IT Recruitment: Building a team from scratch for Dell division
Introduction
A Chief Quality Assurance Specialist (Quality Assurance) was hired for a representative office of an Israeli software company in St. Petersburg. The search for a candidate was carried out from scratch, using a spot selection method. The main difficulty was the lack of suitable specialists in Russia. As a result of international search we managed to find a candidate in Canada, who was successfully relocated to St. Petersburg.
Challenge
Before starting the search, a thorough assessment of the company's requirements and expectations for the new employee was carried out. The recruiters utilized various resources and networks, including international professional communities and IT search platforms. The recruitment process took several months, including pre-screening, interviews and preparation for relocation. The company provided the new employee with comprehensive support, including assistance in finding accommodation.
Results
Upon arrival in St. Petersburg, the candidate underwent an intensive induction course, which allowed him to quickly settle into his new role and start performing his duties. Already in the first few months of work, the new specialist has demonstrated a high level of competence and has made a significant contribution to the improvement of quality assurance processes. His experience and knowledge proved indispensable to the team, and this cooperation was an important step in the company's international development.
A Chief Quality Assurance Specialist (Quality Assurance) was hired for a representative office of an Israeli software company in St. Petersburg. The search for a candidate was carried out from scratch, using a spot selection method. The main difficulty was the lack of suitable specialists in Russia. As a result of international search we managed to find a candidate in Canada, who was successfully relocated to St. Petersburg.
Challenge
Before starting the search, a thorough assessment of the company's requirements and expectations for the new employee was carried out. The recruiters utilized various resources and networks, including international professional communities and IT search platforms. The recruitment process took several months, including pre-screening, interviews and preparation for relocation. The company provided the new employee with comprehensive support, including assistance in finding accommodation.
Results
Upon arrival in St. Petersburg, the candidate underwent an intensive induction course, which allowed him to quickly settle into his new role and start performing his duties. Already in the first few months of work, the new specialist has demonstrated a high level of competence and has made a significant contribution to the improvement of quality assurance processes. His experience and knowledge proved indispensable to the team, and this cooperation was an important step in the company's international development.
