The same scene plays out repeatedly: a recruiter enthusiastically presents a candidate, only to have the hiring manager reject them within minutes. Same CV, completely different interpretations. And it might go on over and over again.
The fundamental disconnect:
Non-IT specialized recruiters focus on matching qualifications with requirements.
5 years in Python? Requirement met.
Hiring managers read for context and impact.
Can this developer architect scalable systems? Can they mentor junior developers?
We bridge this gap. Instead of basic matching, we focus on business impact assessment, evaluating candidates through the same lens as IT hiring managers while leveraging our sourcing expertise.
That’s why at itMach we recruit developers – because we understand the real needs and provide the right candidates.
We don’t recruit for sales, marketing, or back office roles, as those aren’t our specialties.
When recruiters and hiring managers align on evaluation criteria, companies see faster placements, better candidate fit, and teams that can focus on growth.
Three strategies we use that bridge the gap:
• Shared candidate scorecards – unified criteria focusing on competencies, not just “checking boxes”
• Pre-screening collaboration – hiring managers join initial assessments, not just final interviews
• Contextual briefings – recruiters understand business challenges, not just job descriptions
