[ CLIENT ]
Cider Consulting is a custom software development company with 70+ employees. The company specializes in ERP and CRM development, web performance optimization, and process automation.
Code2Day tripled a software company’s senior team with 100% retention.
Challenges
- Need a strong internal software development team
- Don’t have internal hiring expertise
- Straightforward and functional projects
- No employer brand (translate - little trust and motivation to choose that particular employer)
Strategy
- Cider was moving from outsourcing development to building an internal development team. They decided to outsource hiring since it wasn’t their core business value
- They chose Code2day as a provider because of their low-risk offer compared to other recruiting agencies
- Cider pays the first 50% of the recruiting fee only after 3 months an employee retains, and the next 50% after 6 months
- This approach incentivizes Code2day to seek out candidates who not only meet technical skill requirements but also align well with the Cider team's dynamics and culture
- This way Cider pays only for value and doesn’t risk depleting pockets for mismatched employees
Case facts
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Senior Developers
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Tech Leads
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Business Analysts
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Designers
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QA Automation Engineers
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Project Managers
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ERP in healthcare
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Food manufacturing
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Food certification
years of win-win partnership
of candidates Code2day offers to Cider match their requirements perfectly on the first try
resumes are screened to get 1 accepted offer + 1 potential (reserve) offer
24 hours to show first resume
You don’t need to learn recruiting nuances. Focus on your core strengths to grow your business. We’ll take care of hiring relevant tech talent.
Outsourcing hiring to build an in-house development team
When Cider started out they were outsourcing software development. As Cider's growth progressed, Rogel, the COO, recognized the necessity of an in-house remote development team.
Having software development as a core value, Cider opted for an internal team to gain enhanced control over development efforts. It enables them to confidently engage with larger clients.
At this time they don’t have internal hiring expertise to search and screen potential candidates. However, they don’t see hiring recruiters as a cost-effective option. Cider would need to pay a full-time salary no matter the recruiters’ success in finding the right candidates. What’s more, Cider doesn't even plan to build a recruitment team in 4 years.
In their search for a recruitment agency, Cider discovered the Code2day team and liked their low-risk offer. Other recruitment agencies charge 50% of the hiring fee on the employee’s first working day. If the developer quits after several days, Cider loses money. That’s great for recruitment agencies, but not for their customers :)
By contrast, Code2day charges 50% of the recruiting fee only after 3 months of retention. This approach motivates Code2day to work efficiently, which is highly beneficial for Cider.
Code2day vs. alternatives for Cider recruiting needs
- In-house recruiters
- Typical recruitment agency
- Code2day recruitment offer
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Pay full-time salary
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Pay upon employee's first working day
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Pay upon successful employee integration (after 3 months)
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Aren’t motivated to work better or faster
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Motivated to quickly onboard candidates who are reasonably suitable
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Motivated to onboard candidates that will fit the project team and retain 3-6+ months
Reasons why Cider employed the Code2day recruiting service for 2+ years
Value-oriented work approach
Code2day operates as a partner, so Cider pays only when they get tangible value ー offshore employees who smoothly integrate into their teams.
An example of such a situation.
Hi! I am going to replace Anton B. with another dev.
Replacement will be in 7 days.
Why?
After we agreed to start with 5 hours for August he asked for vacation in August. Also, we found other red flags. Better to replace him right now.
OK, I will cancel his onboarding.
An example of Code2day being honest about a candidate's red flags.
Candidate info:
Candidate info:Name: John Dou
Position: Tech/Team Lead
Location: Baku, Azerbaijan
Start date: 4 weeks after the offer date
️🔴 Right now he works in 2 companies at the same time, please discuss with him how and when he will leave these companies.
HR Interview: "Overall, pleasant to talk to a person, honest, and open in discussion..."
Tech Interviewer: "Has mainly BE experience and close to 0 FE experience for the past several years (though he does have a general understanding of FE concepts)..."
CV
PDF
TIA
PDF
HR ScoreCard
PDF
Flexibility
Code2day easily adapts to Cider's changing business needs.
They are ready
to scale their efforts up and down as they go.
Industry expertise
Code2day specializes in finding tech talent for software development companies and tech startups. All team members have on average 5 years of experience in recruiting senior technical professionals.
Holistic method
Code2day cares about the client’s business in a complex way, far beyond just taking recruiting requests. Below are some examples to prove it.
Code2day recruiters proactively share candidates with Cider if they come across potential fits. Even if it's for future needs.
We found a candidate who could be interesting for the Project Manager position.
He has averaged a score. But 3 additional points that should be noted:
- Located in NY, can visit clients daily
- Rate on the low-level range
- Very good communication skills
- He just moved to the USA from Ukraine, very motivated to find a job and show his best.
Maxim N
PDF
Agree, sounds good. Schedule him.
After a month of working with Cider, an employee gets a branded cake. Code2day has ordered more than 30 cakes around the world with delivery and printed cover letter.
Code2day helps Cider streamline its internal HR processes. They spot a problem and find a person who could help.
Hi colleagues
As a vendor and someone who cares, I see that there is room for improvement in the Cider People Department.
I'm interested in improvements as soon as possible, especially since we currently have 7 open positions. These improvements will impact the time, quality of hiring, and overall turnover. In general, my goal is to have people stay at Cider as long as possible.
Here's what I'm observing at Cider and what we can propose:
We recommend aligning the onboarding
process with integration stages, which will improve efficiency and establish a foundation for loyalty.
Automating onboarding will enable remote coordination and maintain a consistent standard for every employee. We suggest automating and documenting the learning and development process. This will help you understand and address employees' learning needs, regardless of their location. It will also measure employee satisfaction, proactively identify potential risks, and assign appropriate projects.
We propose adding a professional HR person to the Cider team. This person will systematically implement these processes, involve everyone in their execution, and handle Conflict Resolution, Exit Interviews, Screening Interviews, Employee Engagement, Promotions, and Employee Feedback.
I will get back to you. Sound good, let's discuss it tomorrow.
Hiring routine Cider gets from Code2day
The hiring experience Code2day provides to Cider reinforces their partnership. Below you can discover how Code2day’s recruitment service works in practice.
Getting a talent request
Rogel, COO from Cider, simply messages Code2day that they need X roles for Y projects. Then recruiters collect details from project stakeholders.
Code2day finds this approach more effective. Their recruiters directly communicate with the team members the candidate will work with. They request the information they really need to find the right team member.
Delivering the right candidate
Aside from vetting candidates based on experience and education, Code2day pays a ton of attention to cultural fit. They are looking for prospects who will find it interesting to work with Cider and smoothly integrate into Cider’s remote team. For example, Code2day created questions for HR interviews based on Cider's values.
One of the plenty requests that Rogel sent to Code2day.
Hi @Oleksiy, I have an update for you about the hiring needs. I will tell
For next month I need :
a. 2 new engineers for Project B
b. 2 new dev for Project A (this is 80%, but if
they do not go to Project A, I will have something else)
2. Potentially I will need also:
a. 2-4 more developers for Project B over February
b. 4 more devs for
Project A
c. 3 more AQA (2 for Project A and 1 for Project B)
Can we start rolling?
Good morning 🙂
Wow, cool. Let's get started.
We already have some awesome candidates in our database to show you.
A score card to assess how a candidate matches Cider’s values.
Currently, Code2day has a database of specialists relevant to the Cider tech stack and soft skills. So the speed of getting relevant talent is 2x higher compared to where they started.
Dealing with challenges
Code2day knows the pain of losing employees during important projects and aims to address such issues promptly. Here are three vivid examples of how Code2day deals with hiring challenges.
Cider sought a tech lead for a difficult, yet not revolutionary project—outstaffing doctors to nursing homes.
The task was resolved 2 times.
The first tech lead left the company in a month due to an offer from a more ambitious project. So Code2day needs to replace him urgently.
Since Code2day had relevant candidates left from the initial search, they closed the job in 2 weeks.
To attract a top tech lead, Code2day recruiters sought individuals who appreciate the project's advantages: making an impact and decision-making freedom.
Oleksiy, we will need a very strong replacement for a recently hired Tech lead, who is abandoning us in 2 weeks 😞
Got it, don't worry! We have plan B. We already have a strong replacement and I am willing to arrange the call with the candidate 🙂
An example of cold outreach to find the Tech Lead.
Hello John,
I'm Oleksiy from code2day, recruiting for a Tech Lead role (.net/Angular/Azure) at Cider
Consulting. Your profile stood out, and I'd love to chat more about this opportunity.Can we connect?
Best, Oleksiy
Hi Oleksiy,
Nice to meet you. Thanks for reaching out. I would be glad to discuss that position
You can pick any suitable slot for you here
https://calendly.com/oleksiy-code2day/30min
Tech Lead (.net/angular)
New York (USA) $5000–8000At Cider Consulting, we believe in the power of synergy and the magic that happens when brilliant minds come together. We are currently seeking a dynamic, experienced Tech Lead skilled in .NET, Angular, Azure, and SQL to join our vibrant international team.Project:We’re working on a software system to help nursing homes schedule their doctors. It’s like a digital planner for making sure doctors are available when needed. This a module for a big ERP system that we are building for the customer.
Job description to find a Tech lead.
Here is the full version
A developer excelled in all interviews and once hired, showed poor performance. After Code2day did some research, it turned out that the software developer was not entirely honest and had worked for two companies. Code2day reacted quickly, and the developer was fired.
Following the initial occurrence, Code2day established a process to safeguard both themselves and their clients from similar situations.
Code2day always deals with several urgent positions at the same time.
Because of the business specifics, when Cider onboards a new client they need to close several positions at once. Code2day adds all requests to such a table (screenshot) and requests Cider to prioritize them.
Prioritized candidate requests.
Continuously upgrading the recruiting strategy and process
To find better candidates faster, Code2day implements best practices and new tactics customized to the Cider case. For example, here are some points of what they have done recently:
Diversification of sourcing channels: launched the referral program and expanded the search geography.
Code2day started to source great candidates from companies that have problems. For example, no new projects, mass lay-offs.
Automating the hiring process and documenting each step in the ATS (Application Tracking System). It allows one to control each step of the recruitment process and see/ feel the dynamics.
Ways Code2day contributes to Cider's growth
Stable source of highly qualified professionals
Hiring quality/speed balance
Code2day's hiring quality/speed balance increases and maintains Cider clients’ satisfaction and retention.
Solid basis for the People department
Thanks to Code2day Cider has a solid basis for the People department. Because HR processes greatly affect Code2day's profits, the company is actively improving onboarding and other HR practices at Cider.
Is Cider’s situation feeling a bit like a déjà vu? Well, let's have a chat and see if Code2day's staff augmentation solution is a fit for your HR needs.
This marks the beginning of the Code2day&Cider long-term partnership. Explore the second part of the story.
See Code2Day in action
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- A FREE, no-commitment hiring consultation
- Discussion focused on your priorities
- Your questions, answered
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What I really, really appreciate about Code2day and Oleksiy is how he prioritizes quality even if it costs him money. There were instances where I considered hiring, but Oleksiy advised against it, explaining that the candidates weren't the right fit.
COO, Cider Consulting