Structure your tech recruiting & fill key roles
in one service
in one service
Put IT recruiting in order and hire who you actually need
( About RPF )
We don’t just fill positions — we build hiring.
What we deliver
Instead of spending months searching for the right person and dealing with chaos in the process — we help you solve two problems at once.
You get the right hire — and a hiring system that keeps working.
You get the right hire — and a hiring system that keeps working.
&
Recruitment
Process Fix :
Key role filled
Hiring process built and ready to scale
&
Recruiting
Closing priority IT vacancies with our team
Hiring process setup
- Selection stages and logic
- Valid assessments, roles, responsibilities
- Anti-chaos: offers, synchronization, frameworks
( What you get )
Metrics & Quality Control
- Time-to-hire
- Cost-per-hire
- CV-to-offer
- Recruitment Playbook, pipelines, templates
Selection and Setup of Tools and Platforms
- ATS / CRM
- Job boards
- Dashboards & reporting
Preboarding and Onboarding Implementation
- Onboarding plan
- Access, guides
- Adaptation, personal account
Optional
- Grading system
- Internal rotation
- Job approval flow
Save money
$20K saved annually
by fixing the root causes — failed hires, chaotic tools, and execs dragged into hiring.
Fast process
30 days faster
time-to-offer for critical roles
2x increase
in offer conversion
Build system
50% better
2-3x lower
match quality on key hires
attrition after probation
( What you walk away with )
We solve:
Tools
Contractors
Failed hires
C-level time
Recruiter fees
No hiring strategy
We solve:
No role clarity
No hiring plan
Long interview cycles
Long feedback cycles
Manual coordination
Delayed decisions
No prioritization
Unclear offer
Data chaos
No visibility
Candidate drop-off
Ad-hoc interviews
Confused ownership
We solve:
No defined stages
ATS
Guides & materials
Documented processes, guides, and supporting materials to continue HR work independently.
Streamlined hiring
Clear process, templates, stages — everything set up and working.
More time to grow
Less manual coordination — more focus on the product.
Transparency & control
Metrics, feedback, and reporting — you always know what’s happening in hiring.
Roles successfully hired
Finalists ready for an offer — fast and without overloading your team.
- we’ll offer a solution
Tell us what’s going on
Tell us what’s going on - we’ll offer a solution
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( We always here for you )
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could help you with
We also
We also could help
you with
you with
( Other service )
Recruitment
Researcher Training
70% of students close their first vacancies within 2–3 weeks
+35% relevant responses
Hiring is 30% faster with a trained researcher on the team
We train a researcher tailored to your stack and culture — an in-house alternative to agencies delivering a candidate funnel, fast profiles, and confident market communication in one month.
We quickly fill middle+ and senior roles for teams with established processes, providing candidates that match your criteria and full support with minimal involvement from you.
14–21 days — average time-to-offer
95% of candidates pass the probation period
>90% — closed roles\positions - Tech Lead level and above
( About us )
Once worked as an agency and
in-house recruiters we chose to do both:
we recruit, we build.
in-house recruiters we chose to do both:
we recruit, we build.
Always
on your side
on your side
hires for Senior, Lead & C‑level
100+
trained sourcers
20+
with optimized hiring
>20k$
( FAQ )
How are you different from regular recruiting agencies?
We don’t just provide candidates. We build the entire system for you: from job requests to onboarding. After working with us, you not only close vacancies, but also get a clear, reproducible process — a reliable framework you can always rely on.
How long does it take to set up processes?
In most cases, we implement everything in 4–8 weeks. No long reports — straight to practice: templates, playbooks, frameworks, and structures you can use even without us.
What is Recruitment & Process Fix and when is it needed?
RHPF (Recruitment & Process Fix) is a product for startups and growing teams. It includes hiring key IT specialists + setting up recruitment processes. It’s suitable if you want to understand how much you’re spending on hiring, if you lack structure, if candidates drop off, or if the team isn’t ready to scale.
Which specialists are your expertise?
We specialize in hiring Senior, Lead, and C-level IT professionals: developers, team leads, tech leads, DevOps, ML, Data, QA, analytics, marketing, product roles, and managers of various levels.
What if we already have an internal HR or ATS?
Having HR or ATS means you already have a system and structure. We don’t break it — we integrate. We dive into the current setup, find gaps, close missing areas, evaluate metrics in ATS, and build interaction with internal HR.
How do you find rare candidates?
75% of hires = not from job boards, but from closed communities, chats, referrals, headhunting, and searching through conference materials and articles. We know how to reach those who aren’t actively job-hunting but are open to strong offers.
What guarantees do you provide?
If a candidate doesn’t pass probation — we replace them at no cost. As part of process setup — you receive specific deliverables: templates, instructions, playbooks, roles, frameworks. All of this remains with you, regardless of hiring results.
How quickly do you close vacancies?
First candidates — within 2–3 days. Average time-to-offer = 14–21 days for complex roles. Even if a vacancy has been “frozen” for months.
How much does it cost?
Selection — under the success fee model: you only pay for results. Recruitment & Process Fix — a fixed amount, discussed individually and not tied to the number of hires. This way, you understand what you’re paying for — and why it saves money compared to hiring external services.
Take a look on
how we make it
Take a look on how we make it
( Our cases )
Task
Hire a NodeJS developer.
Challenge
Solution
We analyzed the cost of living in accessible relocation countries and helped the candidate choose the best option. Negotiated an offer with comfortable conditions, making it more attractive than competing offers.
Result
The company hired a loyal employee who successfully relocated and is still working in this position.
Cyprus crypto platform
3 / 5
Finding a NodeJS developer with prior experience in crypto (or genuine interest in it), willing to relocate from Russia, and ready to move only if relocation costs are covered after obtaining a residence permit.
The position had been open for 6 months: the role required a rare combination of strong technical and managerial skills, plus mandatory relocation. The client had no prior experience hiring expats.
Task
Hire a Tech Lead with deep expertise in Keycloak and readiness to relocate to Baku. Format — full-time, in-office.
Challenge
Solution
We used non-typical channels — searching through expert articles on Habr and precisely targeting the right candidates. To simplify relocation, we prepared guidance, support, and materials for the move.
Result
Within just 2–3 weeks, we presented a strong candidate who received an offer and successfully relocated to Baku. The task, which had been unsolved for half a year, was closed quickly and accurately.
Kapital Bank
4 / 5
The company was a startup without established procedures, with a small team covering multiple responsibilities, no metrics, documentation, or unified standards, and several urgent positions to fill.
Task
Build an IT recruitment system from scratch, including processes, team, metrics, tools, and onboarding.
Challenge
Solution
We defined hiring priorities and key roles for the business, audited and redistributed responsibilities within the recruitment team, filled gaps in missing procedures and created unified standards, and ensured synchronization between all team members with proper process documentation.
Result
In the very first month, a key Java Tech Lead position was closed, the IT recruitment team was organized and reinforced with a new recruiter, hiring standards and procedures were developed which reduced time-to-hire by 60%, C-level involvement in recruitment was gradually reduced, welcome guides and preboarding/onboarding processes were introduced which lowered turnover rate, and analytics with funnel reporting was implemented.
PashaPay
1 / 5
For five years there was no structured recruitment function, positions were closed by the dev team and a single external recruiter, and there were no metrics, documentation, or unified standards.
Task
Build an IT recruitment system from scratch: processes, team, metrics, tools, onboarding.
Challenge
Solution
We conducted a recruitment audit covering processes, C-level involvement, and costs; developed a transformation plan with clear stages and priorities; created interview frameworks for six key blocks; gave recommendations on team structure and ATS; and implemented metric tracking for time-to-hire, CV-to-offer, and cost-per-hire.
Result
As a result, external recruitment costs were reduced by 40%, preboarding and onboarding were streamlined with welcome guides and access procedures, Tribe Leads’ involvement time in hiring was halved, and hiring funnel analytics was introduced in the very first month.
Birmarket (ex-Umico)
2 / 5
A rare profile: strong management skills, technical expertise, and scaling experience required. Candidates of this level are already overloaded with offers.
Task
Find a Head of Development & DevOps (CEO-2 level) with a strong technical background and experience managing a team of 100+ people.
Challenge
Solution
We found a candidate who already had an offer for a similar role with attractive conditions. We managed to spark his interest, convince him to go through our process, and negotiate the best terms for both sides.
Result
A perfect match. The candidate received a dream offer, and the company closed a key position with the right expertise and leadership qualities.
NDA company
5 / 5
Choose a solution that delivers both.
Stop choosing between hiring
& process.
& process.
Stop choosing between hiring
and process. Choose a solution that delivers both.
and process. Choose a solution that delivers both.
( Can’t wait to work with you! )
Tell us what’s going on - we’ll offer a solution
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