“We contacted A.N.T. specialists several times. for the selection of highly specialized specialists.

Colleagues filled the following IT and Digital vacancies:
Marketing and Advertising Director;
Web Developer (Backend)

Each time the recruiters of "A.N.T." found candidates for us who today continue to work in our company and have become an integral part of the NBcom Group team.”

Head of HR Department, Kontorina Yu.A.

“We cooperate with "A.N.T." 2 years and during this time our team has replenished with highly qualified specialists in the field of software development - programmers, analysts, testers.

Accuracy, speed and reliability are very important in our field of activity, and we are pleased to note that the company's managers always work out our requirements for vacancies in detail, promptly select candidates and offer constructive options.

With confidence we recommend "A.N.T." as a reliable and professional business partner and look forward to continued productive cooperation”

Director of Bercut Ltd., Bersenev A.A.

“It was important for us to quickly close the position of a ReactNative programmer-developer, and the recruiter of A.N.T. did an excellent job with this task.

We are satisfied with our cooperation and can characterize the work of the company's employees as highly professional people in their activities, very punctual and executive. A distinctive feature of the company is the efficiency and performance of tasks. Our company recommends “A.N.T.” as a responsible and reliable partner offering effective recruitment solutions.”

iBolit CEO Herman Ivkin

"Recruiting Agency" Group of Companies "A.N.T." has been an official partner in the field of IT recruitment for 2 years.

During this time, the "A.N.T."

• We contacted the A.N.T. Group of Companies to promptly close the following vacancies - Data Science, 1C programmer, Php-developer, Project Manager.

• We recommend the recruiting agency "A.N.T. Group of Companies" as a reliable and stable business partner.

• Director Kondratiev A.Yu.

Task:
Lots of clients come back to our service again and again. For instance, about 30% of employees were hired with our assistance to game development company in USA. One of our partners returned after self-searching attempt of Senior С++ lasting for 11 months. Salary levels corresponded the market median. The technical competence was checked with employer’s test system.

Special features, caused certain complexity:
1.The product to develop – slot games;
2. Office work (remote mode is available only during «the Iron Curtain»);
3. Strict working hours – from 9 a.m. till 6 p.m

Solution:
After the request analyzing, we redefined the portrait and concluded that we should pay attention to Middle level programmer. Potential employee’s technical competence could be estimated in advance due to the realized projects in GitHub profile. Moreover, extra testing task allowed to determine the final decision.

Result:
Our recruiter filled the vacancy in 14 days. С++ developer passed the testing examination and still works in he customer’s personnel

Task:
It’s a true challenge to find С++ programmer in New Year’s celebration holidays.

The main demands to the customers:

• Readiness to office work,
• Quite big and difficult testing task,
• GameDev experience,
• Obligatory OpenGL experience with graphics and Data Link Escape.

Besides, the salary was lower than market rates

Solution:
Our recruiter organized the funnel with many types of traffic search. Several candidates coped with the test in parallel. The customer invited the employees in any case, even if the task was not completed finally. Thus, he tried to motivate them. All the candidates could observe the future office and get boosted with the crew energy

Result:
We found a skilled programmer C ++. For 3 weeks he performed testing tasks not even thinking of getting out of race. Potential employer estimated such a great level of motivation, persistence and willing to work in the team. This case describes the importance of candidates’ evaluation

Task:
The customer’s development crew needed React.js (Redux, Babel, SCSS, Webpack, Recompose, Type Script, etc.) Frontend-developer to manage medical online platform. The general aim of this specialist –new partners integration’s organization and modern destinations to business

Solution:
Before the start we distinguished the main sourcing channels. Immediately after we began our active search. In IT funnel’s conversion is significantly different from other areas. Our team analyzed huge number of CV’s, sent dozens of email messages, and monitored more than 15 interviews to select a couple of skilled final candidates. As a result, 3 employees visited the office. One of them matched all the standards, including the level of technical knowledge and some personal qualities, necessary for the Company

Result:
We examined our customer’s requirements, build the searching map – all mentioned helped us fill the vacant position successfully and fast. So, we hunted the specialist who joined the team operatively and easily adapted to it, too

Task:
Our client needed a specialist with 3-year experience in PHP web development, fluent in SQL, one/more server programming languages knowledge, particularly, Java/C/C++/C#/Python, and experienced in implementing modern BI systems (Qlik, Tableau, Power BI, etc.)

Solution:
The customer provided 50 candidates stop-list of (all the candidates independently responded to the Customer on different sites). We realized that this strategy did not work enough and decided to use social networks to find the right PHP programmer. We searched for the accounts of potential candidates directly and reached them through the lists of contacts and friends. After that, we made a recruitment newsletter to those who might be interested in it, and who can recommend their colleagues or acquaintances, with requests for repost, too.

Being members of professional HR communities, as well as profile groups with vacancies publishing, we managed to save some time. Twitter, LinkedIn, and My Space were used to search for developers, because the target audience is most widely represented. Finally, we received 34 resumes. After quality checking we chose one applicant who coped fast and accurate, meeting all the requirements of the Customer. The company approved this specialist, and the position was filled from the first candidate

Result:
Due to the deep analysis of candidates and accordance with the requirements of the customer, we were able to find the necessary employee in a short time establishing himself as the perfect specialist in the industry