Cases https://getit.agency ru Thu, 09 Apr 2026 19:25:45 +0300 We found 15 superheroes for the Coins cryptocurrency exchange, including one of the authors of the Golang language https://getit.agency/tpost/z3tguo8ea1-we-found-15-superheroes-for-the-coins-cr https://getit.agency/tpost/z3tguo8ea1-we-found-15-superheroes-for-the-coins-cr?amp=true Sun, 14 Jan 2024 16:08:00 +0300 In 2020, they were assembling a squad of superheroes — they needed people with knowledge of Golang, Python, Redis, Postgres, Docker, Kubernetes, AWS and with 7+ years of experience. And there were 15 of them.

We found 15 superheroes for the Coins cryptocurrency exchange, including one of the authors of the Golang language

The Philippine cryptocurrency exchange Coins no longer exists, it was acquired by a Chinese company. But in 2020, they were assembling a squad of superheroes — they needed people with knowledge of Golang, Python, Redis, Postgres, Docker, Kubernetes, AWS and with 7+ years of experience. And there were 15 of them. GetIT Agency recruiter Tatiana found them all in 1.5 years. Well, here's how it happened.

What was the request

Coins approached GetIT Agency in October 2020. They needed to create a team of 15 developers. But the difficulty was not in the number, but in the requirements.

Coins employed super professionals and the candidates had to be of the same level or higher - so that they could immediately get into the work. Therefore, the requirements were very high and strict:

  • 7+ years of experience as a programmer with a strong team.
  • Technical background: Go/Python, Redis, Postgres, Docker, Kubernetes, AWS.
  • Designing microservice architecture.
  • Setting up a test framework from scratch.
  • All types of testing (manual, unit, functional, integration, performance, load).
  • Fluent English.
  • Willingness to work according to Philippine time. That is, you need to be in touch from 5 a.m. Moscow time.

There were seven stages of selection for suitable candidates:

  • 2 technical interviews;
  • 2 test homework assignments;
  • an interview with the team followed by a vote "for / against" — the candidate who received 2/3 of the votes passes;
  • interview with the Russian-speaking founder;
  • interview with the Filipino founder;
  • security check.

These were the superheroes Tatiana had to find.

I presented the first candidate to the customer 4 days later

After the interview with the client, Tatiana realized that the specialists she was looking for had to:

  • work with Golang and Python for seven years;
  • and combine it with Kubernetes, AWS and DevOps engineer tasks;
  • be systematic, flexible, and switch between languages quickly;
  • and at the same time do not "jump" from one company to another.

Really serious guys!

And very rare.

Tatiana wrote a vacancy and posted it to all possible job sites and social networks. At the same time, she was also working through the agency's candidates' database and sourcing.

Such rare specialists usually don't look for employment and don't monitor job advertisements, so it's not surprising that Tatiana found almost all the candidates through sourcing. Showed the first applicant to the customer after four days of work.

It was a person who had worked at Wildberries for 13 years and was very afraid to change anything in his life, and even more so to leave his old job for a foreign company. It was extremely difficult to lure him away, but Tatiana managed.

Taking into account the candidate's preferences in terms of tasks, she negotiated the position of an architect for him and this prevailed over all doubts. And after all the stages of selection, Tatiana literally helped him step by step with the registration of an individual entrepreneurship and opening an account so that he could receive his salary in dollars.
All this took two months, but it was not in vain. After three months of work, the candidate became the head of the department.
The second candidate was one of the founders of the Golang language.

The second was the founder of the Golang language — he was hired without question

Tatiana found the second candidate through the sourcing on LinkedIn. That was a young professor from St. Petersburg State University who was a member of the Golang language development working group.
He was teaching at the university and simultaneously was engaged in another project. In other words, he was working two jobs, but he wanted to work one. And there was simply no time to look for a new job. This was the key that helped lure the professor away.
Of course he quickly passed all the stages of selection, and ideally fit the client's requirements. He moved to the Philippines and returned to Russia only when Coins was acquired by a Chinese company.

And then there was a whole line of candidates.

Found 13 more ideal candidates

The flow of candidates was endless: while one was being processed, Tatiana was already looking for several more — a real conveyor! There were about 40 cool candidates in total, but not all of them withstood the rigorous selection process:
  • complete 2 technical interviews;
  • complete 2 test homework assignments;
  • get ⅔ votes after the interview with the team;
  • confirm your expertise in an interview with a Russian-speaking founder;
  • and only after that will you be allowed to an interview with the Filipino founder;
  • and then there will be a security check.
The selection stages were very difficult and could take months. As a result, more than half of the candidates gave up voluntarily. The most resilient remained - 13 more superheroes were recruited from them. And everyone had their own interesting story.
One was found through the VKontakte newsfeed. He immediately showed interest in the job, although he was not looking for one. The candidate requested a little more money than was offered by Coins. The client was fundamentally reluctant to re-buy specialists, but after long negotiations with Tatiana, he agreed. And was not mistaken — three months later the candidate was promoted.
The other one successfully passed all the selection stages, but was lured away by an American startup. A year later the startup closed and the candidate returned to Tatiana. They updated the offer right away and even offered him $1,000 more than expected - so valuable was he.
There was also a candidate who turned down a better offer in favor of Coins. But Tatiana had to compete with his wife. It was a very difficult choice for him: his wife insisted on a more rewarding offer, while Tatiana tempted him with interesting tasks and career prospects. The candidate chose Coins and did not regret his choice — six months later he was promoted to a team leader. Eventually, the wife was also satisfied.
And the last two candidates miraculously managed to finish the registration paper work until February 24, 2022. They received their offers at the beginning of the month, and on the 20th of the month they got to work.

All in all, Tatiana did not suffer from boredom. She managed to close all 15 positions before the Special Military Operation. And there was not a single replacement.
At Coins, all the specialists grew very quickly. The grades were reviewed in the company every six months and each of our candidates grew into an architect or team leader. Someone in three months, someone in six — but everyone was promoted.

"It was the most difficult vacancy to fill in my practice"

Tatiana admitted that she had never had such a difficult vacancy as in Coins. Everything was difficult:

  • to find specialists with rare experience;
  • to choose the right approach for each candidate;
  • to spend months getting the candidates to the offer.
"The most difficult part was waiting for the voting results after the interview with the team. As if the candidate did not get enough votes, consider that all previous efforts were in vain. It was a very hard thing to experience"
In a year and a half, Tatiana became almost a family member for many candidates: she knew what was going on in everyone's life, what worried, scared, inspired them. She was always in touch with them and supported the candidates at all stages. She is still friends with some of them to this day.

Coins Company Feedback

Here is what Ekaterina Pisarenko, Senior HR BP, Coins.ph wrote about working with GetIT Agency,

We will close the most difficult vacancy

The story of our work with Coins is about how important it is not to give up when it seems that there are no relevant candidates left. Our recruiter Tatiana is just one of those. She spent a year and a half persistently screening the market and managed to find 15 superheroes for the client's team.

All GetIT Agency recruiters are professionals. Look at how they have already helped companies close the most difficult vacancies:

  1. Two Heads of the Development Department for Gazprom-Media
  2. Senior Rust Developer with experience in Trading Platforms Developing
  3. Two Middle Java+DevOps in 12 days

If you have a challenging vacancy, tight deadlines, are looking for a rare specialist and need guarantees - fill in an application form and we will provide you with the first CVs in as little as 24 hours.
]]> How to find a Senior Rust Developer with Experience in trading platform Developing and not go mad https://getit.agency/tpost/rl7pdgcip1-how-to-find-a-senior-rust-developer-with https://getit.agency/tpost/rl7pdgcip1-how-to-find-a-senior-rust-developer-with?amp=true Sun, 14 Jan 2024 15:52:00 +0300 GetIT was contacted by a company developing an Algorithmic Trading platform. They were looking for a Senior Rust Developer with experience in Algorithmic Trading. In the article we'll share how we managed to find this rare diamond.

How to find a Senior Rust Developer with Experience in trading platform Developing and not go mad

GetIT was contacted by a company developing an Algorithmic Trading platform. They were looking for a Senior Rust Developer with experience in Algorithmic Trading. In the article we'll share how we managed to find this rare diamond.
I give the floor to our recruiter Margarita.

We can't disclose the name of the customer's company, so we'll just call it the Customer.

What was the task

The customer approached GetIT with an extraordinary request: to find a Senior Rust Developer with experience in developing trading platforms. The company realized they were looking for an extremely rare specialist and that it might not be possible to find the exact match. Therefore, they were ready to take a broader look — the main requirement was that the person had to be suitable for the tasks.
The candidate had to participate in the algorithmic trading platform development on Rust in quite a pumped team.

Experience in building complex multi-threaded high-loaded architecture in Rust or C++ and experience in developing algorithmic trading systems (HFT) were important in terms of skills.
The client didn't set any strict deadlines and the terms were flexible: I could offer either a developer with experience in HFT, serious expertise in developing complex multi-threaded high-loaded architecture in C++ and a little experience in Rust, or a strong Rust developer ready to dive into algorithmic trading. The ideal is for the person to know both of these at a high level.
Despite such high demands, the salary offered by the company wasn't higher than the market salary and without any special bonuses — this also challenged the task.

Looking ahead, I can say that I managed to find a suitable candidate.

July 2022: the search began

I received the application in July 2022. The first thing I did was to pull up the GetIT's candidate database.

Shortly before this application, I closed a vacancy for a Rust developer. Went through the contacts of those candidates.

Contacted the candidates from a similar field.

Used standard search channels:
  • LINKEDIN
  • Social networks
  • Github
  • Stackoverflow
  • HH
  • Rust developers' specialized chats, and so on.

I showed the first candidate after 2 weeks of searching.

I introduced several Rust-developers with 3+ years of experience to the Customer, but they didn't manage to pass the technical interview. The company had a very strong team of developers and were looking for someone to match - even Senior and Lead level candidates from other serious companies with high-profile names turned out to be weak for this project.
There was even a developer who rewrote the Binance engine from Java to Rust, and was the author of a popular book about Rust on Amazon, but we didn't reach an agreement.
That's when I realized: I had to go backwards!

August: changed the search strategy

When the Customer rejected the fifth Rust developer, I decided to go from the other end. I started looking not for Rust-developers with experience in algotrading, but on the contrary - people from the field of algorithmic trading who know Rust.

And went down the same path again:

  • Candidate Database
  • LINKEDIN
  • Social networks
  • Github
  • Stackoverflow
  • HH
  • specialized chats, and so on.

I started suggesting candidates: some were a good match in terms of skills, but didn't match the tasks, some - on the contrary.

After all, the new strategy worked!

November 2022: found the perfect candidate

At the beginning of November, I showed the Customer the tenth anniversary candidate. He was a perfect match: in terms of skills, tasks, and motivation.
This candidate was one of the first developers of the Sberbank CIB algorithmic trading platform. A third of the algorithms at Sberbank CIB were his work.
It was clear it was a match after the very first interview. At the end of November, the candidate had the second technical interview, and then an offer. And although the candidate already had several offers at that time, he accepted ours. It was a victory!

Customer's Feedback

Honestly, I did not expect such a result. Rita provided us with brilliant candidates, but we had very high demands and non-standard tasks. There were even those who we tried to recruit on our own, but they would not respond to us, while Rita managed to get through to them and get them to the interview. I don't know how she did it, but it's a fact. We are very happy that we turned to your agency!!! Thank you, GetIT!

5 tips if you are looking for a rare specialist

When you are looking for a rare specialist, it is important:

  1. Go beyond the circle of obvious sources and use targeted search channels: specialized groups, companies, specialists from which may be interested in a vacancy.
  2. Establish contact with the Customer and always be in touch.
  3. If the first candidates are not successful, find out what exactly didn't fit - so that you can quickly adjust the search and show more targeted candidates.
  4. Discuss with customers which criteria are crucial and which ones can be reconsidered.
  5. Study the market to understand how many suitable candidates can actually be found.
This story is about the importance of being flexible, looking outside the box and not being afraid to try. In our case, Margarita's resourcefulness, extensive experience in recruiting IT specialists and excellent communication skills played a determining role.

If you have a challenging vacancy, tight deadlines, are looking for a rare specialist and need guarantees - fill in an application form and we will provide you with the first CVs in as little as 24 hours.
]]> Hired two Heads of the Development Department for Gazprom-Media https://getit.agency/tpost/gyd7sal371-hired-two-heads-of-the-development-depar https://getit.agency/tpost/gyd7sal371-hired-two-heads-of-the-development-depar?amp=true Sun, 14 Jan 2024 11:55:00 +0300

Hired two Heads of the Development Department for Gazprom-Media

Hired two Heads of the Development Department for Gazprom-Media

Gazprom Media Holding needed a Head of the Development Department. We found one. And it turned out that another one was needed — but in a different field. Here's how we managed to fill two similar vacancies in a very narrow field of operation.

I give the floor to our recruiter Margarita.

What was the request

GetIT was approached by colleagues from Gazprom Media Holding.

They were looking for the Head of the Product development department.

The requirements for the candidate were demanding. The main ones:

  1. Experience in the media industry.
  2. Experience in managing teams. The important requirement was for the person to understand the stack used in Gazprom-Media Holding.
  3. We needed a leader with a capital L. He must have had such a set of personal and professional qualities to make the department work "like a Swiss watch".

All requirements were as follows:
Requirements for the Head of the Gazprom-Media Development Department

  • Over 3 years of experience in leading several development teams.
  • Ability to build full-cycle development processes
  • Experience managing development teams/departments of at least 30 employees
  • Experience working as a developer or system architect
  • Ability to strategic thinking
  • Strong understanding of the projects' value to the business
  • Excellent communication skills, oral and written literacy
  • Strong leadership qualities
  • Technical background. Work experience or a good understanding of the current team stack: JavaScript, ES6, TypeScript, PHP 7, MySQL, MongoDB, RabbitMQ, Redis,Vue.js, Kotlin, Swift
  • Ability to take responsibility for team performance
  • Self-reliance
And here are the tasks that were to be performed:

  • Managing development teams, managing development processes and standards, building communication between teams
  • Department budget planning
  • Hiring employees, building teams
  • Improving the product architecture, advancing the technology stack, "reviewing" the other team members' code
  • Contributing to solution design
  • Interacting with product managers and clients to analyze demands and find the best solution
  • Team building
  • Development management: interacting with business customers, participating in planning and discussing strategic plans for project development, making final decisions on project architecture
  • Implementing new and optimizing ongoing processes within the department
  • Building and implementing development standards
  • Developing a culture of knowledge exchange among the department's employees
  • Organizing the transparency of the development process.
In addition to the high requirements, there was also a stop-list from the customer - a list of friendly companies whose specialists it would be unethical to hunt. This made matters even more complicated.

Gazprom realized that the vacancy was challenging, so they searched in three different ways: on their own, with the help of another recruitment agency and GetIT.

Where I looked for candidates

The difficulty was that the position required a person with expertise in the media sphere. There was no option to go beyond the media sphere. There was only one way — to find the right person from the right company, establish contact and lure him away. There were only few such companies and I had to explore them all.

First of all, I scoured the GetIT candidate database, which is rich in resumes of TOP-level executives. There I found the first names.

LinkedIn was next. This is a great platform where you can see who works where. I set filters for companies and different job titles: CTO, head of department, and so on. Plus, I used X-ray search to find those I didn't see right away. On LinkedIn, I found people who are now employed in companies of my interest in the required position.

And of course I used Boolean Search in search engines. That way I managed to find not only people currently working at the needed companies, but also people who ever worked there.
I immediately realized that the vacancy was about hunting. The task was not an easy one: the media sector is very narrow, such specialists are very few in number, and companies cling to them tightly.

I filled the first position after 6 resumes

After four days of searching, I sent the first resume to the Customer. The person did not fit the skills. Then there were four more unsuccessful candidates. All of them were from the core area, but they were not a good fit for different reasons: some because of their skills, some because of their rank and task level.

It should also be noted that colleagues from Gazprom-Media independently checked the recommendations for candidates and took this very scrupulously. If the candidate had any negative cases, Gazprom was not willing to consider him/her.

And there was such a candidate too: he worked as the head of the department in a media company, had the necessary experience, met all the requirements. But our colleagues from Gazprom gathered feedback and decided not to pursue further dialog with him.
Two months later, the very candidate was found. He was the sixth. The applicant had 11 years of experience in the field of media, had all the necessary technology knowledge and was a great personal fit. He wanted new challenges, which such a large media holding could provide. Everything came together here: the candidate's motivation, skills, Gazprom-Media requirements — he received a job offer.

The second vacancy was closed with a 9th candidate

Immediately after the first vacancy was closed and the offer was made, colleagues sent their feedback: "Excellent. Let's continue the search. We need another Head of Development department — for the Premier Online Cinema."

The vacancy was similar, but now I entered a worked-out market. I had to dig even deeper, searching in non-obvious places.
I thought I already knew everyone by their last names and had to Google more, reach those I couldn't reach the first time, look for alternative sources.
For instance, I watched some conferences and news from this area to find names that hadn't come up last time.

I even studied the information regarding the sale of Kinopoisk and thought: what if the ex owners got bored? I e-mailed one of the founders of Kinopoisk. He replied that everything was fine, joked that he was enjoying his retirement, and is now busy organizing photo tours - for fun. So I went to his site, took time admiring it, and went searching further.

Apart from the non-standard search, the fact that I practically stayed in the flow also helped. Those candidates who for some reason did not respond to my letters on the first vacancy began to respond now. I also showed some of them to the Customer. There were nine candidates in total. The last resume turned out to be perfect.

In addition to the fact that the person fit all the requirements, he was personally and professionally very driven, with a high level of emotional intelligence. But — the salary range was below his expectations. Plus, besides us, he had two more offers from other companies.
The brand and the tasks offered by Gazprom-Media played a crucial role for the candidate — he agreed to talk. The person had such a high level of negotiation skills that he was able to argue for the payment he was interested in, while our colleagues were delighted with the conversation.

6 tips if you are looking for candidates in a narrow niche

  1. Make a list of companies that may be of interest.
  2. If you are looking for TOP-level candidates, you need to understand the technology stack in corporate donors. Make a map of the technologies they use so it is always available to you.
  3. When you need to reach out to a candidate and there is no way to widen, look for all possible ways to contact him. This means not just writing to the mail, but also contacting him\her on LinkedIn and different messengers — your message will be noticed at least in one of these sources. Approach this point wisely: you can send a more detailed job description to the mail, and a more concise one in messengers. Think about the way it will look to the candidate. Messages should not be duplicated and should be as personalized and logical as possible.
  4. It's important to design the job description in a way that will get the person to respond. Of course, in my case Gazprom's name and capabilities played a role. But a well-written vacancy will work in all other cases. Make it clear to the candidate why their experience is of interest and what opportunities the vacancy will provide.
  5. Look for candidates not only among the current employees of the companies you are interested in, but also among those who once worked there.
  6. If the Customer does not have an understanding of the salary level, scan the market yourself: what figures might such specialists be interested in? At GetIT we have up-to-date analytics on the level of salaries. If you have no such analytics, you can find vacancies and resumes of candidates from companies you are interested in on various platforms, find out their expectations, and correlate this information. Also, if it's top management, you can understand the approximate salary range by knowing the salaries of other "tops" in that company.
This story is about the importance of going beyond, looking at the situation from the top and not being afraid to try. Margarita is just one of those recruiters who are able to think outside the box and have a subtle sense of the market. That's why she succeeded. You will too!
And if you can't find the right candidate or you don't have time to experiment,all you need to do is come to us at GetIT Agency. We will help you if you have a difficult vacancy, tight deadlines, are looking for a rare specialist and need guarantees. Leave your details on the website and we will provide you with the first CVs in as little as 24 hours.
]]> Flashing vacancy: filled in 12 days with the first suggested candidate https://getit.agency/tpost/x5fxlijaj1-flashing-vacancy-filled-in-12-days-with https://getit.agency/tpost/x5fxlijaj1-flashing-vacancy-filled-in-12-days-with?amp=true Sun, 14 Jan 2024 11:34:00 +0300 A large B2B marketplace had two Java developers to find - the sooner the better.

Flashing vacancy: filled in 12 days with the first suggested candidate

Not even the holiday season got in the way

A large B2B marketplace had two Java developers to find - the sooner the better.
With such a pressing request, the company approached GetIT.

"Well, if it’s urgent, then it’s urgent," said our recruiter Tatiana and closed the vacancy in only 12 days.

And this is during the holiday season.

Here’s how it all went down.

What was the request

The marketplace needed to find two Java developers on short notice. It would seem to be a common request. But there were certain aspects that greatly challenged our task:

  1. The company did not have a full-time DevOps engineer, so the developers had to take part of the engineering tasks on themselves. One of the requirements for candidates was the knowledge of DevOps technologies. This greatly narrowed the funnel as such versatile guys (Java + DevOps) are quite scarce on the market.
  2. We were looking for developers with at least three years of experience. But the company could not offer a net salary above 200,000 rubles.
  3. They had been searching themselves before contacting GetIT. We entered a market that was already well-developed, as the core part of the team had already been hired over the previous few months.

The advantage was that the company offered relocation to Kazakhstan. This is a pretty strong argument in the reality of 2023.

We had to find an experienced "universal soldier" who was ready to immediately take on the company’s tasks under these conditions.

The company realized that they would not be able to close the vacancy in short terms themselves, so they turned to us.

April 27. We accepted the application and got to work

Tatiana, a GetIT recruiter, was in charge. On April 27, she accepted the application and that same day she started the initial search:

  • scoured the agency’s candidate database;
  • posted a vacancy on social networks;
  • posted on job recruitment sites;
  • sourced in all possible channels.

The action had to be quick, as the holiday season was ahead: many people would go on vacation and the funnel would narrow even more.

The requirements for candidates were gradually supplemented and on May 4 they were finally approved. By then Tatyana had already made a selection of candidates and written the first letters.

May 5. Found the perfect candidate

Despite all the difficulties, on May 5 Tatiana managed to conduct the first interview.

The candidate met all the requirements of the vacancy:

  • knew Java and DevOps technologies;
  • had 4 years of commercial Java development experience;
  • was willing to work on the company’s tasks at a net salary of 200 000 rubles;
  • had finished the previous project and was ready to start a new one;
  • lived in Belgorod and the opportunity to relocate to Kazakhstan became a determining factor for him.

It all came together! Tatiana immediately passed the information about the candidate to the client.

May 16. The candidate passed the first stage of selection

The vacancy could have been closed even faster, but due to internal reasons the marketplace managers were able to carry out the first stage of selection only on May 16. And the candidate managed to pass it with flying colours!

The second stage of the selection could not be skipped and in order not to waste time it was appointed for the next day.

May 17. The candidate accepted the offer and got to work

He successfully passed the second stage of selection which was held on May 17. There was no hesitation — they immediately made an offer. The candidate confidently accepted it and got to work on the same day (May 17).
A difficult position was filled in 12 days

This example is about how important it is to turn to professionals in a timely manner.

The company was independently searching through the same sources, but the recruiter’s experience and quick response time were crucial.

If you have a challenging vacancy, tight deadlines, are looking for a rare specialist and need guarantees — fill in an application form and we will provide you with the first CVs in as little as 24 hours.
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