Opinion: Russian IT recruiting is more dead than alive

Contents:

• What I was asked and what was in the tests
• What annoys me: lies, boring lectures and value judgments
• How much of the fish?
• Fear and loathing in Russian recruiting

On Twitter, I shared my experiences about the difficulties I encountered during the IT recruiting process. Over the course of two months, I interviewed at 25 Russian IT companies for the position of iOS developer. Unfortunately, the situation on the Russian labor market leaves much to be desired, and this applies even to experienced specialists.

I conducted an experiment to compare the Russian recruiting market with the European and American ones. During the study, I scheduled calls with everyone who contacted me: agencies, companies, and individuals, which allowed me to receive a variety of offers and understand the specifics of each market.

Disclaimer! The author's views may differ from those of the editors.

The result of this process was that only half of the companies reached the final stage—either rejecting or accepting a job offer. In some cases, communication was so unsatisfactory that I myself made the decision to terminate it. For example, at one company, I was asked to rate my VIPER module writing skills on a ten-point scale.

I am concerned when I am asked to evaluate my skills within the framework of a list of technologies that does not reflect real practice and experience. I believe it is important not only to list technologies, but to demonstrate how they are applied in practice. Skills assessment should be based on specific examples and projects, not abstract categories. This approach allows us to more accurately determine the level of competence and professionalism.

We created titles that contradict each other in just five minutes.

The text doesn't provide any insight into whether I meet the requirements of this position, even if I provide my answers.

During interviews, we observe that employers don't always keep up with modern trends and feel uncomfortable communicating with young professionals, especially representatives of Generation Z, who expect a salary of 300,000 rubles. This discrepancy between applicants' expectations and the reality of the labor market creates tension during the hiring process. It is important for employers to adapt to new conditions in order to attract and retain talented employees who meet modern requirements.

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What I was asked and what was in the tests

Standard interviews usually ask several of the same technical questions. By the third interview, the answers become automatic. At one interview, I was told, "Why bother asking you?"—after which we spent another hour discussing life in the US and startups.

Although I had no trouble with the technical aspects, and I handled interviews with humor and sarcasm, I've often experienced discomfort from pressure, toxicity, and interviewers' attempts to assert themselves at my expense. Young professionals, especially juniors, face such situations much more often, and for them, the job search process becomes not just a test, but a real struggle.

Quick-fire interviews are especially tense when the interview is conducted in a format where questions are asked one after another without the opportunity to prepare. This approach is often used in Western companies such as Amazon, Facebook, and Netflix. Time limits for answers are strictly defined: if you don't have time to answer, the interview continues without you. However, an experienced interviewer seeks not only to test knowledge but also to understand the candidate's thinking, guiding them to deeper reflection. This helps reveal the candidate's analytical skills and creative thinking.

I'm passionate about programming and don't consider myself lazy, but I encounter problems when completing test tasks. They often have a similar format and are reviewed superficially, resulting in insufficient and uninformative feedback for candidates. Of all the companies I've worked with, only Joom and Revolut provided truly high-quality feedback.

Interestingly, interviewers often prepare test tasks and assignments but fail to provide the appropriate conditions and tools for completing them. During interviews, candidates are often asked to search for information in Google Docs or share their screen. It's important to remember that platforms like HackerRank offer comprehensive problem-solving tools, including a console and video calling. I recommend using these resources to improve the quality of your interviews.

There are many questions for test writers. For example, a test for iOS developer applicants often includes a question that tests specific skills and knowledge. This question can cover various aspects of iOS development, such as knowledge of Swift, understanding of architectural patterns, working with APIs, or experience using frameworks. The main purpose of such questions is to assess the level of professional training and the ability of the applicant to solve practical problems related to the development of mobile applications.

What annoys: lies, boring lectures and assessments

Judgments

I have terminated several interviews due to toxic behavior from interviewers. One of the most difficult cases occurred with a female team leader who considered herself an expert in project management and was eager to demonstrate her skills. She described the terms of the task and asked me to describe how I would complete it, as well as to voice my salary expectations. I presented a solution, but received a scathing response, claiming I wasn't a good fit for her team due to a lack of product thinking.

A common lie you'll encounter during interviews is, "I'll ask general questions, and there are no right answers." Don't fall for this. There are, in fact, certain limits to correct answers. Even when answering the question, "What do you do in your free time?" recruiters have expectations in mind. The candidate should intuitively understand what exactly is required to secure a job offer. For example, answering, "I lie on the couch and drink beer" would be clearly inappropriate. Be mindful and avoid such traps to increase your chances of success.

Lies always make me wary. That's why offers of free cookies tend to turn me off. Outdated methods like, "Your friend recommended you" or "Your resume is a perfect fit" don't inspire confidence. Experienced developers are well aware of boilerplate emails and mass mailings, and that's why such techniques have long since ceased to be effective. It's important to use relevant and honest approaches to establish trust and successful interactions.

Some recruiters spend significant time discussing the product and team before the technical interview. I once almost fell asleep listening to an interviewer go on and on about development plans and investments. It's important to understand that such information is not necessary before the technical stage, as the candidate may not make the cut. Typically, such presentations cover all aspects of the company, not just those that are important to the candidate. Personally, I'm not interested in delving into a company's history, plans, or market positioning. If I'm familiar with the brand, I'll just think, "Great," and if not, I'll search online.

Recruiters often conduct interviews not with modern approaches and the convenience of both parties in mind, but rather according to outdated standards. These standards, established over a decade ago, imply an inflexible and formulaic approach. As a result, candidates face multiple calls, with different employees asking the same questions. The primary goal of these meetings is usually stated as "forming an opinion about the candidate." However, it's important to note that these conversations are conducted by people who subsequently simply convey their opinions to the HR manager without delving into details. This can negatively impact the recruitment process and prevent the candidate's true qualities from being revealed.

How much is the fish?

In Russia, it's common practice to avoid disclosing salary expectations to recruiters first. However, in practice, this strategy often proves ineffective. Attempts to determine salary ranges typically end with the phrase, "How much do you want?" This creates certain difficulties for job seekers, as they may not know how well their expectations align with the market. Therefore, it is important to research average salaries in your field in advance and prepare for salary negotiations with recruiters.

At a certain point, the constant evasions became unbearable, and I decided to use my opponent's methods. This led to my first significant victory:

The salary negotiation process has its nuances, and there is a "dark side" to it: by voicing their expectations, the candidate may face judgment, especially if their demands exceed the market average. Salary negotiation is a complex stage, during which HR can react in a variety of ways. In my opinion, the only acceptable response to a candidate after voicing salary expectations is "OK, I'll discuss it," and then a decision should be made to approve or reject. Avoid pointing out to the developer that their salary expectations are incorrectly justified. For example, my friend @eigeorguy received a response that clearly illustrates this.

When a beginner with limited experience asks for a salary of 100 thousand rubles, and he is told that such amounts do not exist on the market, this can cause him shock. As a result, they may continue working for a salary significantly below market level for several years. This creates significant stress and negatively impacts their professional growth. It's important to maintain an open salary dialogue and adequately assess their skills and contribution to the job. A proper understanding of market realities helps avoid misunderstandings and promotes healthier working conditions.

Here's another example of unsuccessful negotiations. The screenshot shows a unique offer prepared especially for me.

Here's another interesting offer, which clearly means: "Update your resume for our client so that I can get a reward for your find."

Despite promises, the discussion ended at this stage, and the resume was never sent.

Recently, we have been receiving requests to translate resumes into Russian. This is due to the fact that in the field of information technology, situations often arise where knowledge of English is not mandatory. However, it is important to note that English remains the primary language of communication in IT, and knowledge of it can significantly expand the career opportunities of specialists.

After several interviews, I acquired an important skill - I learned how to negotiate and was able to increase companies' offers by 30 thousand rubles in just a few messages.

Curioses in the field of employment often make me smile. Particularly memorable was the refusal, which was formulated as follows: "There are no tasks for this salary level." This approach to communicating with candidates highlights the difference between the expectations of applicants and the actual requirements of employers.

I had to refuse more than once. Twice I could hardly wait until the end of the technical interview, politely thanked them for the communication and gently hinted that I did not intend to work with such colleagues. This happened, for example, when the technical director didn't know the right answers to his own questions. Such situations highlight the importance of professionalism and competence within a team, as working surrounded by incompetent colleagues can negatively impact the overall atmosphere and efficiency. Email agencies have become so passive that many take no measures to prevent their emails from ending up in spam. As a result, I've accumulated a whole list of such "unique" offers, taking up three screens. This highlights the problem of marketing inefficiency and a lack of attention to email marketing fundamentals. For successful promotion, it is important not only to create attractive content, but also to take care of its deliverability.

Fear and Loathing in Russian Recruiting

Topic The pickiness and odd behavior of recruiters is truly noteworthy. One of the most frustrating situations when interacting with European and American recruiters is the lack of response to your inquiry. Unlike the Russian market, where 80% of responses from recruiters can be negative—aggression, disdain, or pointless questions—on foreign platforms, this behavior is especially odd.

Perhaps this attitude could be understood in the context of hiring for low-paying positions, but when it comes to high-paying positions, it's perplexing. I previously worked as an interviewer and earned 2,000 rubles an hour, which confirms the high cost of the recruitment process. Therefore, it's unclear why it's organized so inefficiently.

Such problems in recruiting can negatively impact a company's image and complicate the search for qualified specialists.

Some employers warned me that publishing articles and discussions on Twitter could put me on some kind of "blacklist," which would lead to job denials. However, I only received one actual rejection due to this list. I regularly apply for positions with attractive salaries. One day, HR responded with a screenshot of an article on VC where I spoke and noted that my opinions did not match the image of an ideal candidate. This is, of course, absurd. People don't realize how diverse the world is and how many companies exist. Having rejected me once, they don't consider that another company might happily hire me.

After two months of experimentation, I came to the conclusion that IT recruiting in Russia is in a state of serious decline. The main reason for this is the influx of recruiters who previously worked in other industries, such as mobile phone sales, into the field. This leads to their emails ending up in spam, information exchanged between candidates and teams being distorted, and recruiters themselves often disappearing or sending messages requesting meetings without a specific purpose. While companies have the right to hire at their own discretion, I'm surprised by the quality of their approach to recruiting in the IT field.