IT Recruitment for a Product Development Company
Challenge
Brandgility is a brand asset management platform for distributed teams, used by some of the world's biggest brands to create sales and marketing materials that automatically comply with brand guidelines.
As the platform scaled, the product team needed to continuously close skill gaps and replace departing team members across a range of roles: backend, frontend, and mobile developers, as well as manual and automated QA engineers. The core challenge of external recruitment was aligning expectations between both parties — each company has a different understanding of an ideal candidate. Recruiters had to reconcile requirements with market realities and establish a clear, effective communication flow between their team and Brandgility's product manager and CTO.
Brandgility is a brand asset management platform for distributed teams, used by some of the world's biggest brands to create sales and marketing materials that automatically comply with brand guidelines.
As the platform scaled, the product team needed to continuously close skill gaps and replace departing team members across a range of roles: backend, frontend, and mobile developers, as well as manual and automated QA engineers. The core challenge of external recruitment was aligning expectations between both parties — each company has a different understanding of an ideal candidate. Recruiters had to reconcile requirements with market realities and establish a clear, effective communication flow between their team and Brandgility's product manager and CTO.
Solution
Building on an existing QA partnership with Brandgility, QA Madness proposed IT recruitment services when the client needed to scale. This initiated an ongoing recruitment cooperation.
The established recruitment flow included: gathering basic requirements from the client; preparing and reviewing job descriptions; analyzing incoming CVs; conducting introductory interviews and English assessments; shortlisting the best-suited candidates; and handing them over to Brandgility for final interviews and selection.
This process allowed the client to delegate the most resource-intensive hiring stages externally, joining only at the final approval step. The recruitment flow was continuously adjusted to match the client's current needs and hiring pace.
Building on an existing QA partnership with Brandgility, QA Madness proposed IT recruitment services when the client needed to scale. This initiated an ongoing recruitment cooperation.
The established recruitment flow included: gathering basic requirements from the client; preparing and reviewing job descriptions; analyzing incoming CVs; conducting introductory interviews and English assessments; shortlisting the best-suited candidates; and handing them over to Brandgility for final interviews and selection.
This process allowed the client to delegate the most resource-intensive hiring stages externally, joining only at the final approval step. The recruitment flow was continuously adjusted to match the client's current needs and hiring pace.
Results
Brandgility now delegates all new recruitment requests to the QA Madness IT recruitment team. After a few initial interactions, the client streamlined their hiring process, relying on thorough candidate pre-selection. Many candidates are approved quickly based on soft skills alone, as the client has full confidence in the technical screening process.
Key outcomes:
- 8 Middle and Senior-level specialists hired, including QA Engineers, Node.js Developers, React Developers, and React Native Mobile Developers.
- Average position closing time: up to 30 days; several positions closed in under one week.
- Client fully delegates recruitment requests, joining only for final candidate approval.
Brandgility now delegates all new recruitment requests to the QA Madness IT recruitment team. After a few initial interactions, the client streamlined their hiring process, relying on thorough candidate pre-selection. Many candidates are approved quickly based on soft skills alone, as the client has full confidence in the technical screening process.
Key outcomes:
- 8 Middle and Senior-level specialists hired, including QA Engineers, Node.js Developers, React Developers, and React Native Mobile Developers.
- Average position closing time: up to 30 days; several positions closed in under one week.
- Client fully delegates recruitment requests, joining only for final candidate approval.