Result:

Just 58 days after the start of the search, the offer was signed. The candidate successfully completed the probation period and became a strategic partner to the shareholders.

Our approach:

We opted for a highly targeted, precision search:

• In the first week, we set up an efficient process — organizing joint interviews with HR and the hiring manager to avoid delays at any stage.
• We used non-obvious sources. For example, we took the Forbes “30 Under 30” list in the “Finance & Investments” category and reached out to recent honorees.
• We engaged a candidate who initially had no plans to leave his company. We carefully prepared him for meetings with the shareholder, guided him through five interview stages, and systematically demonstrated the value of the move.

Market situation:

After conducting a thorough market analysis, it became clear that such specialists are primarily concentrated in high-tech companies and investment structures. The talent pool was extremely narrow — candidates of this level usually don’t even consider changing jobs.

Context:

The company was looking for a young, high-potential “star” financier: under 35 years old, with experience managing finances in businesses with turnover of 50+ billion ₽ and the ability to work directly with shareholders.

Result:

From handing over the role to the final candidate starting, only two weeks passed. The client got an ideal leader and, without hesitation, assigned us the next key vacancy.

Our approach:

Market situation:

Before us, the client had been searching for this person through various agencies for more than six months. An offer was even made, and the candidate had accepted, but withdrew a week before starting. The situation was critical.

Context:

We initially came to discuss the role of Director of Procurement and Assortment for a federal retail chain (perfumes and cosmetics). However, during the conversation, it became clear that the real pain point was the supply chains.

Result:

Within 62 days from role handover, the candidate joined the company. Successfully passed the probation period. In the first quarter, implemented automation of key processes and significantly accelerated CI/CD pipelines, improving team efficiency.

Our approach:

Market situation:

Context:

An FMCG company decided to strengthen digitalization and process automation and was looking for a Head of DevOps. Requirements included experience managing a team of 10–15 engineers, implementation of CI/CD in products and internal services, and deep knowledge of Kubernetes and cloud solutions.