toogeza

*This is what you need to know about toogeza before working with us! We provide our services worldwide. Our team has experience in exploring new markets and finding relevant candidates wherever they’re needed. No bureaucracy! We prioritize speed and quality at every stage of what we do. Lifelong learning is our philosophy. If there’s something we don’t know or understand – we’ll do our best to change that. What other recruiters might consider a source of headache is an exciting adventure for us. We mean it! Expect questions! We don’t stop at a basic level, we dig deep to get a clear understanding of what our clients truly need and why. That’s how we find relevant candidates. We are your brand ambassadors. We always remember about it and act that way whenever we interact with potential candidates. You can rely on us! If it sounds like we share similar values and you need help with finding new talent – reach out to our Head of Recruitment Nadia Dorota. #Recruitment #RecruitmentPartner #RecruitmentTech #ValuesMatter #TeamCulture

Are you struggling to find the right talent for an ML project? We know this challenge exists, and we’re ready to help you overcome it thanks to our significant experience in this particular niche. Here’s one of our cases to prove the point. Request: Senior ML Engineer with leadership potential to join the company as an in-house developer and eventually lead a team of ML engineers. Bottlenecks: *a recommendation system at the core of the client’s technology > a need for someone experienced in this field while also having worked with reinforcement learning, deep learning or neural networks; *a startup with a small team > a need for an ML generalist able to wear numerous hats writing Python code, improving the infrastructure (MLOps), working on pipelines, performing A/B experiments and analyzing the results (as a data scientist would do). Results:  *3 candidates selected after interviews and assessments; *1 candidate chosen out of three based on a better culture fit; *1 offer made, 1 offer accepted; *35 days spent achieving this outcome. Insights: *a well-briefed vacancy can bring quick and satisfying results. Our recruiter scheduled briefing calls with a technical interviewer and a business hiring manager, and then approved a set of questions with them. It led to a clear understanding of the role and saved numerous hours for our client that could otherwise be wasted interviewing ill-fitted candidates. Recruiters at toogeza have worked with various ML projects, so they truly understand how they function and what kind of employees they require. As a result, they’re able to save your resources and find candidates that are a true match. If you’re willing to optimize your hiring process – reach out to our Head of Recruitment Nadia Dorota, and she’ll make it happen. #ML #TechTalent #DL #RecruitmentTech #ML

It is time to acknowledge the difference between HR managers and recruiters! HR encompasses a broad spectrum of responsibilities, but if you add sourcing, recruiting, and hiring to that list, you might face a significant efficiency drop. So, what are the key reasons to distinguish these two areas of work? *Expertise > recruiters are experienced in not only sourcing relevant candidates but also efficiently interviewing them and making evaluations based on the specific needs of your business. *Market insight > the job market is always changing, and recruiters are the ones monitoring it, spotting trends, and finding new solutions. While HR specialists focus on ensuring productivity and fulfillment among employees, recruiters know how to attract top talent. *Candidate experience > you hire a recruiter, but their goal is to achieve a result that will satisfy both the employer and the future employee. At toogeza, each recruiter has their own system of organizing their work process and relationship-building. In short, recruiting is a complex and time-consuming process, so by involving a professional with experience in this field, you enable your HR specialists to focus on their critical functions. If you are ready to work with a pro recruiter, feel free to reach out to our Head of Recruitment Nadia Dorota. #HR #Recruitment #TalentAcquisition #TechTalent #RecruitmentTech

Remote work isn't just a temporary trend anymore; it's here to stay. Here’s what our Head of Recruitment Nadia Dorota recommends paying attention to in order to help your company excel in this environment. *If you’re hiring, focus your search on the location where the core team is based. But if the process turns out to be ineffective, consider recruiting talent internationally. This option is one of the major benefits of remote work. Benefit from it! *Align the decision to hire locally or internationally with your company's growth objectives and operational needs. To find a balance between the two, leverage local talent to support immediate growth initiatives while strategically tapping into international talent pools to fuel long-term expansion and innovation. *Don’t underestimate the importance of the company culture! If your team works fully remotely, personal communication is crucial. It cultivates connection and facilitates effective collaboration and productivity. Consider setting up personal check-ins for your teams. It might sound basic, but this simple tool is actually capable of enhancing employee morale and fostering stronger team dynamics. As you continue to navigate the landscape of remote work, remember that efficiency drives progress, but it's the personal touch that fosters lasting success. If you’re facing any hiring challenges – feel free reach out to Nadia! #RemoteWork #TalentAcquisition #TechTalent #Recruitment #RecruitmentTech https://lnkd.in/eZWKBycw

How can start-ups attract top talent on a limited budget? Our Head of Recruitment Nadia Dorota has recently shared some tips with Mission Possible, a venture building program she has been attending. Here they are: *Pitch your company as if you were talking to an investor > if you’re willing to hire an experienced professional, you really need to sell your idea to them; *Look for people with similar values and objectives > they might give up some of the benefits if they care about the same issues as you do; *Give them space to make an impact > doing work that matters often becomes more appealing and fulfilling with time; emphasize that they could truly change something by joining your team; *Be open and flexible about your cooperation > they might not be ready or willing to work full-time with a significant pay cut, but they might consider working with your part-time or as a consultant; consider every opportunity out there to make it work; *Prove your potential > illustrate your confidence in the company you’re building and the future benefits they could receive; for example, by providing equities. Discover more recruitment-related insights based on Nadia’s exceptional experience in the video below. https://lnkd.in/gTqRF6tf #StartupRecruitment #StartupHiring #TalentAcquisition #TechTalent #StartupCulture

We are certain that every business would benefit from a wizard like Kyrylo Grygoriev, our Operations Manager, so we decided to share a bit of his magic with you. Before joining us, Kyrylo used to lead a team of project managers in a tech company. At toogeza, he is responsible for adjusting and improving our business processes. He is exceptional in many ways, and these are just some of them: *a human-first approach. He’s convinced that our time is the most valuable resource, so he rejects processes that require one’s time without providing any value. There are no tasks for their own sake when Kyrylo is around; *when strong analytical skills meet creativity. He has a big-picture vision of all key business processes. He’s capable of processing a lot of information and coming up with a solution that is both business-efficient and user-friendly; *a fundamental approach to everything. Kyrylo always digs deep. He makes an effort to understand the pain point, the need, the reason behind it in order to find a relevant solution; *experience and expertise. He helps employees, while not being a professional in their niches, but he understands the functions they perform and their needs they have. That is how he can communicate with them effectively and suggest relevant solutions; *being open-minded. Kyrylo doesn’t force his opinion on others. He collects data and pays attention to the ideas of others. He always acknowledges whose suggestion it was when he implements something new; *communication and negotiation skills. Kyrylo likes to point out that there are no templates for communication skills. One can obtain technical skills, but it’s a whole other challenge to present solutions to teams, help them share one’s vision, and implement it all successfully. When asked about a challenging professional experience, he named a few, including joining toogeza. Wait, what? Yes, he is only human, just like the rest of us, so learning about a completely new industry for him — recruitment — was not easy. He took some time to understand our team’s mindset, processes, and needs. It turns out our CEO Yuliia Drobot was the one who significantly helped Kyrylo get there by inviting him to recurring team calls. It was an opportunity to collect new information and ask questions on the go. We couldn’t end this interview without asking Kyrylo Grygoriev for a tip. He suggests updating meeting notes at the top of the document to avoid the never-ending scrolling. He insists that it be a substantial improvement of the day-to-day documentation system. Will you give it a go? Please do. #BusinessOperations #OperationalExcellence #BusinessEfficiency #ChangeManagement #WorkflowOptimization

*When interviews hit a roadblock, here is what we do. At some point, our Senior Recruiter Rymma Holoborodko took part in recruiting and hiring employees for a Cyber Security project. Finding the right Senior Python Developer turned out to be more difficult than expected. The initial challenge was the state of the job market. Developers with that particular skillset and experience were not interested in switching jobs. So, recruiters had to make extra effort to make their requests and offers more appealing. There was also an additional challenge. One that occurred at the interviewing stage: candidates refused to proceed. Some of them were a good fit; they received positive feedback and an offer to go to the next stage. But they were not interested anymore. Here’s how Rymma approached this issue and successfully solved it: *by reaching out to candidates and asking for their feedback – some of them did not like the tone of voice of the interviews; *by requesting the right to attend several interviews to observe the process and the hiring managers – there was no dialogue; when candidates had questions, they did not receive any answers; *by preparing and presenting a candidate experience presentation to illustrate the recruitment funnel and pinpoint the bottleneck; *by making it clear to the client that it’s not only them who were choosing a potential employee – candidates were choosing as well; *by suggesting changes: to add an intro call before the technical interview and share the test assignment afterwards; *by encouraging the CTO to be involved in the hiring process to improve it – he agreed with the suggestions Rymma had, conducted intro calls and attended tech interviews. It only took a month to hire a great Senior Python Developer after these changes were implemented. The hiring process might seem straightforward, but some cases require additional attention and tailored solutions. This is where our team comes in. If you’re facing a hiring challenge – reach out to Rymma Holoborodko. #Recruitment #RecruitmentPartner #RecruitmentTech #SeniorPythonDeveloper #CyberSecurity

*Top-tier executives can propel your organization to new levels of excellence, but recruiting and hiring them is not an easy task. Let’s explore some of the challenges that you might face on the way and our approach towards tackling them. *challenge: C-level executives rarely look for new jobs and apply for them; some do not even have profiles on platforms such as LinkedIn; *solution: we have an extensive network of professionals with outstanding experience; and if it’s not enough, we conduct thorough research to find relevant candidates elsewhere. *challenge: the higher the level of expertise, the longer the recruitment process gets; *solution: we optimize every stage of the process: thorough research, precise requests, quality of candidates over quantity, regular check-ins between parties to ensure everyone is on the same page, analysis and initiative to suggest solutions tailored to each case. *challenge: switching companies at a C-level is a huge decision that leads to complex procedures and a lot of effort both in the previous role and the new one; *solution: clear communication and guidance throughout the entire process; our recruiters collect and provide details to candidates to help them see the opportunity in front of them and its potential; if necessary, they schedule personal meetings with company representatives or informal calls with candidates to help them make an informed decision. *challenge: case studies or assignments that are a part of the hiring process can require you to share sensitive business information; there’s a certain level of risk there. And in some cases, candidates that do not receive an offer might request to be paid for their time. *solution: signing NDAs to avoid the risk of disclosure of nonpublic data and agreements that prove a candidate's consent to performing a task as a part of the hiring process without being paid for it. All in all, hiring C-level management is a pivotal endeavor that demands careful consideration, strategic planning, and impeccable execution. Thanks to our proactive approach to talent acquisition, informed by best practices and a commitment to excellence, we can help you assemble a dynamic leadership team. If you are interested in scheduling an intro call – feel free to reach out to our Head of Recruitment Nadia Dorota. #Leadership #CLevelManagement #ExecutiveRecruitment #BusinessGrowth

Strategic approach to the implementation of software tools enables our employees to pay less attention to recurring day-to-day tasks and have more time and resources to generate new ideas and unconventional solutions. These are some of the tools that we rely on at toogeza. *Slack vs. Discord Slack has become a business communications staple among companies of all sizes across a variety of industries, and we use it too! But according to Kyrylo Grygoriev, our Operations Manager, Slack’s key competitive advantage is the ability to communicate with other companies by creating mutual workspaces. The alternative that he personally prefers is Discord. Unexpected, right? It turns out that a lot of the business communication functions are free there, and user experience can be more satisfying. Plus, it’s possible to create templates for various use cases. For example, you could set up roles, so when a new employee joins your company, Discord will automatically add them to all the chats they need to be in, whereas in Slack, you have to do it manually. *Ashby This is an all-in-one recruiting platform that our recruiters use to keep track of all the requests they receive and to oversee the candidate pipeline from beginning to end. Basically, it allows them to do the key part of their jobs better. Ashby is great at data visualization, so we can easily spot what’s going on and what’s lacking: a certain document, a response, etc. It also has some features that make it especially useful. For example, an in-built emailing system. Our recruiters find it very convenient to be able to communicate with candidates. Depending on the industry you’re in, there may be other tools tailored to the unique requirements of your business.  *PeopleForce Our CEO Yuliia Drobot has previously worked with this software, so we decided to implement it at toogeza as well. We use it for all key HR-related tasks: processing and storing employee data and documentation, flexible leave management, and so on. Even though Kyrylo finds it rather inconvenient in terms of setting up the whole system, PeopleForce helps us optimize processes, enhance employee experiences, and drive organizational success. If you’d like to find out about other tools that we use at toogeza, please explore our previous post. And if there’s software that has become a game-changer for your company, please share it in the comments with us. Maybe we should use it too! #StartupSuccess #SoftwareTools #Entrepreneurship #TechSolutions #Innovation #BusinessGrowth

As a start-up, we get to build all of our business processes from scratch. It’s both a major opportunity and a complex challenge. From the very beginning, we decided that we would rely on software to enhance productivity and creativity at toogeza. We asked our Operations Manager Kyrylo Grygoriev to share the tools that we rely on the most. *ClickUp Kyrylo is a verified ambassador of this task management tool. He attributes our significant improvements related to the efficiency of our day-to-day operations to it. ClickUp ensures that our team members receive reminders when they become relevant to them. It allows us all to focus on the right tasks at the right time. We have 6 automated tasks that ClickUp generates after we create a new workflow with a client. Plus, there are 12 more automated tasks for the period that begins after our clients hire our candidates. Also, we use it for regular reports. Thanks to ClickUp, no task can be forgotten or lost no matter how busy we are. *Google Workspace Don’t take for granted the value that it can provide to a business of any size. Kyrylo used to work in a company with 250 employees, including 15 heads of departments, and to schedule a meeting, they had to check in with each other manually. At toogeza, we’re always in sync without wasting time or mental resources. Apart from the obvious scheduling advantages, Google Workspace is great for security reasons. If someone’s laptop or mobile device gets lost or stolen, we can immediately take away their access to all of our business information and to ensure its safety. All of the other tools are linked to email, so we can easily protect them as well. *SmartSuite It is a multifunctional platform for task management. Usually, start-ups don’t use this kind of complex and expensive tools, but we decided to keep our scaling plans in mind and make sure we’re all set for growth. We use SmartSuite as a Business Intelligence tool to analyze business processes and distinguish patterns. Also, it helps us visualize data and make important management decisions. These are just some of the software tools that are at the core of how we organize our business processes at toogeza. We’ll share three more in our next post. Make sure to follow our page and stay tuned! #StartupSuccess #SoftwareTools #Entrepreneurship #TechSolutions #Innovation #BusinessGrowth