The High-Bar Hiring Partner: 3 Questions That Reveal If Your IT Agency Can Actually Deliver
Eight years ago, we started working with a company that had just opened their office in Kraków. They had an ambitious product and a strong engineering culture — and their hiring standards were high.
Very high.
They rejected 9 out of 10 candidates after the first round.
Not just because of tech skills, but because they cared deeply about code quality, communication, and culture fit.
Most recruiters walked away.
We didn’t.
We understood why their bar was so high. And even though every role required tons of effort, we kept delivering – because we believed in the way they build teams.
Today, this is still one of our longest-standing partnerships.
And it taught us something crucial:
Recruitment isn’t about sending CVs. It’s about understanding the context, the product, the team – and what kind of person will thrive there.
So if you’re looking for a recruitment agency that acts like a partner – not just a supplier – start with these 3 questions:
1. How do you screen technical candidates?
Buzzwords aren’t enough. You need people who truly know their stuff – and fit your way of working.
2. How many candidates will you show me, and when?
With us: usually 3–5 highly relevant profiles, within 7–14 days. No spam. No wishful thinking.
3. How do you communicate during the process?
Regular updates. Full transparency. No black box.
Because hiring is a project – and we treat it like one.
