📈 Scaling Your Recruitment Process: From Startup to 30+ Employees

We’ve previously written about hiring in a startup at the idea stage and the early stage 5–7 people.

Now let’s talk about an IT company that already has managers and teams — a total of 30–40 people. Often, the staff of such a company proliferates, and new vacancies constantly appear.

Here we need an analyst. And then 3–4 front-end developers. And let’s finally hire testers! This is normal company growth, says the founder of NEWHR Recruiting, Kira Kuzmenko.

In parallel with hiring in the company, it is necessary to build basic functions related to personnel:

✅ Onboarding new people.

✅️ Monitoring probationary periods.

✅️ HR issues.

The more people, the more often they go on vacation, quit, get paid, etc. Who to entrust this to? The company will need a separate full-time person responsible for HR and hiring.

1️⃣ This could be an HR generalist (HRG) — a jack of all trades in the field of personnel management who will build the HR function in the company.

OR

2️⃣ A recruiter who will take on hiring and some HR processes like onboarding.

If a growing company needs to hire and onboard new people quickly, then probably HR won’t have time for anything else, warns Olga Makarova, executive search consultant at NEWHR Recruiting.

What to do with recruiting? In a company of 30–40 people, it is worth forming a recruiting team with its own expertise — this will be more economical.

This team will:

✅️ Present the company in such a way that candidates want to work in it.

✅️️ Understand cultural features: what kind of people fit into the company, and which ones don’t.

✅️ Build a candidate assessment system.

✅️ Be able to conduct standard hiring: hire many people of the same profile at once (e.g., Go developers).

Also, HR can take on accounting and HR paperwork if this is not delegated to anyone.

Should you turn to a recruitment agency?

This is relevant in three cases:

1️⃣ Internal recruiting is not keeping up. This happens when a recruiter is loaded not only with hiring, but also with events, HR paperwork, and so on.

2️⃣ Your recruiter has not previously been hired for this role, and expertise is needed. For example, they hired a marketing director but did not hire a media planner.

The agency will help answer basic questions about the new role:

• How much does a specialist cost?
• How is the candidate market structured?
• What requirements should be set for the vacancy?
• What tasks can be given to a person in a role?

Without expertise, hiring can become a problem:

Let’s imagine, I want my head of content also to sell. Well, why not? Let them sell our products! But six months passed, and I still can’t find the head of content. Why so?” Kira Kuzmenko remarks ironically.

3️⃣ The company needs an outside perspective. Here, an agency with which the company’s management has a match, and a common vision, will help.

For example, an agency will help identify problems in the hiring process. The agency will also tell about the typical objections of candidates and how the market perceives the company’s HR brand.

NEWHR Recruiting will help your company find IT specialists of any level. Just leave a request on the website or write to contact@new.hr