Oddwork 🧡 Osstell
Recruiting a developer for Osstell. In record time.
Finding developers in today’s competitive market is a challenge. Many companies are competing for candidates in the field, and at the same time, the candidates can pick and choose between companies and offers. Osstell, a medical technology company, contacted Oddwork with a complicated frontend role on their wishlist. What happened next can only be described as Oddwork’s fastest IT recruitment ever.
It’s no secret that developers are not in abundance. It takes longer to find the right person, and setting the right expectations from the start with the client is essential. As a recruiter, you must be persistent – grit is the key.
Martin Grabe, Software Developer, has worked at the medical technology company Osstell for six years. The company had contacted other recruitment agencies before, but they were unable to find suitable candidates. It was time to try a new recruitment partner. Four days before Christmas, the recruitment assignment was signed with Oddwork, and our Talent Managers began the search.
The mission
Find a developer with niche expertise
Osstell needed an external recruitment partner as they were looking for a developer with niche expertise, which is highly challenging in today’s talent market. In addition, it needed to be done quickly. Game on!
Our talent managers share their tips
Let’s go back to the question everyone wants the answer to – how do you get the attention of sought-after IT talents on LinkedIn?
👉 Be well-informed. Describe the company and the position properly so that the talent knows what the assignment is about.
👉 Quality over quantity. Only reach out to people you really think might be interested in the role.
👉 Invite the candidate to a dialogue with the company, so they get the personal connection right away.
Our process
The perfect match via LinkedIn
In our recruitment process, we used job advertisements, targeted recruitment campaigns on social media, and our own search to scan the talent market. The most significant focus was Search via LinkedIn since we are used to recruiting IT roles and know that only few of them actually need to apply for a job in a traditional way.
Out of 40 applications, unfortunately, none matched the specific competency requirements. Via LinkedIn, we reached out to Axel Dahlin, who turned out to be a “perfect match”.
“Oddwork felt just right for the process. The recruitment process was good, and they quickly arranged a meeting. Oddwork easily captured the requirements profile and quickly provided a draft of the job ad. We put great importance on making the process easy and smooth, which it did from the first moment with Oddwork.”— Martin Gabre, Software Developer Osstell
Candidate Axel on his experience of the recruitment process
After just two months, even with the Christmas and New Year’s holiday break, Axel Dahlin, a software developer, was found by Oddwork and signed a contract with Osstell. He was a perfect fit for the job, meeting all the required competencies and having the right personality.
We’ll let Axel himself tell you about his encounter with Oddwork.
👉 How did you experience the process? Take us through the process from your perspective.
– I experienced the process as uncomplicated and humane. I had a good and long conversation with Oddwork, who had a good understanding of Osstell as a company.
👉 What did you think was good about the process? Was there anything you thought was less good? (feel free to be transparent here!)
– The fact that our conversation was allowed to take time and that Oddwork knew so much about the company. I also appreciate that there was no coding test. Coding tests can be okay if they test relevant skills, which is often not the case. But I definitely prefer a more humane approach.
👉 Have you been to an interview/involved in a process with another recruitment agency? If so, what sets us apart from others?
– Yes, I have been in contact with a couple of other agencies. The difference was that Oddwork spent much more time on the interviews, had a better understanding of the company, and did not use coding tests. You were actually the best I’ve been in contact with!
In other words, it is possible to find IT profiles on today’s talent market. What is required is a large amount of grit, deep technical insight into the role, and a humane approach.
Are you lost in the IT jungle and in need of support? – contact our Talent Managers at hello@oddwork.se
