Hire outstanding candidates
with IT skills. Faster.

FAQ

Direct Hire Model - General Information

• What is the Direct Hire Placement model?
  Direct Hire model means that we provide you with candidates that you hire directly at your company typically for long-term salaried positions. Once candidates accept your recruitment offer, they become new employees managed by you and reporting directly to you.
• What are the goals of the Direct Hire service?
  Goal is to promote your employer brand and acquire new candidates for your current and future roles.
• Are other models also possible i.e. contracting?
  In case you need more flexibility, the contracting model can be discussed with reference to individual talent or entire dedicated on-demand teams. In this case employees go on our payroll and work for a predefined duration or on a given project or assignment and are relieved after that or converted into full-time employees.
• What is the advantage of the Direct Hire model over the Contracting Model?
  Some of our client companies claim that making a direct hire rather than having an external contractor ensures your new employee is focused on becoming a part of the team by building relationships and fitting into your company culture. In the longer term it also might be more cost effective however that depends on the specific needs and legal framework in the Employer country.
• What is the advantage of the Contracting Model over the Direct Hire Model?
  Other clients embrace the contract-to-hire model with greater enthusiasm as a preferred choice that gives them greater speed and flexibility.
  Less things are resting on your shoulders since we take care of all front-end recruiting tasks on your behalf but also we take responsibility for payroll formalities, compliance regulations and offboarding, so you can focus entirely on core business activities.
• Can we combine the advantages of Direct Hire and Contracting Model?
  A lot of organizations around the globe use the contract-to-hire approach as their first hiring option for fulfilling workforce needs. The contracting period is used as an opportunity to carefully observe new employees, gauge their performance level and culture fit to evaluate if they could be hired for a full-time position. Then they convert contractors to full-time employees.
• Why should I pick you rather than handle the recruitment process internally?
  Depending on the specific case you might be better off handling the entire search & recruitment process internally or outsourcing is to us.
  
  Companies often choose to go ahead with us for couple of reasons:

  • undertaking the recruitment process takes up time that these companies may not have or prefer to dedicate it to their core activities,
  • at ChallengeRocket we have a vast network of talent that we’re able to access,
  • when hiring for an important position they might want to get more candidates and make sure they represent the highest professional levels,
  • they want to rely on partners experienced in both engaging hard-to-reach candidates and evaluating their fit for tech projects

Our outreach and specialization areas

• What kind of specialists can I acquire via Challenge network?
  We focus primarily on the tech and IT specialist. Software developers, full-stack, backend developers, front-end developers, web developers (Java, .NET, C#, Js, Python, C++, PHP, Ruby, Scala), Mobile developers (iOS, Android, flutter), AI Engineers, Data Scientists, Devops, QA Specialists, Scrum Masters, PMs and more. We cover all seniority levels from juniors to seniors.
• How big is the ChallengeRocket network and where is your talent located?
  ChallengeRocket has Outreach to over 100K specialists in the Central and Eastern European region which is constantly ranked along with China as the world’s top places to hire the most qualified software tech talent.
  We have access to developers that are often not available with other sources. We attract them with unique Skill Challenges, hackathons and other activities.

Direct Hire Model - Process

• What information is required to get started with the search process?
  First our recruiting teams dedicate their time to understand your requirements, desired candidate profiles and your recruitment offer to make sure it’s a right fit to our network.
  We also take time to get to know your company culture in order to place the right talent.
• What kind of information do I need to provide?
  When talking about your hiring needs and requirements we begin by asking:
  What kind of talent do you need?
  How many do you need?
  What is the project and your offer? Is it a remote or onsite position?
  We also want to understand what’s unique about your company and your projects.
• What happens next?
  We look into your recruitment offer and candidate requirements. We analyze the availability of matching talent in our network and the attractiveness of your offering.
  Once we agree on the candidates profiles we go ahead with we start contacting our network and provide you with a shortlist of candidates.
• How long does it take to provide candidates?
  You may receive the first candidates in a couple of days after we initiate the search process in our network. Typically the entire candidate sourcing project lasts between 4 and 10 weeks depending if you’re looking for individual candidates to join your existing teams or want to set up new teams from scratch .
  The final time-to-hire also depends on availability of candidates acquired.
• Do I interview candidates myself?
  We conduct initial interviews to make sure that the identified applicant is likely to be a good fit for both the job technical requirements and company culture, that candidate is then passed along to the client for any interviews. You conduct final interviews and hire top picks!