Reintech

BACKGROUND

Please describe your company and your position there.

Parting Pro is the online arrangement platform helping funeral homes to manage their business more effeciently (Ability to track cases and orders, sign forms, send invoices and receive payments, and other important online tools). I take on many responsibilities in the daily operations of Parting Pro. I lead the engineering team, and help build the actual software that our client's use.

OPPORTUNITY / CHALLENGE

For what projects/services did your company hire Reintech, and what were your goals?

We are working with Reintech because they have strong candidates and we know that Reintech is screening their technical skills before each interview, that save us a lot of time on finding perfect match for our position.

SOLUTION

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

I know Sasha, the founder of Reintech. I read his posts on LinkedIn for a while and decided to contact him, as his thoughts about recruiting remote developers to sound professional.

Describe the scope of work in detail, including the project steps, key deliverables, and technologies used.

Because we do not have an internal recruiter, we expected to use Reintech’s recruiting process to get great candidates to close our position.

How many people from the vendor's team worked with you, and what were their positions?

We were in constant communication with a dedicated recruiter via Slack and with the co-founder.

RESULTS & FEEDBACK

Can you share any measurable outcomes of the project or general feedback about the deliverables?

Initially, I was skeptical about how fast and how good candidates they can provide. But we received the first good candidate in 2 days. The process of interviews was accompanied by the recruiter from Reintech’s side, everything went very smoothly and fast. It was somewhat shocking after my previous experience working with recruiters. It took us a few iterations to find the perfect match, the entire process was still very smooth and professional.

Describe their project management style, including communication tools and timeliness.

I’d say they are transparent both in business model and management style. Reintech’s recruiter Viktoria shared feedback between us and candidates during the recruiting period and later. We used Slack and emails for communication. Connecting our Slacks via a shared channel was a great experience. I felt they put a lot of attention into my project.

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

Speed and quality of candidates. Regarding my initial skepticism, I completely changed my mind about what they can deliver. Somehow they attract experienced and mature candidates to their network. It is a pleasure to work with such people.

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

For me as customer, they can improve their software tools, specifically a customer dashboard to see more details about my team and billing details. Currently, it is all accessible but requires additional effort to interpret the data. It is also possible to automate some of the processes during a recruiting process, like scheduling, for example. On the other side, I liked the human touch in the recruiting process. In general, they can improve their “platform” side of the business. In terms of candidates, the process of recruiting, everything was very good.

BACKGROUND

Introduce your business and what you do there.

I’m the director of technology of a startup that works on education technology products. One of the main products is a peer-to-peer marketplace.

OPPORTUNITY / CHALLENGE

What challenge were you trying to address with Reintech?

We were developing our MVP with an old-fashioned company, but we decided it was the right time to start building our in-house teams. We were looking for senior developers; we were interested in particular technologies, but the cultural fit was also crucial.

SOLUTION

What was the scope of their involvement?

Reintech provides recruiting services. We began to look for core engineers, and then we engaged Reintech to help us with the search. Initially, we prepared the description and sent it to them. The first thing they did was press cleaning and some basic technical interviews, which included some exercises and online tests.

We still reach out to them when we need a candidate. They’re currently looking for Ruby on Rails and JavaScript engineers.

What is the team composition?

We’ve worked with the founder. However, the main work has been with our primary point of contact.

How did you come to work with Reintech?

My previous company used Reintech to find engineers. I really liked the quality of the engineers that came from them; they were excellent.

How much have you invested with them?

We’ve spent $20,000.

What is the status of this engagement?

We began working together in March 2021, and our relationship is ongoing.

RESULTS & FEEDBACK

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

All the candidates we’ve worked with have successfully passed their evaluation period and stayed with us. We only had one person leaving us because they found a better opportunity as a lead developer. Moreover, there’s a cultural fit beyond their skill. Communication with other team members is very positive, and everyone likes to work with them.

How did Reintech perform from a project management standpoint?

Project management is pretty decent. Communication is okay; they provide the candidate, profile, and feedback based on the interview. They also take in our needs when we have to source more candidates. In general, the time we spend with them is minimal; I don’t think it could be less.

They have their proprietary platform, and we have access. It has many candidates and their profiles, so it helps find people. Sometimes we need to contact them to verify that they’re still available, but it gives us a good sense of the market before we start.

To communicate, we chat on Telegram.

What did you find most impressive about them?

The quality of the engineers they provide is outstanding. In most cases, we have 2–3 candidates, and we still have a match. I don’t know how they do it. 

Are there any areas they could improve?

Asking the right questions to the customers would help to align the communication.

Do you have any advice for potential customers?

Although they do interviews, it’s almost obligatory to do extra rounds, technical interviews, and cultural assessments. Also, don’t hesitate to ask questions and overcommunicate to ensure the person has the right technical skills and balance.