IT recruitment services
IT recruitment services for companies building their own engineering teams: role briefs, sourcing, screening, technical interviews by working engineers and offers, from recruiters who run our own hiring pipeline.
What our IT recruiters do
Role briefs
A brief written with the hiring manager: the work, the essential and the desirable skills, the seniority, the hours and the interview stages, agreed before anyone is approached.
Sourcing and outreach
Direct search and personal outreach to people who match the brief, with each message written for the person rather than sent in bulk.
Screening
A first conversation on motivation, experience, English and availability, and a written summary for every candidate you are asked to see.
Technical interviews
Technical screens run by engineers from our team on exercises built for the role, so your own engineers spend their time on the final rounds.
Your applicant tracking system
Every candidate, stage and piece of feedback recorded in your ATS, such as Greenhouse, Lever or Ashby, with candidate data handled under GDPR and deleted when its retention period ends.
Offers and the first day
Offers prepared with you, references checked, and contact kept with the candidate until the first day, with an onboarding checklist handed to the hiring manager.
Hire IT recruiters
Full time in your team
IT recruiters who work your hours in your tools and meetings and report to your lead, with the Ukrainian contract, payroll and leave on our side.
Part time or fractional
IT recruiters for a set number of days a week, when the work is real but not yet a full-time role.
For a project or a launch
IT recruiters for a defined stretch of work, from the first week to the handover, with the end date agreed up front.
The dedicated team page explains how specialists join your team, and the outsourcing page covers project delivery, take-overs and how we charge.
Who our IT recruiters work with
Hiring managers
Role briefs and final decisions
Technical interviewers
Engineers who run the technical screens
HR and people teams
Contracts, onboarding and policies
Recruitment, a dedicated team or Build-Operate-Transfer
When the people should join your own company, recruitment is the service: our recruiters find and screen them, and you make the offer and sign the contract. When you want the people without contracting them yourself, a dedicated team keeps the contracts on our side, and Build-Operate-Transfer does the same until an agreed point and then moves the team to you.
Either way the process is the one we hire through ourselves: a written role brief, structured interviews, and technical interviews by engineers who do the same work.
Other roles we staff
Project managers
Project management for software delivery: IT project and delivery managers who own plans, scope, risks, budgets and weekly reporting, full time in your team, part time or for a single project.
Business analysts
Business analysis for software projects: discovery, requirements, user stories, BPMN process maps and acceptance criteria, from business analysts full time in your team, part time or for a project.
Product managers
Product management for software products: product managers and product owners for discovery, roadmaps, backlogs and product metrics, full time in your team, a few days a week or for a launch.
Scrum masters
Scrum masters and agile coaching for software teams: Scrum and Kanban, flow metrics, impediments removed and retrospectives that change something, full time in your team, part time or for a set period.
Technical writers
Technical writing services: API documentation from OpenAPI, developer guides, help centres, runbooks and release notes written as docs as code, by technical writers in your team or for a project.
Technical support
Technical support services for software products: first and second line support engineers in your help desk, under your brand and in your customers' hours, full time, part time or for a launch.
Customer success
Customer success management for SaaS and subscription products: customer success managers for onboarding, adoption, health scores, QBRs and renewals, full time in your team, part time or for a launch.
Questions about hiring IT recruiters
Who contracts the people you recruit for us?
You do. Recruitment ends with your offer and your contract, and the person joins your company, not ours. If you would rather not contract people in Ukraine yourself yet, Build-Operate-Transfer lets us contract them first and transfer the team to you at an agreed point.
How do you assess technical skills?
With engineers who do the same work. Nineteen people on our team run technical interviews in our own hiring, and the technical screens for your roles are run by those whose stack matches the role, on exercises built for it rather than taken from a puzzle bank.
How quickly can IT recruiters start?
When the right IT recruiter is available, the start is gated only by your interview and the NDA and IP assignment. Otherwise we run a search, which typically produces candidate profiles within two to three weeks, and nobody starts until you have said yes.
How do we hire IT recruiters through BigTree108?
Tell us the work, the seniority and the hours you need. We propose one or two people with their profiles, you interview them the way you would interview your own hire, and you sign one agreement with BIG TREE 108 LLC and receive one invoice a month.
Who owns the work they produce?
You do. Every specialist has a signed contract with BigTree108 that assigns all work product to the company, and our agreement with you assigns it onward. Code, designs and documents are delivered into your own repositories and tools, not kept where only we can change them.
Building your own engineering team?
Tell us the roles, the seniority and the company the team will join. You get an answer within one business day: a hiring plan and the first steps of the search.