Hire an A-player in 3 interviews
Recruitment Agency
Delivering Hustlers
Our process is focused on finding self-starters—professionals who can jump right in and start building without the need for an introductory call.
Delivering Fast
We provide a shortlist of finalists with the key skills and experience relevant to the job within 13 business days from the start.
Easy Onboarding
90% of our hires successfully complete onboarding. Most candidates start performing as long-term employees within two weeks of their first day.
What hiring managers say about us
- Roman, liVice President of Products @ ImprovadoI don't understand how it works, but the candidates from Hiretechfast have incredible hustle. They are ready to dig in whatever direction it needs.
The team has a clear picture of the skills needed to be a good Data Engineer, Marketing Analyst, or Product manager.
I am going to hire again and again with htf -
- Eugen, liManaging Partner @ 271.vcI want to see the whole process, including the database of all candidates and necessary reports. I was managing the process myself as finding such a dedicated recruitment agency seemed improbable.
Working with Hiretechfast is a great experience; from process to reporting, everything is excellent.
Hiring Process
For the Hiring Manager:
- hiring brief
- a couple of interviews
- hiring complete
Candidates Funnel
Baseline Hiring Funnel
1. We publish job ads on Indeed, LinkedIn, Glassdoor, and few other places.
2. We perform soft CV screening, and 85% of candidates are invited to the next step.
3. Candidates are asked to pass a quiz tailored for a specific role. 10% — 25% candidates pass the quiz.
4. Than we ask candidates to complete a simple self-info form. About 40% candidates invited for the next step
5. Then we suggest to do "time-consuming" homework
6. Hiring manager get access to the dashboard with summary about all finalists and mark who to invite for the interview
Pricing: Fixed
We don't charge by percentage of salary because we often hire cheap (and well-performing) underdogs. We concluded that fixing the prices is the best motivation for us to hire high performers with salaries that are as low as reasonable.
Price adjustments for grade, specialization, location and language
Pay After Trial
- For deals up to $4,000, no upfront payment is required—you only payafter new hire finishes the trial period
- For deals over $4,000, we request a 20% prepayment.
Seniority Price Adjustments
* We guarantee passion about professionals topics for all levels of candidates
** Standard Middle management roles are equals with Seniors for engineering position in this scale
Specialization Price Adjustment
*Engineering Analyst = Data Engineer + Analyst. Like analyst who can build data models
Location Price Adjustment
Language Price Adjustment
So, if you need "Middle Marketing Analyst" in NY who knows Arabic.
Then price = $2k + $1k + $4k + $3k = $10k per single hiring
Then price = $2k + $1k + $4k + $3k = $10k per single hiring
Qualified Candidates Salary expectations
If you look beyond the polished resumes crafted by career consultants, extensive self-promotion, and networking, you'll find candidates who excel in their core roles but haven’t yet honed their self-marketing skills.
These individuals often have salary expectations below the 'market' rate—w here 'market' refers to the common understanding of salary norms for a given specialty, location, and level
We in HireTechStats have some dataset and few approaches how to estimate salaries for qualified candidates
These individuals often have salary expectations below the 'market' rate—w here 'market' refers to the common understanding of salary norms for a given specialty, location, and level
We in HireTechStats have some dataset and few approaches how to estimate salaries for qualified candidates
Frequently Asked Questions
- For deals up to $4,000, no upfront payment is required—you only payafter new hire finishes the trial period
- For deals over $4,000, we request a 20% prepayment.
— Hiring on the first interview happens in about 40% of cases
— After second interview its about 40% + 30% = 70% cases
— After third interview 40% + 30% + 15% = 85% cases
So, we need more than three interviews in about 15% of cases. Most often, it occurs when hiring managers understand that they need a different role during initial interviews.
— After second interview its about 40% + 30% = 70% cases
— After third interview 40% + 30% + 15% = 85% cases
So, we need more than three interviews in about 15% of cases. Most often, it occurs when hiring managers understand that they need a different role during initial interviews.
No. This is part of the contract
Yes, you can. We provide detailed reports, including candidate databases, screening outcomes, and interview results. You'll have complete transparency throughout the hiring process.
We rigorously assess candidates through a funnel that includes quizzes, homework, and screening interviews to ensure they meet your expectations in both skills and cultural fit.
Most important part to achieve quality is about competition. For every job post we have hundreds competitors. And only fastest, smartest and persistent can get through the funnel.
So we trade our marketing capabilities for candidates quality. It's quite expensive. But it works.
Most important part to achieve quality is about competition. For every job post we have hundreds competitors. And only fastest, smartest and persistent can get through the funnel.
So we trade our marketing capabilities for candidates quality. It's quite expensive. But it works.
We specialized on roles where results could be measured. It works almost for all roles. It works for engineers and analysts. Surprisingly well (a lot better then for engineers) it works for managers.
Important exceptions that our approach doesn't works for:
Important exceptions that our approach doesn't works for:
- Designers
- authors of fiction texts