About the project: A subsidiary of a large Moscow corporation specializing in the production of polyurethane products for the mining and oil refining industries. On the market for 1.5 years, income plans were not met.

Request: Initially, they were looking for a commercial director with outstanding commercial abilities and above-market salary conditions, without a relocation package. Later, the request was changed to search for a general director.

Solution and approach: After presenting a candidate who did not accept the offer due to personal reasons, the search was continued with new conditions. Incoming responses, a cold database search, including candidates from other regions, and recommendations from the team were used.

Result: In 2.5 months, 158 resumes were processed, 21 initial and 8 final interviews were conducted. The successful candidate, who independently paid for the relocation to Surgut, returned to work in 3 months. Since his arrival, the company has been consistently meeting planned targets for 4 months now, unnecessary expenses have been cut, and there is an active expansion of the team, in which we are also participating - 2 sales managers have already been hired.

About the project: STOLAB is a trading company in Kazakhstan, specializing in the sale of equipment for medical laboratories. The company, with more than 30 employees, did not have an HR department.

Request: The company asked for help in forming a sales department. During the discussion, it was decided to start with closing the HR manager position in order to ensure constant and effective hiring in the company.

Solution and approach: A profile of a candidate with strong recruiting competencies and knowledge of other HR processes was developed. The search was conducted among candidates in Kazakhstan, using incoming responses and an active search in the cold database.

Result: 101 resumes were processed, 8 initial interviews were conducted, 2 conclusions were presented on the final candidates. One of the candidates was taken on the project for the purpose of testing in practice due to doubts about his experience. At the same time, another candidate was presented who fully met the requirements for competencies and personal qualities, but his salary request exceeded the budget. As a result, the third candidate rejected the offer, and the original candidate successfully completed the project, passed the probationary period, formed two sales departments, put the regulations and training systems in order in the company.

The company had not met its planned targets for several months in a row.
In a month, they found and hired a Head of Sales, who increased the department's performance and expanded the team.

Head of Sales for the International School of Dental Technicians 4ZL
Request: find a manager for two managers who will ensure the fulfillment of the plan, increase the conversion of current deals and show growth in indicators during the first two months.

Initial data: an employee in the position of ROP goes on maternity leave, there are 2 sales managers in the department, plans have not been fulfilled for the last 2 months. A replacement with strong sales competence and less focus on administration is needed.

Recruiting process.
The vacancy was published on April 22. Candidates went through several selection stages (preliminary questionnaire, interview, personality testing, team role testing, calling references from previous places of work, final interview with the manager, test day)
A total of 282 candidates passed through the funnel. 4 candidates reached the final interview, and 2 candidates went to the test day. As a result, one was selected.

Duration of work on the vacancy: 2.5 weeks.
On May 8, the employee started work

About the project: IP Khomyakova, a successful women's clothing seller on Wildberries, with a staff of up to 10 people, is located in Moscow.

Request: Find a business assistant for the office to relieve the manager of operational tasks. Working conditions correspond to market standards.

Solution and approach: A detailed candidate profile was compiled, focusing on personal qualities. The selection process included both responses to incoming responses and an active search. After 4 weeks, due to a weak flow of candidates, the profile was revised, the working conditions were changed to remote work and the budget was reduced. A month later, the ideal candidate was found.

Results: Processing 306 resumes, 14 initial interviews, preparing 3 final candidates, conducting a final interview, successful employee start-up after 2.5 months. The new employee is a productive girl with experience as an assistant, who is suitable in terms of personal qualities and has a hobby in designing and sewing women's clothing

About the project: OOO "Basalt" is a Moscow company specializing in the production of natural stone products for interiors and exteriors.

Request: Head of HR is needed to adapt employees, increase their engagement and successfully close vacancies. This was the first HR position in the company. Working conditions correspond to market conditions, work in the Moscow office.

Solution and approach: The selection process included working with incoming responses and an active search in the cold resume database.

Result: In 1 month, 84 resumes were processed, 6 initial interviews were conducted, 2 final candidates were provided, and one was selected. The selected candidate had significant experience in adapting and increasing employee engagement, as well as the necessary personal qualities. The offer was sent and accepted on the day of the final interview.

About the project: Workshop Renaissance, located in the Moscow region, specializes in the production of polymer concrete products, including moldings, columns and other facade elements. The collaboration began with the search for an assistant manager who has been successfully working in the company for over 3 years.

Request: Due to the expansion of the business and the opening of a new sales line - flower pots and pots made of polymer concrete on marketplaces - there was a need for a marketplace specialist. The main requirement was high competence in this area, since the company's manager did not have deep knowledge of marketplaces. The work was supposed to be remote.

Solution and approach: The search process included working with incoming responses and an active search in the cold database. Given the specifics of the vacancy, a competent specialist was brought in to check the narrow skills of candidates.

Result: Within a month, 161 resumes were processed and 14 initial interviews were conducted. After careful selection and skills testing, one candidate was presented for the final interview. This specialist was selected due to his competence and willingness to work within the proposed conditions.