Three Successful Hires in 12 Working Days – Asquad’s Case Study with Netpeak Talent

The Client

In simple terms, a payment system can be defined as a set of software, hardware, and telecommunications technologies for cashless financial transactions. Asquad is one such payment platform that is built with a low-code engine. It aims to shorten the process of integrating a client into the system to within one day.

The Challenge

Since Asquad does not have its own recruitment department, the company contacted the Netpeak Talent team with an urgent request to find specialists for them. 

They emphasized the need for not only technical skills but also soft skills and competencies:

1. Proactivity
2. Autonomy
3. Interpersonal skills
4. Communication skills
5. Accountability, or specifically, the ability to admit one’s mistake and fix it.

The Solution

First, we defined the portrait of an ideal specialist. This is important so that recruiters can create scorecards for the initial stages and interviews with candidates. It allowed us to target the most suitable specialists for the position.

Next, the Netpeak Talent team developed a sourcing and PR strategy that included:

• Communicating with the most relevant professionals who were not looking for a job in our database and open sources.
• Internal and external referrals.
• Posting vacancies on specialized resources.

Our goal was to save the client’s and candidate’s time and find the perfect match.

Then, we agreed on the key points of the search process:

1. At the CV screening stage (initial rapid processing), we selected candidates with the necessary software skills for the client, namely Java 17, Spring, RabbitMQ, Kafka, PostgreSQL, MongoDB, Consul, Vault, Docker, and GIT.
2. We created scorecards to evaluate the candidates.
3. We also created questions that assessed the key competencies of the candidates for the client.

The Netpeak Talent recruiters interviewed 33 candidates before the company’s CTO and Java Tech Lead joined the process. We presented four candidates to them, and three of them received offers. 

The conversion rate from Netpeak Talent recruiter interviews (33 interviews) to client interviews (4 interviews) is 12%.

The conversion rate from the technical client interviews to receiving an offer is 75%.

What made the hiring process successful?

A few factors made this recruitment process particularly effective and seamless.

1. There was clear and fast communication between the Netpeak Talent team and the hiring managers at all stages of the recruitment process.
2. We had created a clearly defined candidate search plan.
3. We could accurately filter candidates based on our portrait of the ideal specialist for the role. Importantly, this took into account the candidate’s soft skills and motivation.

The Results

A general funnel:

• Total candidates contacted: 159
• Killer questions* sent by the agency: 33
• Killer questions reviewed by the agency: 33
• 1st interviews conducted: 33
• 2nd interviews conducted: 4
• Offers made: 3
• Offers accepted: 3
• Offers rejected: 0

*Killer questions are additional questions asked before the first interview to ensure that we invite the right candidates to interview.

In total, the process of closing vacancies for Asquad took 12 business days.

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