSQL database developers
or other complex products.
If you need Analysts, Technical Writers, QA Automation, Front-End, Back-End, Mobile Developers, Sales and Pre-Sales Engineers — this is also for us.
We find the candidates you need and make
the best of them your employees.
JFoRecruitment specializes in search
and selection of IT-professionals and helps companies
find the best candidates all over the globe.
We know how to find unique candidates
for engineering and narrow search profiles in IT such as
specialists in IoT development or GPU-programming, SDET or Cloud DevOps engineers, NoSQL database developers or other complex products.
If you need Analysts, Technical Writers, QA Automation, Front-End, Back-End, Mobile Developers, Sales and Pre-Sales Engineers — this is also for us.
We find the candidates you need and make
the best of them your employees.
and selection of IT-professionals and helps companies
find the best candidates all over the globe.
We know how to find unique candidates
for engineering and narrow search profiles in IT such as
specialists in IoT development or GPU-programming, SDET or Cloud DevOps engineers, NoSQL database developers or other complex products.
If you need Analysts, Technical Writers, QA Automation, Front-End, Back-End, Mobile Developers, Sales and Pre-Sales Engineers — this is also for us.
We find the candidates you need and make
the best of them your employees.
JFoRecruitment specializes
in search and selection
of IT-professionals and helps companies find the best
candidates all over the globe.
We know how to find unique candidates for engineering
and narrow search profiles in IT
such as specialists in IoT development
or GPU-programming, SDET or Cloud DevOps engineers, NoSQL database developers or other complex products.
If you need Analysts, Technical Writers, QA Automation, Front-End, Back-End, Mobile Developers, Sales and Pre-Sales Engineers — this is also for us.
We find the candidates you need
and make the best of them
your employees.
in search and selection
of IT-professionals and helps companies find the best
candidates all over the globe.
We know how to find unique candidates for engineering
and narrow search profiles in IT
such as specialists in IoT development
or GPU-programming, SDET or Cloud DevOps engineers, NoSQL database developers or other complex products.
If you need Analysts, Technical Writers, QA Automation, Front-End, Back-End, Mobile Developers, Sales and Pre-Sales Engineers — this is also for us.
We find the candidates you need
and make the best of them
your employees.
satisfied customers
30+
Our specialization
Languages
С/С++
Golang
Rust
С#
Python
JavaScript
Java
Technologies
Low-Level System
IoT
Cloud
GPU
Database
VP of Engineering/CTO
Manager
SDET, QA
DevOps
Architect
Team Leader
Senior Developer
Roles
Team
Julia Fomicheva
Oksana Nekhaeva
Alexander Fomichev
Founder, IT recruiter
Lead IT Sourcer
Business Development Manager
PhD of Psychology. 15 years in recruitment and operational management of effective hiring processes.
10 years of experience in analytics and business process automation. 2 years in IT sourcing.
15 years in business development and creation of new products.
“The success of recruitment projects depends on the well-coordinated work of the agency and the Hiring Managers of the Client's company. We know how to fix your pain points in recruiting, draw you the road map to hiring relevant candidates, and provide you with a team of great employees at the best budget for you”
“The success of the search for candidates is ensured by 2 factors: a result-oriented attitude and the professionalism of the agency employees. We know where and how to look for candidates, we constantly upgrade our sourcing skills and regularly compare the vector of our searches with the goal”
“The success of a business is directly dependent on the efficiency of labor costs. Delegate the search for the candidates you need to a professional provider and free up your resources to create the best product with a team of strong employees”
What we do
Manage hiring deadlines working in weekly sprints
Take recommendations for the final candidates
Help to create an offer for successful employment of the candidate
Manage the vacancy through to completion, accompanying the candidate in the process of dismissal and hiring
Manage the candidate funnel using modern technologies
Provide quality candidates conducting structured interviews
The statistics speaks for itself
4,35
candidates we show
to staff a single vacancy
to staff a single vacancy
30
calendar days it takes
to search for candidates
for a vacancy
to search for candidates
for a vacancy
73%
of offers are accepted by final candidates
in projects
in projects
97%
of candidates successfully pass
the probationary period
the probationary period
JFoRecruitment averages for 50+ completed projects in IT over the past year
of candidates successfully pass
the probationary period
the probationary period
of candidates successfully pass
the probationary period
the probationary period
of offers are accepted by final candidates in projects
calendar days it takes to search
for candidates for a vacancy
for candidates for a vacancy
of candidates successfully pass the probationary period
Case studies
🏦 Company: American database developer, 100 employees.
🔎 Task: form a GPU development team from scratch - find a Team Lead and 2 Developers.
🔑 Keywords: GPU, C/C++, Cuda, OpenCL, vectorization, SIMD, SSE, AVX.
👻 Competitive selection: 5 stages of an interview with the Client, collection of recommendations.
🧐 Complexity: the narrowness of the GPU development market, the need to use GPU computing in an area of data processing that is not obvious to candidates. Unlike the popular areas of ML, VR, video games, there were very few people who wanted to use this technology for the needs of the Data Base.
💡 Solution: did a search for several countries. Compiled a list of donor companies and contacted more than 150 GPU developers in Europe. As a result, we provided 6 candidates for the role of Team Lead and 8 candidates for the role of Developers.
👀 Bottom line: we hired a Team Lead with strong experience in GPU development, one Senior and one Middle С/С++ Developer were taken under his supervision. All candidates have passed the probationary period and continue to work for the benefit of the product.
⏰ Project duration: GPU development Team Lead - 94 days, GPU developers - 33 and 65 days.
🔎 Task: form a GPU development team from scratch - find a Team Lead and 2 Developers.
🔑 Keywords: GPU, C/C++, Cuda, OpenCL, vectorization, SIMD, SSE, AVX.
👻 Competitive selection: 5 stages of an interview with the Client, collection of recommendations.
🧐 Complexity: the narrowness of the GPU development market, the need to use GPU computing in an area of data processing that is not obvious to candidates. Unlike the popular areas of ML, VR, video games, there were very few people who wanted to use this technology for the needs of the Data Base.
💡 Solution: did a search for several countries. Compiled a list of donor companies and contacted more than 150 GPU developers in Europe. As a result, we provided 6 candidates for the role of Team Lead and 8 candidates for the role of Developers.
👀 Bottom line: we hired a Team Lead with strong experience in GPU development, one Senior and one Middle С/С++ Developer were taken under his supervision. All candidates have passed the probationary period and continue to work for the benefit of the product.
⏰ Project duration: GPU development Team Lead - 94 days, GPU developers - 33 and 65 days.
🏦 Company: a software developer in the field of telecommunications, 80 employees.
🔎 Task: to promptly find a replacement for the leaving Team Lead who had worked in the company for 6 years.
🔑 Keywords: fullstack, .NET, ASP.NET, Net Core, JavaScript, Vue.JS.
👻 Competitive selection: 3 stages of an interview with the Client.
🧐 Complexity: position urgency, narrowness of the market for full-stack developers with relevant team management experience, shortage of candidates with experience and willingness to develop on Vue (15% of the Vue development market in Russia, as opposed to 85% on React and Angular), salary budget constraint.
💡 Solution: made a search in several territories, including locations with a time difference of up to +4 hours. We promptly called, interviewed and presented 3 candidates to the Client.
👀 Bottom line: The client promptly interviewed and hired an experienced candidate 2 days before the dismissal of the main employee to handover projects.
⏰ Duration of the project: 20 calendar days before the candidate enters the job.
🔎 Task: to promptly find a replacement for the leaving Team Lead who had worked in the company for 6 years.
🔑 Keywords: fullstack, .NET, ASP.NET, Net Core, JavaScript, Vue.JS.
👻 Competitive selection: 3 stages of an interview with the Client.
🧐 Complexity: position urgency, narrowness of the market for full-stack developers with relevant team management experience, shortage of candidates with experience and willingness to develop on Vue (15% of the Vue development market in Russia, as opposed to 85% on React and Angular), salary budget constraint.
💡 Solution: made a search in several territories, including locations with a time difference of up to +4 hours. We promptly called, interviewed and presented 3 candidates to the Client.
👀 Bottom line: The client promptly interviewed and hired an experienced candidate 2 days before the dismissal of the main employee to handover projects.
⏰ Duration of the project: 20 calendar days before the candidate enters the job.
🏦 Company: software developer, startup 20 employees.
🔎 Task: find a Business Analyst for a new company project.
🔑 Keywords: BPMN, UML, Figma, SQL.
👻 Competitive selection: 2 interviews with the Client.
🧐 Complexity: The Client came with a request to find relevant candidates for him to compare with the existing finalist for this role. The finalist was recommended but raised doubts on some soft skills and was slightly above the market in terms of salary expectations. It was important for the Client to quickly look at the market, so that in the absence of worthy candidates, he would not lose his existing candidate.
💡 Solution: with the permission of the Client, we anonymously interviewed the existing finalist to better understand the profile and personal traits of the candidate. We made a quick search through several channels, including our own database. Presented to the Client 2 candidates with moderate salary expectations.
👀 Bottom line: The Client was satisfied with one of the candidates we showed and hired him 3 weeks after we started working on the request.
⏰ Duration of the project: 21 calendar days before the candidate was hire.
🔎 Task: find a Business Analyst for a new company project.
🔑 Keywords: BPMN, UML, Figma, SQL.
👻 Competitive selection: 2 interviews with the Client.
🧐 Complexity: The Client came with a request to find relevant candidates for him to compare with the existing finalist for this role. The finalist was recommended but raised doubts on some soft skills and was slightly above the market in terms of salary expectations. It was important for the Client to quickly look at the market, so that in the absence of worthy candidates, he would not lose his existing candidate.
💡 Solution: with the permission of the Client, we anonymously interviewed the existing finalist to better understand the profile and personal traits of the candidate. We made a quick search through several channels, including our own database. Presented to the Client 2 candidates with moderate salary expectations.
👀 Bottom line: The Client was satisfied with one of the candidates we showed and hired him 3 weeks after we started working on the request.
⏰ Duration of the project: 21 calendar days before the candidate was hire.
Cost and guarantees
We find another candidate free of charge if the candidate initially provided by us leaves the company within 90 calendar days.
Alternatively, we return 50% of the fee paid for the search.
Alternatively, we return 50% of the fee paid for the search.
15-18% of the candidate's annual income
18–20% of the candidate's annual income
for the line positions: SW Developer, Engineer, Analyst, QA.
for the managerial positions: Team Leader, SW Architect, Project Manager, CTO.
Payment is made in 2 stages:
1. The first part of the fee in the amount of 30% of the total cost is paid upon the participation of 3 candidates in the technical interview with the Client.
2. The second, remaining part of the fee is paid upon the fact of the candidate's employment.
The cost of services includes our taxes.
2. The second, remaining part of the fee is paid upon the fact of the candidate's employment.
The cost of services includes our taxes.
