<aside> <img src="/icons/flash_yellow.svg" alt="/icons/flash_yellow.svg" width="40px" /> Mastering the impossible: how KUZNITSA TALENTS built a top qa team in just one month
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In today’s competitive job market, assembling a team of experienced IT specialists within a short timeframe is no easy task. Many companies struggle with finding the right talent quickly, especially when dealing with highly specific requirements. That’s why the best solution is often to turn to a specialized IT recruitment agency, which is exactly what our client, a Belgian company, did. Their challenge was to build a team of QA professionals from scratch, and this is how KUZNITSA TALENTS helped them succeed.
✅ Building a team of 3-4 manual QA testers at a Middle+ level and a Senior QA with team leadership responsibilities. ✅ Candidates needed to work on-site, with no option for remote work. ✅ The offered salary was slightly below the market average. ✅ Preference for candidates who had not worked at large corporations and were more inclined towards smaller companies. ✅ Stability in work history was crucial—candidates needed to have spent at least two years in their previous role.
We quickly identified that this was not going to be an easy recruitment process. Several factors added complexity to the search:
🔹 The client was unable to offer automated testing opportunities, which is a key attraction for most Senior QA professionals.
🔹Only local candidates from Belgium could be considered, as relocation was not an option.
After thoroughly analyzing the client's needs, we developed a precise candidate profile. The ideal person would not only be a highly experienced QA tester but also someone who preferred working in smaller, more agile companies rather than large corporate environments. Furthermore, they would value stability and longevity in their career, showing a tendency to stay in roles for extended periods.
Once the candidate profile was clear, we began the search.
To attract potential candidates, we focused on highlighting the most appealing aspects of the client’s offer:
🔷 A high-load, challenging project with global market exposure.
🔷 The chance to work in a dynamic, young team.
🔷 On-site work, which we reframed as an advantage by emphasizing the opportunities for face-to-face collaboration and a vibrant office atmosphere.
We compensated for the lower salary by positioning the project as an exciting opportunity. Instead of focusing solely on the company, we emphasized the innovative nature of the product, its impact on users, and the complex, interesting challenges candidates would tackle in this role.
Our multi-channel approach ensured that we left no stone unturned. We used LinkedIn, Facebook, job portals, our internal candidate database, and specialized IT recruitment platforms to find the right fit. Here’s how the process unfolded:
🔹 We reviewed over 300 resumes. 🔹Conducted 66 interviews. 🔹 Conducted 66 interviews.