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PRACTICAL TIPS
Six Months, Carl! Six Months.
That is exactly how long the owner of one IT company spent trying to fill a DevOps Engineer position before we finally hopped on a call.
Today, I want to share a story about a hiring pain that dragged on for a staggering half a year. I hope cases like this inspire you. And let it be a reminder so that no one can claim "there are no candidates on the market." The candidates are out there, and the vacancies are out there. The key is finding that perfect connection — the solution where they finally meet.
Let's dive in. During our first meeting, the owner immediately asked me: "What is going wrong? Why is the market so empty?" The complaints were pretty standard: candidates were either "not the right fit" or ghosted at the very last minute.
But at IT Camp, we always start with an audit. We dig deeper and look under the hood. And that’s where we uncovered details that would make any recruiter shudder:
The result? Strong engineers made it to the final stage only to hit a brick wall of endless internal approvals, so they simply walked away from competitors. When a candidate is looking for a job, they are looking for it here and now. While the company spent weeks passing CVs back and forth internally, people already had 1 or 2 job offers in hand.
We didn’t make the classic mistake of searching for an "even more perfect" candidate. Instead, we started by fixing the process itself.
Together with the client, we implemented three simple rules:
What was the outcome? A vacancy that had been hanging open for six months was filled in literally 3 weeks. And it was done within the exact same budget that the client previously thought was impossible to hire for.
The Bottom Line
Sometimes, the most expensive vacancy in a company isn't the one where you have to pay above the market rate. It’s the one where nobody takes accountability for the selection process and the speed of decision-making.
🎯 If you feel like your business-critical vacancies are stuck in limbo — the market is rarely the only culprit. Send us a message, and together we will review your hiring processes and pinpoint exactly where you are losing top talent.
Today, I want to share a story about a hiring pain that dragged on for a staggering half a year. I hope cases like this inspire you. And let it be a reminder so that no one can claim "there are no candidates on the market." The candidates are out there, and the vacancies are out there. The key is finding that perfect connection — the solution where they finally meet.
Let's dive in. During our first meeting, the owner immediately asked me: "What is going wrong? Why is the market so empty?" The complaints were pretty standard: candidates were either "not the right fit" or ghosted at the very last minute.
But at IT Camp, we always start with an audit. We dig deeper and look under the hood. And that’s where we uncovered details that would make any recruiter shudder:
- Over those 6 months, the candidate requirements changed four separate times.
- Five different specialists were involved in the selection process.
- And the final "yes" or "no" had to come from a person who had never actually met the candidate or attended a single interview.
The result? Strong engineers made it to the final stage only to hit a brick wall of endless internal approvals, so they simply walked away from competitors. When a candidate is looking for a job, they are looking for it here and now. While the company spent weeks passing CVs back and forth internally, people already had 1 or 2 job offers in hand.
We didn’t make the classic mistake of searching for an "even more perfect" candidate. Instead, we started by fixing the process itself.
Together with the client, we implemented three simple rules:
- One clear profile (no chaotic, on-the-fly changes).
- One or two people who actually make the final hiring decision.
- A strict 48-hour rule for feedback after every single interview stage.
What was the outcome? A vacancy that had been hanging open for six months was filled in literally 3 weeks. And it was done within the exact same budget that the client previously thought was impossible to hire for.
The Bottom Line
Sometimes, the most expensive vacancy in a company isn't the one where you have to pay above the market rate. It’s the one where nobody takes accountability for the selection process and the speed of decision-making.
🎯 If you feel like your business-critical vacancies are stuck in limbo — the market is rarely the only culprit. Send us a message, and together we will review your hiring processes and pinpoint exactly where you are losing top talent.