CleverLand

BACKGROUND

Please describe your company and your position there.

A leading Health Tec company from Iceland in patient driving solutions. Founder.

OPPORTUNITY / CHALLENGE

For what projects/services did your company hire CleverLand?

Employment of key IT positions (frontend and backend)

SOLUTION

How did you select this agency and what were the deciding factors?

Company’s pitch deck that emphasized on analysing needs and tailoring solutions while providing a clear path forward in case of lay-offs.

Describe the project in detail and walk through the stages of the project.

Cv’s provided attached with detailed reporting on positive and negative prospects both prior to interview and even after, where cleverland collected feedback from applicants for us.

Describe the recruitment process in detail.

See above

RESULTS & FEEDBACK

Can you share any outcomes from the engagement that demonstrate progress or success?

Simply put … 100%

How effective was the workflow between your team and theirs?

The workflow is flawless.

What did you find most impressive or unique about this company?

Their management team, rapid response.

Are there any areas for improvement or something they could have done differently?

Not from my point of view.

BACKGROUND

Please describe your company and position.

I am the COO of Romanuke Web Studio

Describe what your company does in a single sentence.

Web-studio developing websites on WordPress platform

OPPORTUNITY / CHALLENGE

What specific goals or objectives did you hire CleverLand to accomplish?

• To fill the full-stack dev positions in Poland headquarters

SOLUTION

How did you find CleverLand?

Clutch Site

Why did you select CleverLand over others?

Great culture fit, Good value for cost, Company values aligned

What was the size of CleverLand’s team?

We're working with researcher and recruiter during this project

Describe the scope of work in detail. Please include a summary of key deliverables.

We asked an agency to create job descriptions based on our information that would be attractive to the applicants, proceed the recruitment itself and develop an inside onboarding process, because that was our first time to increase our team and we feel the lack of specific competence in HR area.

RESULTS & FEEDBACK

What were the measurable outcomes from the project that demonstrate progress or success?

• CleverLand showed us the first relevant candidates faster than we expected, quickly responded to our feedback.
• They also took care of the entire organizational part of the process, while management was not distracted from the main production processes and new team members helped to increase our income serving more clients, despite the recruitment costs.

Describe their project management. Did they deliver items on time? How did they respond to your needs?

Communication was organised via useful chat messengers with great balance between friendliness and professionalism tone, which meets our internal culture. Everything was provided on time, as promised, and they positively reacted to our requests.

What was your primary form of communication with CleverLand?

Virtual Meeting, Email or Messaging App

What did you find most impressive or unique about this company?

CleverLand-ers are surprisingly happy to receive really challenging requests, not to mention their real and sincere involvement in client's needs and requests.

Are there any areas for improvement or something CleverLand could have done differently?

I believe there's always something to improve, however we were fully satisfied with CleverLand's services and the results of our partnership!

BACKGROUND

Please describe your company and your position there.

I'm the CEO of a mid-sized software development business, we help our clients with software development resources.

OPPORTUNITY / CHALLENGE

For what projects/services did your company hire CleverLand?

We needed to find qualified engineers, having around 4-5 open vacancies per month.

SOLUTION

How did you select this agency and what were the deciding factors?

We tried looking for engineers using our own force, but we weren't seeing the right returns. I have contacted by CleverLand via email, and from the first call with the CEO, I realized that this is the right partner for us.

Describe the project in detail and walk through the stages of the project.

Usually, we have around 4-5 open vacancies per month, which CleverLand successfully closing for us. Last month we have closed 3 very complicated positions of Web and Unity developers.

Describe the recruitment process in detail.

The process is very on a high level, we have received feedback from each candidate all the time, which saves a lot of our time. Usually, candidates that CleverLand sent to us, was in the target.

RESULTS & FEEDBACK

Can you share any outcomes from the engagement that demonstrate progress or success?

We can close our vacancies using CleverLand, which saves our time.

How effective was the workflow between your team and theirs?

Effectiveness is I believe core skill of the company, since we have never felt the gap of communication and feedback, weekly reports, and daily syncs, it was enough for us.

What did you find most impressive or unique about this company?

They know what to do and how to do it. Also, I was impressed by the experience and skills of their CEO.

Are there any areas for improvement or something they could have done differently?

For now, everything is ok.

BACKGROUND

Please describe your company and your position there.

We're an IT Outsourcing company with the main specialization in embedded technologies, IoT, and hardware design. I work as a senior marketing manager and sometimes I'm involved in recruitment processes.

OPPORTUNITY / CHALLENGE

For what projects/services did your company hire CleverLand?

We've hired them for recruitment services.

What were your goals for this engagement?

We need 3 developers for a new project in short terms to find. We were in a rush and the developer's skills were very specific.

SOLUTION

How did you select this vendor?

My former colleagues recommended CleverLand as great professionals.

Describe the engagement in detail.

1. They provided us with a detailed description of the Candidates' skills, reasons, motivations, risks.
2. The team assisted us during all the processes up to the presentation of the job offer to candidates.
3. They took direct participation in the onboarding of candidates during the first months.

What was the team composition?

I contacted personally with founders Julia Kot and Ivanna Bondarchuk and they provided research.

RESULTS & FEEDBACK

Can you share any outcomes from the engagement that demonstrate progress or success?

Candidates passed the probationary period and perfectly joined the team.

How effective was the workflow between your team and theirs?

Very effective: all processes were transparent and extremely fast.

What did you find most impressive about this vendor?

We provided the CleverLand with a project description and key candidate requirements. They asked a lot of clarifying questions, analyzed the details of positions and KPIs for future employees.

One of CleverLand's key principles is the win-win approach. Therefore, it is so important for them to understand the goals and motivation of all participants in the process for the most effective cooperation. CleverLand is also characterized by a high-quality interview with candidates.

Therefore, almost all the candidates with whom we conducted a technical interview met our requirements for vacancies and wishes for soft-skills. They were involved also at the stage of providing candidates with Job Offer and their onboarding: constructive and timely feedback, assistance in negotiations - this is all about CleverLand.

Thanks to such effective cooperation, we quickly closed all our vacancies.

Are there any areas for improvement?

As for today nothing to add, their work was perfect. I highly recommend them!

BACKGROUND

Introduce your business and what you do there.

My former company was a mid-sized IT outsourcing company in Ukraine. It had about 100 employees, including 20 engineers. At the time of our collaboration with CleverLand, I was a staff coordinator, responsible for hiring.

OPPORTUNITY / CHALLENGE

What challenge were you trying to address with CleverLand?

I was communicating with customers to learn their requirements and expectations. I controlled all hiring processes at that time in collaboration with recruitment agencies like CleverLand.

SOLUTION

What was the scope of their involvement?

We gave them a list of requirements for future team members: mid-level and senior engineers on the Ukrainian market and three technology stacks, including React and React Native. We had some soft-skill requirements, like communication abilities. At that moment, all our engineers had the opportunity to communicate with the final customers, so we needed to ensure that any engineers we hired had the ability to communicate their points of view and listen to the customers. Of course, they had to know English pretty well to communicate with foreign customers. We’re a Ukrainian company, but all our customers are from foreign countries, including the EU and the US.

We would give them a description of the position, and they would look for candidates and give us CVs. Something we appreciated was that they initiated the first interviews themselves. Before presenting a new engineer to us, they’d communicate with them to make sure they really fit our requirements. It was a good approach for avoiding unnecessary interviews and wasting both our time and the candidates’.

CleverLand also had some requirements for us. They really cared about their candidates and wanted to ensure that they’d have comfortable communication with our company and that they’d find good careers. We liked this approach, and it spurred a really productive collaboration. They ended up finding people for several projects for us. We had a large blockchain project, and they found a very good Python developer. They also sourced some middle and senior React and React Native staff. We had interviews with 5–10 candidates for each position. It was pretty hard work for them.

What is the team composition?

I collaborated with Ivanna (Co-Owner and Idea Generator) in the beginning. After that, they got me in touch with Nataliia (IT Recruiter), who was in charge of all the communication with our company. She was always polite, she heard our feedback, and she was good at solving problems.

How did you come to work with CleverLand?

I’d been colleagues with Ivanna at another IT company in Ukraine. I was a business development manager there, and she was a recruiting manager. I had the opportunity to hear feedback about her work from my colleagues, and I also communicated with her. When we decided to collaborate with a recruitment agency, I got in touch with Ivanna and described our problems. She said they could meet all our requirements, and that turned out to be true.

What is the status of this engagement?

We worked with CleverLand between June 2018–March 2019.

RESULTS & FEEDBACK

What evidence can you share that demonstrates the impact of the engagement?

We were happy with the candidates they provided. There was just one candidate that didn’t finish the probation period, but that was because he got an offer from another company. We were really sad because he was a good fit for us and had good technical skills, but things like that happen sometimes.

All of the candidates that CleverLand provided us fit our expectations and started three-month probational periods.

How did CleverLand perform from a project management standpoint?

The communication was very comfortable and suitable. I could always have a Skype call or chat with Nataliia. She was always online, and I could call her early in the morning if we had a change in the interview schedule. I’d ask her to describe the situation to the candidate and ask them to come another day, and there was never a problem.

The communication was clear and absolutely on time. I can’t remember them skipping a deadline. Any missed deadlines were our fault because we sometimes delayed our decision about a candidate. They pushed us for feedback because the candidates would become nervous and CleverLand wanted to make the process comfortable for them as well.

What did you find most impressive about them?

They were really responsible and wanted to find the right team member for us, one who would be happy to work inside our team. They tried to understand us and clarify all the business and development processes inside our company, including requirements or interesting points about future projects that they could describe to candidates.

CleverLand is really like a dating agency. They try to create couples that will live together for a long time. To describe their approach in one sentence: they really care about us as a client and about the candidates.

Are there any areas they could improve?

Had we given them feedback and offers faster than we did, maybe they could’ve closed more positions for us.

Do you have any advice for future clients of theirs?

I’m the head of business development at my current company. We don’t need to hire new developers at the moment, but I’ll definitely advise them to work with CleverLand if we do. I did have the opportunity to refer them to a friend running their own outsourcing company, and they were really satisfied with CleverLand.

BACKGROUND

Please describe your company and your position there.

Kuehne + Nagel is a global transport and logistics company based in Schindellegi, Switzerland. It provides sea freight and airfreight forwarding, contract logistics, and overland businesses. My role is HR Business Partner.

OPPORTUNITY / CHALLENGE

For what projects/services did your company hire CleverLand?

We used recruitment services several times, as we haven't pure recruitment specialist in our company, and we needed new hires asap, so thanks to active actions from CleverLand our open positions were closed within the specified time.

What were your goals for this engagement?

CleverLand faced with the different requests from our side. It was IT specialists with different background and sales.

SOLUTION

How did you select this vendor?

One of my colleague recommended me Ivanna Bondarchuk, co-owner CleverLand. We got in contact, discussed the conditions (it was very competitive among the market). And I decided to give a chance to prove themselves. In the end my recruitment targets were achieved, and I received stable partner.

Describe the engagement in detail.

Primarily, I sent the job description. Than we had a call where i received a lot of questions which could help better to understand our main requirement and our benefits within other competitors on the market. The next call with the our Team Lead for detailed discussion the technical side of the position. In a week we started to receive CVs with wide comments on the candidate and the recommendation for the next stage of interview.

What was the team composition?

I contacted personally with Ivanna Bondarchuk and Julia Kot. All communications on the agreement conditions, payment procedures, managing candidates were done through them.

RESULTS & FEEDBACK

Can you share any outcomes from the engagement that demonstrate progress or success?

In a one run we needed to hire around 10 young IT specialists and our main requirement was the same starting date for hiring. So our request was challenging. Recruiters worked very quickly and efficiently, providing us a flow of good specialists. The another project was to find sales with the logistic background. It is rather difficult, as this specific area is quite narrow and a lot of candidates we have seen earlier. But CleverLand did their best and showed us professional candidate who in future received our job offer.

How effective was the workflow between your team and theirs?

Our cooperation was on a high level. We provided our feedback on candidatures' CVs, recent interviews, they accepted it and did further required steps.

What did you find most impressive about this vendor?

My account manager was very polite. Sometimes due to my overloading, I forgot to provide feedback on candidates or answer on e-mails, she was always patient and sent me reminders in very kind manner.

Are there any areas for improvement?

As for today, nothing to add.

BACKGROUND

Introduce your business and what you do there.

I was the strategy and partnerships lead for a development company.

OPPORTUNITY / CHALLENGE

What challenge were you trying to address with CleverLand?

I needed a company to help me recruit development positions, QA positions, project managers, and management positions.

SOLUTION

What was the scope of their involvement?

We would provide the information, position description, and salary range to CleverLand. Then, they began their search. They would run a pre-screening process for interviews to provide us with candidates who met our requirements. They always gave us insight about candidates as well like their motivation and their key fields of interest.

The next step was to review the candidates internally in our company and select the ones we wanted. Then, we would ask them to schedule an interview. We had 2-5 steps of interviews for each candidate depending on the position. They’ve covered 2-3 positions total. Some positions were ongoing, and we also closed a few positions.

What is the team composition?

I worked with three people.

How did you come to work with CleverLand?

My friends and colleagues had good things to say about CleverLand, and so I decided to try them.

What is the status of this engagement?

We worked together between August of 2019 and December of 2019. I believe they still work with CleverLand, but I have left the company.

RESULTS & FEEDBACK

What evidence can you share that demonstrates the impact of the engagement?

They helped us recruit the resources we needed. They met our goals in getting us the proper candidates to choose from, and we're happy with the final candidates we chose.

How did CleverLand perform from a project management standpoint?

We communicated via Messenger and had a very friendly relationship. I’d send them a request and then I’d get some feedback or questions from them.

If we responded too slow and a candidate could accept another offer from another company, they'd try to push us to a faster, more efficient process. They were always communicating with the candidates and keeping in touch with them almost daily.

What did you find most impressive about them?

Their friendly manner of working with their customers and the candidates was impressive.

Are there any areas they could improve?

There’s nothing I’d have them improve.

Do you have any advice for potential customers?

Think about your requirements and priorities, and then you can get started.

BACKGROUND

Please describe your company and position.

I am the Head of Ukrainian Deminers Association

Describe what your company does in a single sentence.

Provide activities in the humanitarian mine action sphere

OPPORTUNITY / CHALLENGE

What specific goals or objectives did you hire CleverLand to accomplish?

• IT platform
• Digital awareness campaign
• Visibility

SOLUTION

How did you find CleverLand?

Referral

Why did you select CleverLand over others?

• Pricing fit our budget
• Good value for cost
• Company values aligned

How many teammates from CleverLand were assigned to this project?

2-5 Employees

Describe the scope of work in detail. Please include a summary of key deliverables.

Comrehensive assistance of all IT components related to UDA's projects within several years

RESULTS & FEEDBACK

What were the measurable outcomes from the project that demonstrate progress or success?

Number of the beneficiries 

Describe their project management. Did they deliver items on time? How did they respond to your needs?

Everything was on time 

What was your primary form of communication with CleverLand?

Virtual Meeting

What did you find most impressive or unique about this company?

I was impressed with their human approach and efficiency.

Are there any areas for improvement or something CleverLand could have done differently?

Expend their capacity