Employees FAQs

1. How to switch to the IT field?

If you don’t have a lot of experience, but you’re looking to join this growing industry, don’t worry!  You’re not the first.

Keep in mind that there’s more than one type of IT job and various levels of technical knowledge are required.

  • If you’re looking for a technical role, you’ll need certain qualifications.

You can start by getting a relevant degree at university or finish the right courses. Also, you can land your dream job through an internship or by taking an entry-level position.

  • For a management role that doesn’t necessitate technical skills, your employer might be able to train you. 

There are multiple pathways to landing a career in IT and the best one for you depends on where you currently are in your career and how much time you can commit to hunting an IT or tech job.

2. How to look for remote work?

There are a ton of reasons to look for remote work, now more than ever. We’d firstly recommend trying to work remotely part-time. Just to get the taste of it. Secondly, you can learn some tools that’ll help you stay productive. And then a specialized IT recruiter can help find the right role for you, he will guide you through this process. If the IT industry is right for you, they will search for any grants that you may qualify for and set up a personalized IT certification program around your schedule.
Check out our telegram channel 

3. How to get ready for an onsite interview?

Before the interview, you have to find out as much as you can about the hiring company. It is important that you familiarize yourself with their work and think of a couple of questions that you can ask them.  Be on time, be ready for small talk, and try not to stress out.
Lifehack: write to the employees from the department you want to work in or ask a question on the forum (such as Reddit or Quora), collect options for possible questions and prepare answers.

4. Who makes the final decision in the hiring process?

If you’re working with a recruiter, you might be curious how much of an impact they have in the final decision. Despite the recruiter being responsible for sourcing suitable candidates and presenting them to the employer, it’s the hiring manager that ultimately decides who they will hire. However, the recruiter still plays a significant role in the process, so pay attention to their advice, because they play a vital part in the hiring process and might influence who gets the job.

5. How long does the process take from initial contact to the hired candidates' first day?

Some vacancies are closed pretty quickly. It depends on the fullness of the job market, the number of stages of the interviewing process, and the conditions of work. The process can take longer, e.g. when hiring: outside of the region (due to visa restrictions and relocation considerations), C-suite professionals, or when recruiting for niche and complex positions. The estimated period to hire a professional in the IT field is one month, but it could be prolonged to about six months. 

6. How much does an IT recruiter cost?

For an applicant, recruiting services are free.
If you’re looking for the recruiter position check our telegram, or check our salary map if you’re not sure it’s worth it.

7. What are the stages of an interview?

The quantity and order vary on the position and the size of the company. On average, there are 4 stages: 

  1. Initial with an agency, 
  2. With HR / Hiring Manager (online or onsite)
  3. Testing task (online or onsite)
  4.  With a project/direction manager or C-level.
    Bonus: Today it became trendy to set up a non-formal meeting with the future team (e.g. in the restaurant/cafe).

8. What needs to be done to be noticed among other candidates?

  1. Invest your time on polishing your CV.
  2. Promote yourself. Use networking and job boards, know what you know, and what you are open to new work.
  3. Take the lead. Find a recruiter or head of the HR department of the companies you would like to get into. Contact them with your CV and a cover letter. Yes, there might not be any open vacancies right away, but they will contact you when they have something to offer.
  4. Give feedback. Are you offended when the recruiter did not answer? There is a flip side of the coin when 10-20 people per day do not respond to the recruiter. If you stated the preferred method of communication, be in touch! Check mail (spam too), call back, look at requests in social networks/instant messengers.
  5. Keep the promises. We agreed on a meeting, but plans have changed? Write. Are you late? Call. Don’t you like the offer? Let us know about it. If you promise something – the person expects this from you. This is just a must-do and shows your responsibility.

9. Why haven’t I gotten feedback from a recruiter and what should I do?

  1. The recruiter received numerous job applicants. 
  2. The recruiter is still waiting for a decision from the team. Since there is nothing to write, then there is no sense in answering, right? As a result – a candidate in ignorance. A good recruiter (yes, we do) should inform you that the decision is delayed and why. You can do the same as in the first point.
  3. The letter was lost/got into spam. Check the spam folder at least once a week and mark emails so as not to lose them in the future.
  4. The recruiter simply forgot. Do not be shy to write/call if the feedback is important/the company is interesting.

10. How to estimate your value and cost as a specialist?

It is hard to measure your value, but to be ahead of the curve you have to be flexible, learn constantly (and don’t forget to develop your language skills), practice soft skills, and networking. As for your market cost, you can check average salaries online, e.g. here.

Employers FAQs

1. What sectors or industries do you recruit for?

We’ve successfully recruited for supply-chain management, video advertising, fintech, education, and data science. We serve as internal HR partners for several companies, including big data startups in marketing and advertising.

2. What does an IT recruitment consultant do?

First of all, we analyze the company and help to create candidates’ portraits, help you clarify the place in the team for the hired specialist. Do sourcing, show employers the blinds, do research, tailor a salary range.  You can read more here.

3. How much does it cost to recruit a new employee?

A big turnover rate can have a huge impact on an organization’s finances. The precise cost of recruiting a new employee varies depending on your company and its structure, but many organizations focus on retention in order to keep turnover to a minimum. 

Working with a specialized headhunter can lessen some of the associated costs, as they can conduct pre-screening interviews and advertise the role.

There are two approaches to recruitment in Ukraine:

  1. A percent of the annual salary (10% or one full salary);
  2. A fixed price for searching and hiring the candidate.

At DNA325 we use the second approach, it speeds up the process and allows us to find a specialist for any level of salary.

4. What to do when your candidate gets a counteroffer?

When we have negotiations with the employer, we discuss the salary range. Good specialists have 3-4 offers on their tables, so it is important to have something else to suggest, like social packages, modern technologies, or some exclusive.

We recommend providing a specialist growth map and additional opportunities for his or her development in advance – this may play a key role in choosing a company.

5. How to write a good job description?

Most IT jobs are highly technical, so an IT job description should be focused on the technical skills, experience, and qualifications that are required.

Be honest. Write about what you actually want your employee to do. Some companies lie on their vacancy description because they want to make a pool of candidates and see who can fit.

Give your applicant a definite vision of the role. Include an introduction to the company, the tools, and technology they’ll be working with, progression opportunities, and compensation.

6. How to improve employee retention?

Employees must understand what they do, why they do it, and see the result. Retention isn’t about happiness, it is about understanding what they do.

When screening candidates, pay close attention to signs that you may have a job-hopper. Seek someone who is interested in evolving with your company rather than getting experience to take somewhere else.

We recommend conducting a performance evaluations with every single person in your team every year (or every six months).

7. What are the guarantees for staff recruitment?

If we don’t hit the target, we guarantee you a replacement during the trial period. If you want to scale in a short time, we can offer a specific package.

8. What is required of a copmany?

Fill out the brief in detail(distinguish your company for the candidate) so that we can create an effective vacancy (approve salary and contract details), and start the hiring process. 

9. What opportunities does the agency have in addition to staffing?

We build & grow the client’s own in-house development and design team. DNA325 helps with operational support and back office. The agency also uses Space As a Service business model.

Want to build a new product or startup? We have a subdivision, Product Engineering team – LAB325.

10. How does the agency understand and care about your company's growth?

We deeply immerse in objectives and roles team members play in that process, we understand the client’s business, and for what tasks he is searching the person/team. We act as consultants before starting hiring.

Still got questions? Drop Us a Line.