Kristoffer Radomski

3 #Flutter #devlopers from different locations are #opentowork. Interviewed by our recruiter already and are ready to start with your project! Just ping me in DM if you want to know more details about each. 😊

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Stop Formatting, Start Recruiting with CV-Transformer! After 5+ years in the recruitment industry and manually formatting hundreds of CVs, we saw a huge opportunity to make recruiters’ lives easier. That’s why we created CV-Transformer - to help the recruitment industry become more efficient and focused on what truly matters: finding and hiring top talent. Say goodbye to manual CV formatting and reclaim the time you’ve been losing. With CV-Transformer, formatting CVs takes just minutes. No matter how complex the original CV. 💡 What’s in it for you? - Save 30 minutes per CV and focus on recruiting. - Ensure every CV is consistent and professional. - Experience the ease of automation. Ready to transform your process? Try CV-Transformer today! The first 10 CVs are on us. Visit: https://lnkd.in/e2mh2zpm All the best, Thijmen #CVformatting #Recruitment #HRtech #Hiring

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This one is for the Job Seekers out there. If you're thinking about changing job, and #deeptech / #hardtech startups are on your mind, you need to listen to this podcast. I talk through the number one piece of advice I give to those considering roles in these sectors, including: - Startups are NOT all alike. There is a lot of difference between a company that is still DEFINING its solution, and one that is COMMERCIALISING its solution. Knowing which type of #startup you CAN support is the key to making a good choice. - The best type of start-up for larger company executives interested in advanced science and engineering start-ups. - The evolution of the core functional roles within any Deep Tech / Hard Tech startup. Enjoy!

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WHERE DO WE FIT IN- After you Source and Before you call a candidate. Use SKANJO to make your screening assessment better with insights for every CV. SKANJO #recruitment #cvscreening #talentacquisition #recruiter #hiring #hrtech #recruitmenttech #ai

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🚨 🚨 🚨 SCAM in recruitment! FAKE candidates! 🚨🚨 Dear network, especially recruiters and hiring managers! I want to warn you from hiring “catfish” candidates! I was interviewing about 10 people last week who applied for my job posts, and 6 of them turned out to be a SCAM.. Somehow Igor and Nazar from Poland , Artjom from Estonia, Maddis from NL, Oscar from the UK, and a few more authentic named candidates with impressive CVs showed up Asian guys with a strong Asian/Indian accent..🤯🤯🤯🤯🤯🤯 I could even notice an Asian father in his underpants on one of the calls! 😁 I’m not a racist, and even more , I worked for many years with Europe and Asia as well! I interviewed hundreds of people of different locations and races, I know very well how sounds the accent in Poland and how it sounds in Philippines ! First, I thought maybe I’m wrong and I just lose my mind - fair enough that there are some people different races live in Europe, BUT! It’s just a few of them, not 6 people in a raw! I asked my colleague and she confirmed she had the same experience but did not understand it was a scam. They can also apply fake information and documents when they are hired! WHAT TO PAY ATTENTION TO: - new profile on LinkedIn with no/very small amount of connections - no picture! - replying immediately and even push you to set up a call right now - previous employers are not represented on LinkedIn or it’s a very huge company ( so it’s hard to find someone to ask for recommendations) - people of completely different race with a strong Asian/Indian accent but in the resume it’s said they grew up in Europe and have local names and studied in Europe - They have weird light on a call ( looking a bit grey like ghosts) and always some Google background. - When they speak about their experiences it looks like they read from screen. However , the most confusing is they are software engineers.. - they drop a call or don’t want to proceed if you ask them non-comfortable questions which they can’t even answer or have to look on the screen. Of course, good candidates sometimes do one of these, but not all together!👆👆👆 Please, be aware of this kind of scam! Even if they are good in engineering it’s a fraud still. Did you meet this kind of scam? Would you hire that kind of people ? Please, share your stories and repost, so we can prevent hiring fake people!

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Local hires falling short? What if the developers you need aren’t in your city or aren't currently available for new projects in your country? Try Index.dev instead for: 🎯Risk-free global hiring across CEE, LatAm & Asia 🎯Expertly vetted senior engineering talent 🎯Transparent pricing & real human support Expand your reach, not your office space. Find the world’s best developers on Index: https://www.index.dev/hire #GlobalTalent #RemoteHiring

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Boolean ≠ Sourcing? Well, yes and no. Sourcing is so much more than Boolean. But you can’t be an effective sourcer without understanding it.  Boolean is the instrument we use to play our sourcing melodies. It allows us to explore various search engines and websites more deeply. It isn’t reliant on in-built filters, which can miss non-standard data.  It gives structure to our searches. It’s not restricted to one website or tool. Its an embedded logic used across search engines, ATS/CRMs, and job boards. If we were Developers, it would be our programming language of choice. Of course, there will likely be a day in the not-too-distant future when an AI tool can create complex Boolean strings for you. Heck, there are plenty of decent Boolean builders out there currently. Yet, if you don’t understand how it works, how can you a) give your AI tool the right prompt it needs or b) assess the quality and accuracy of the output? Boolean is one of the key foundations of sourcing. Without it, sourcing would be much more restrictive and less creative. And we'd be worse off. #Boolean #sourcing #recruitment

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DAILY RECRUITMENT DOSE: Strategies to Hire Top Talent in IT: Exploring the Wonders of W-2 Hiring Hiring top talents in the IT sector can be challenging, and considering different employment types is an essential aspect of this journey. Today, we will focus on the advantages of W-2 hiring and how it can optimize your recruitment process. Choose W-2 Employee Hiring: A W-2 employee has a traditional employment status with full benefits. This is preferred by many professionals. It may attract a larger pool of candidates and more top talents, as many IT professionals prefer the stability of being a full-time employee. Control Over Projects: As an employer, hiring W-2 IT employees gives you more control over your projects. You can directly manage, train, and provide feedback to these employees, ensuring uniformity in work quality. Employee Loyalty and Retention: W-2 employees are likely to represent and stay with your company over a more extended period, leading to lower turnover rates. Tax Benefits: Employers can benefit from specific tax write-offs when hiring W-2 employees. Consult with a tax professional for exact benefits. Avoid Compliance Risks: Hiring W-2 employees reduces the risk of misclassification and the potential penalties associated with it. Consider these tips when looking to hire top IT talent. W-2 hiring has its unique advantages that can streamline your recruitment process and yield high-quality, loyal, and committed IT professionals. Remember, every hiring situation is unique, so adapt these strategies to fit your organization’s needs. Happy Hiring! #ITRecruitment #HiringStrategy #W2 #TalentManagement #HRCompliance #RecruitingTips

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The game is not sourcing. The game is showing up. The game is hearing no. The game is showing up again and again and again. That is the REAL work of being sourcer. It doesn’t matter how funny or talented you are if you refuse to enter the game. #sourcing #recruitment #talentacquisition #sourcingspecialist‍‍‍‍‍‍‍‍‍‍‍‍‍‍‍‍‍‍

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"𝐄𝐮𝐫𝐨𝐩𝐞’𝐬 𝐭𝐞𝐜𝐡 𝐰𝐨𝐫𝐤𝐟𝐨𝐫𝐜𝐞 𝐡𝐚𝐬 𝐠𝐫𝐨𝐰𝐧 7𝐱 𝐢𝐧 𝐭𝐡𝐞 𝐥𝐚𝐬𝐭 𝐝𝐞𝐜𝐚𝐝𝐞" 🤯 Founders, are you ready to compete for the best talent? According to Atomico's 2024 report: over 3.5M people now work in EU tech. The talent pool is growing at 24% annually, and we’re set to match the U.S. within five years. But here’s the challenge. European startups face: ↳ Regulatory hurdles ↳ Fragmented markets ↳ A $375B growth-stage funding gap Without the right hires, many companies risk losing their edge, or worse, their talent to Silicon Valley. For B2B software founders, this is the playbook 📘 ✔️ Build cross-border hiring strategies to access a wider talent pool ✔️ Find people who can build in fast-moving sectors like #fintech or #AI ✔️ Keep your team laser focused on the mission, top talent thrives on purpose Everyone knows hiring is tough. That’s why at GTM Talent, we help venture-backed founders build A-teams designed to win. What’s the hardest role you’ve had to fill this year? Would love to hear all kinds of war & success stories in the comments.👇

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WHERE DO WE FIT IN- After you Source and Before you call a candidate. Use SKANJO to make your screening assessment better with insights for every CV. #recruitment #cvscreening #talentacquisition #recruiter #hiring

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What does it take to hire just one developer? Check this out: • 1 signed contract • 2 offers sent • 4 final interviews • 7 HR interviews • 15 technical interviews • 17 background checks • 35 screening interviews • 50 CV screenings passed • 80 clarification questions passed • 150 replies received • 300 candidates reached Hiring the right talent is no small feat—it’s a journey that requires dedication, precision, and a whole lot of perseverance. This post captures the effort and process involved in hiring a developer, making it both informative and engaging for your LinkedIn audience. #code2day

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I love minimalism—in life and in business. And it works in recruiting too. Here’s how: • Simple, clean, easy application process • Scalable pre-screening with tech + recruiters • Low-friction interview scheduling • Quality interviews that respect the candidate and lead to decisions • Fast, efficient offers and pre-boarding A minimalist approach leads to speed, and a fast, efficient recruitment process can have more impact than any branding strategy when it comes to hiring great people.

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For our client we are looking for a Cloud Native Application Developer (f/m/d) with a strong focus on Kubernetes Start: November 2024 Duration: 31.03.24 ++ (long term) Capacity: 100% if possible Location: Berlin / Remote (1 week Berlin / 3 weeks remote in rotation), up to 50% onsite in peak times Role: - In this role, you will be responsible for migrating, developing, and maintaining the code for app modules based on Cloud Native architectural principles - Moreover, the app modules will be developed and deployed on a Cloud Platform, which is the groups internal hybrid cloud platform that offers services to facilitate an end-to-end software development life cycle Targets: - Application Development: Develop Cloud Native applications with a focus on scalability, reliability, and performance - Application Refactoring - Application Deployment: Define code to deploy applications on Kubernetes clusters using Helm Charts and a GitOps workflow - DevOps & CI/CD: Implement pipelines-as-code using CI/CD Tools Skills: - A minimum experience of 5 years as a Cloud Native application developer. - Experience with rearchitecting existing monolithic architecture to micro-services based Cloud Native architecture - Strong understanding of Cloud Native architectures (loosely coupled services, containers, horizontal scalability, application resilience patterns). - Proficiency in coding in .NET - Programming Languages: Proficiency in C# - Frameworks: .NET Framework and .NET version 8, WPF, Blazor, Entity Framework or Dapr - Testing: Deep understanding of the testing pyramid – unit, integration, system, end-to-end, etc with experience in testing frameworks for .NET such as xUnit, SpecFlow - Security & Quality: Strong experience with implementing authentication & authorization workflows in .NET applications - Strong experience with static code analysis and security scanning with tools such as SonarQube, AquaSec/Trivy or comparable Instrumenting for Observability: Experience with instrumenting the codebase for telemetry data (logs, metrics, traces) with frameworks such as OpenTelemetry - CI/CD: Strong experience developing CI/CD pipelines for applications for automated build-test-deploy workflows - Experience in deploying non-breaking changes for applications - Data: Experience building apps using data services such as relational and NoSQL databases, Kafka, and other message brokers - Ability to deploy non-breaking database changes - Good working knowledge of the following Tech Stack: - Database & Messaging: SQL Server, MySQL or PostgreSQL, Redis or Memcached, Kafka - Database change management: Entity Framework or comparable - Observability Tools such as Grafana, Prometheus, InfluxDB, Alertmanager - Applications resilience frameworks such as polly - Deployment & Containerization: Docker/JIB, Kubernetes, Helm - CI/CD & DevOps Tools: Azure DevOps, GitHub Actions, GitOps, Gitlab, Bash/Shell scripting, Linux - Additional Tools: Confluence, Jira, Scrum - Excellent English

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Has anyone noticed that skilled candidates are being overlooked due to online tests? A senior recruiter received a link to take an online test from a well-known company. However, by that time, he had already accepted another offer and decided to move forward with it. Meanwhile, one of my seniors, who has over 20 years of experience in the staffing industry and brings in millions of dollars in business, wanted to try out the test. He ended up scoring only 30%! 😁 What do you think this indicates? #onlinetest #Hiring #AIrecruitment #Bot #recruitment

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