If you're reading this and wondering, "Why isn't there a standard list of hard skills?" that's already a good sign.
Technical expertise is a baseline. If you're a strong IT recruiter, you already know how to source, where to look, and how to read a technical CV. That's the entry ticket, not the competitive edge.
We're looking for someone who will make recruitment effective in the business sense of the word: scalable, predictable, and strategically aligned with business goals.
Hands-on. Independently. With full ownership of the function.
- Full-cycle hiring: from shaping the role profile to offer
- Independent sourcing: choosing channels, tools, and approaches, and being ready to change them when they stop working
- Market analysis (Ukrainian and international), before the search starts, not after the first failed month
- Working with hiring managers: clarifying requirements, managing expectations, making decisions together
- Competency-based interviews: assessing both hard and soft skills
- Building and improving the recruitment process:
- metrics, analysis, iterations, sourcing templates
- Maintaining CRM and other recruitment tools
- Participating in annual planning and budgeting for the function
- Preparing analytical reports
- Making independent operational decisions on resources and approaches
- Strong IT recruitment background (technical roles, full cycle)
- Confident sourcing: LinkedIn Recruiter, ATS, and the ability to find and implement new tools independently
- Understanding of engineering roles: tech stacks, terminology, market trends
- Experience with competency-based interviews
- Data-driven decisions: you argue your position with numbers and facts, not gut feelings or "that's how it's done"
- Systems thinking: you see recruitment as a function, not a set of tasks
- English Upper-Intermediate+
Nice to Have:
- Experience managing a team
- Background where you had personal accountability for business outcomes, industry doesn't matter
You should apply for this role if:
- You think of recruitment as a business function with metrics, forecasts, and strategy — not a pipeline of incoming requests
- You analyze the market before starting a search, not after the first failed month
- When something isn't working, you change your approach — you don't explain why it didn't work
- You ask uncomfortable questions of hiring managers when it's needed
- You understand the difference between "closed the vacancy" and "hired the right person"
- Scale doesn't scare you, you figure out how to get there yourself
This role is not for you if:
- You need a manager to start your work
- You're used to strategy being set above you
- "The market is like that" is an argument for you, not a starting point for finding a solution
- Salary: market rate of $1900–$2700/month + bonus tied to business OKRs
- Office: Kyiv or Dnipro (hybrid: 3 days office / 2 remote)
- Pet-friendly office open 24/7
- Learning & development support: courses, conferences, internal knowledge sharing
- Annual development review and personal growth plan
- A team of professionals and an environment open to your initiatives
