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Senior UX Designer

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Our client is an international domain registrar and web hosting company looking for a Senior User Experience Designer to join their team in Belgrade. Read more...

Scrum Master

Full time,

B2B, Scrum, Agile Read more...

What is Pay per Stay?

Switching jobs or looking for people to join your team takes a significant amount time and even more dedication. The entire hiring process implies a lot of searching and questioning on each end, but it also brings a certain feeling of accomplishment once this difficult task is successfully fulfilled. Our job is to be that link between talents and those who are looking for an opportunity to meet them and invite them to make their team even more exceptional and productive. Knowing we’ve done something good and contributed in someone’s career is what keeps us wanting to improve our ways. And we’re managing to grow by constantly finding solutions for problems our clients and candidates frequently come across. One of the ideas we came up with to make hiring easier and accessible for a variety of companies is called Pay per Stay method, and it’s actually very simple and efficient. The Rubik’s cube Each business owner is faced with numerous challenges and often with difficult decision making. The responsibility for maintaining each part of the company highly functional becomes a standard part of the daily routine. To put this simply, here’s what it is like for an entrepreneur: a coffee break followed by a full time contemplating and “what if”-ing section of the day. Even though there are many amazing people with all the necessary skill sets, knowledge and all kinds of mojo any company would gladly welcome aboard, there are numerous small but inevitable factors one must have in mind when hiring. Finding “the perfect match” is like trying to solve a Rubik’s cube – everything must fall right into place. Only in this case it’s a little less colorful and far more realistic. This Rubik’s cube is about structuring many elements, but these might pop up as the most important ones – the candidate must have certain tech skills required for the certain position, then there’s the part that’s often called “a culture fit” (and we’ll use this term until we come up with a more suitable one), and there is the always tricky question of a budget. Luckily, this is when our Pay per Stay method jumps in and saves the day. Or at least saves you from the notorious so called cash burnout syndrome. Before reviling the actual concept of this payment method let’s take a moment and explain what collaborating with us implies. Our number one priority is to collect all the relevant information about you and your company in order to reach out to the right crowd. Your first step would be to provide us with all the details about your current aspirations and future plans. And we’ll handle the rest – sourcing, screening and interviewing would be our preoccupations. Your next task is to check your inbox regularly and have a look at all the resumes we collected. It’s time for you to get introduced to experts interested in your projects and eager to hear more about what is it that you do. The What Ifs After carefully considering resumes and getting properly introduced to the candidates, you chose to hire someone. No matter how thoroughly we searched for suitable candidates, there is always a variety of potential scenarios, and unfortunately there’s always a slim chance something might not turn out as you planned. So, in case you decide that a person you hired does not entirely meet your expectations after all, you would need to do something about it. And that “something” is usually a code word for terminating the contact in majority of cases like this. What comes next? Well, our Pay per Stay method would surely cut your expenses if something like this happens. And hopefully it will also cut your stress level in half. The agreement we would offer you consists in dividing your payments for our services into 12 equal monthly fees. Think of it as a sort of insurance that if things go wrong you won’t be losing both – the new employee and the capital you invested in this whole hiring process. The honest model If we’re all down on our luck and your collaboration with the employee we introduced you to breaks for whatever reason, we would immediately stop charging you. The next step is entirely your choice – we could look further and find someone to take the first candidate’s place. We would appreciate any feedback from you and it would be more than helpful if you provided us with as many details about what went wrong as possible.  This way we can have all the pieces of this hiring puzzle together while looking for a new member to join your team. If you go for this option and let us keep searching for the person that will fit perfectly into your team, the payment method would remain the same. But the very good news for you is that we wouldn’t start charging you from the very beginning once you hire one of our candidates again. For example, if the first candidate you’ve decided to hire leaves after two months and after a while a new one comes along and you choose to welcome him to your team, we would send out our monthly fees as from the third month. All kinds of expenses on your end would just be paused for a while so that you can retain the necessary resources until we find a definitive match. This brief introduction is meant to show a little bit of what we stand for. Pay per Stay method of charging was created with the idea to encourage those who are in charge of smaller teams with the tendency to grow and those who are looking for a way to start their own business. What triggered this idea is the fact we are also a small group of people gathered around a goal to do something big that would hopefully have a positive impact on everyone we work with. Feel free to get touch with us. We would love to hear from you and get to know you. And we’ll gladly tell you more about our approach and our ways of making hiring easier and cost effective.
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I researched Applicant Tracking Systems (So you don’t have to)

Are you having hard time handling your talent pool and worried with upcoming GDPR? Then you probably tried to figure out which ATS would suit your needs. ATS stands for applicant tracking system and the idea behind this software is to automate company’s recruiting and staffing efforts, but also to manage candidate’s data. Handy little thing. The bad news for HR and PeopOps teams is there is a bunch of them (more than 300 in the market at the moment to be exact). Our team tends to move fast so we can keep our average time per hire at 2 weeks. From the moment we receive the job description to the moment a stressed manager starts thanking us, we only think about tracking our time and productivity. Staffing agencies use CRM’s and we couldn’t afford the whole team to do the research. The decision was I should do it. I’ve found an article named The top 100 ATS in 2018 . Oh, the excitement.    I wanted to learn which ATS are the biggest sharks out there using. Well, none of them. Google developed their own ATS product called Hire. The bad news is that this software is available only for companies that use G Suite and are based in US.  Facebook also developed CRM for their needs. This might not be the best solution for every company cause it takes up a lot of planning and resources if you want those cool features like video interviewing or employee referrals. We developed CRM for our needs and it’s far from perfect. It’s also far from cheap and we don’t even have “the cool features”. The truth is, most of the applicant tracking systems are built for small to mid sized businesses. Large organizations usually need more custom features and I figured Breezy has that option. Also comes with a “custom” price. What happened when I used the ATS I researched a bunch of them, but decided to write an overall review for just a few of the most popular ones. The most common elements are: career sites, applicant tracking, advanced search options, interviewing tools and analytics. 1. recruitee has career sites with customized application forms, you can even customize hiring workflow for each position. They also have this drag & drop option, which gives the user a nice kanban/trello feeling. Apart from the great UX, it offers a nice set of features for recruiting teams and integration with Slack. They listed pricing, so go check it out. 2. Workable says they are the most popular ATS, yet no pricing. The workflow is quite much the same as previous, it starts with a career site where applicants apply. Once they appear in your pipeline, each candidate will have their own profile. Workable has built in sourcing tool, based on booolean queries. Mobile apps available. 3. SmartRecruiters looks like pobresito comparing to the previous two. You'll find four tabs and for each job you'll have well drew up charts and data about the position. What I hated is how many pages I had to read to figure out what features this ATS has. KISS. 4. Zoho AKA the free one. There are actually two types, one for HR teams and one for staffing agencies. The free package for staffing agencies comes with Candidate Management, Career Website, Client & Contact Management, Email Management, Interview Scheduling and Job Posting Management. It is cloud based, offers integrations with social media, API or email, but it is provided only in Enterprise model. CV parsing also comes with few bugs. Much like others, you can customize ATS to your needs, migrate data etc. Does the trick for small recruitment teams. Bonus warning for recruiters: I noticed there are bunch of these charts, tracking your efforts. There are companies that are not able to meet their hiring needs due to different reasons. Seeing these charts might just motivate you to pursue your dream of being a farmer. I am kidding you not, I'm not even a recruiter and these things seem mean. (under pressure playing in background) What to focus on when choosing an ATS Social Media Sourcing Copy/pasting a job offer to social media, and then adding a pic can be a drag. But, we’ve been used to doing it manually, and it gave results. What we’ve discovered is there are ATSs that allow you to connect your official LinkedIn, Facebook and Twitter page to it, and to post your job opening through it. Due to instagram’s policies, we all still dwell in sort of a limbo where we have to manually post. However, three out of four doesn’t sound at all bad. Good example of this is zoho. It may not be included in a free pricing plan, but at the end of the day, the level of optimization is completely up to you, and ATS is there to help you optimize your process. Posting to External Job Sites This one is a no brainer. It is necessary for acquiring applicants, and possibly the applicant who will be just perfect for the job opening. Luckily enough, most ATS’s we’ve looked at have this option. This option adds an additional dimension of security and creates more confidence in applicants that you are offering a stable and reliable work. Zoho has a basic function for this in it’s free pricing plan, and recruitee and workable offer this option. Compliance with local laws Four letter everyone should pay attention to are GDPR. Fortunately, all ATSs we’ve reviewed disclose where data is stored, and how it is protected. A good example of ATS disclosing this information is recruitee. You might also want to research if and how taxes are applicable. Mobile Capabilities If you’re a small agency owner, and you’re on your feet most of your time, it’s very important, as it is to me, to be able to access and see where in the selection process the applicants are, on the move. Workable and SmartRecruiters both have apps that will provide you with necessary insight to see how your candidate is doing in the selection process. What I learned losing my mind over this ATS madness  1. It’s an absolute must have if you have a lot of applicants asking for internship opportunities; 2. It can improve candidate experience, you’ll send feedback right on time; 3. Most of this softwares rely on a “post and pray” strategy. Reality is that in IT recruiting - the best talent out there are passive candidates and won’t apply through your career page. You would have to add their info manually or ask them to fill in data. 4. … which also reminded me that if there is a fill out form with more than 3 questions, Seniors just ain’t gonna do it if they are not really into the position; 5. Some of them are really pricey and you will probably have to talk your CEO/CTO/CFO into it; 6. Design sells; 7. It really depends on the size and needs of the organization; What are your experiences? Hit the comments.
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LinkedIn Guide: How to Make Recruiters Come to You

Did you know that there is more than 20 million open jobs and 590 million members on LinkedIn right now? It may look like it would be easy for you to find a job, but you won’t be noticed unless you start thinking strategically. What does “thinking strategically” mean? First of all, your profile has to be visible to recruiters. If your profile cannot be found on LinkedIn, you have a serious problem. Secondly, you have to find a way to keep IT recruiters on your profile and make them want to contact you. So, it’s not about how lucky you are, but how wisely do you use your LinkedIn profile. The great news for you is that you can rank more highly for the types of jobs you’re most interested in if you think strategically. How do IT recruitment companies hunt for professionals? Think about how you hunt for a job. You probably search for some keywords, job title, location, and industry. The same is with recruiters. You get a list of jobs, while they get a list of people who they can match with a job. Just as you don’t click on every job opening, recruiters pick only those candidates who are the most appealing and relevant to their search. So, what exactly do they do? They select the most important skill required for the job they are filling.They type in the job title they expect their perfect job candidates to haveIf the position is not remote, location is a significant factor for them. Recruiters usually prefer local candidates.They type the keywords into a search box They may use some other options such as industry or education. They get a list of possible matches and then the negotiation begins! So, if you want recruiters to contact you, your profile should be on the first or second page of their search. However, your profile should be optimized well in order to be visible on in search results. You have to stand out from other candidates, so you better start working on improving your profile. You have to find a way to keep IT recruiters on you LinkedIn profile Basics: Here is what you have to do in order to get “complete profile” status: Upload profile photoAdd industry and locationYour current position2 past positions you’ve heldYour education3 skillsIndustry & postal code50 or more connections Also, it will be better for you if you make your profile public and create your own link (and it will take you only 60 seconds to do so). However, basics are not enough if you want IT recruiters to contact you. Let’s dig deeper into LinkedIn algorithm and mind of recruiters. How can you improve your LinkedIn profile? 1. Choose headline and job titles smartly Your headline and current or recent job title is the first thing recruiters look for, but they’re important for LinkedIn’s search algorithm as well. It’s the major piece of information seen in search results alongside the name and profile photo. Make sure you have specific job title and headline because "Multi-skilled Professional" won’t tell anything to them. Use the full potential of these 100 characters that you can use for the job title. Be specific, but describe what you do. Incorporate common terminology used in your industry, use some buzzwords that can help recruiters find you. However, LinkedIn’s search engine is not smart enough to understand synonyms. So, if your job title is uncommon, you may consider a hybrid title, or you can break it down into its parts. For example, you can write Senior Software Engineer I Java Developer. 2. Think about where would you like to work Yes, your skills are important, but recruiters will first contact candidates who are more likely to accept their offer. They usually target local candidates at the beginning and set their advanced search to only bring up candidates living within a 25-mile radius of the company. So, if you’re willing to move because of the work, you should consider changing your zip code. Think about where would you like to work or which city offers the best jobs from your field. Further, you should specify which cities you’re willing to relocate. Just go to “Career interests” settings and update your location preferences and other settings. However, if you don’t add your location on the LinkedIn profile, you might not show on IT recruitment agencies localized searches. Think about where would you like to work or which city offers the best jobs from your field 3. Pick the right keywords Although keywords listed in your “Skills & Endorsements” section are searchable, they are not as important as those in your headline, job titles or job description. Recruiters usually have a list of buzzwords for a specific job, so if they want to find a front end developer, they will search for people who know CSS, HTML, JavaScript, etc. Remember, keywords have the most significant impact on LinkedIn search ranking, so you better put the right keywords in different sections of your profile. 4. Be creative in the summary section Are you aware of the fact that you have to brand yourself as a professional who is confident, passionate about the job and who is reliable? In the summary section, you have an opportunity to be creative and stand out from others. Put a bit of your personality and voice and show recruiters that there is a person standing behind the profile. Write about who you are, what do you want from a job and what your experience is. Once recruiters come to your profile, it’s important to keep them, so you better be creative. Also, write those keywords we talked about earlier in summary as well.   5. Show off your skills in the experience section Have you already added relevant job experience on your LinkedIn profile? Recruiters are looking for people with certain types of experiences. As mentioned, they will do a keyword search but that only searches the work experience part of your profile. Your LinkedIn profile is your resume, so describe the positions just as you would do in it. If you’re a beginner, add a volunteering experience or some projects that you did on your own. Build an Online Presence and Make Connections as a Junior Developer: How to Start? 6. Choose professional photo When headhunters search for a potential employee, the first few things they’ll see are the headline, your name, and your profile photo. There is a more possibility that they will visit your profile if you have a profile picture, so you better upload it. But don’t put just any photo on your profile. You want to look professional, so make sure that your picture is clean, simple, and that you wear appropriate clothes. Also, your photo should be up-to-date because it might make you seem deceptive if you meet someone in person. Nevertheless, you don’t need to get a professional headshot, but you do need a photo that shows your face clearly. Here is an extra tip - choose a brightly colored background that isn’t distracting. 7. Connect with professionals It’s not only about the number of connections you have, but who you’re connected with. The more common connections you have with a recruiter, the higher your profile will be in the results when they search the specific keyword. Degrees of connections are also important because recruiters are more likely to connect with you if you have some connections in common. Start with people you know, but don’t stop there. It’s important to connect with professionals from your field of work, not only locally, but internationally. 8. Check spelling and grammar In the end, check spelling and grammar mistakes because this can be a huge red flag for recruiters. There are a number of free grammar apps, so you don’t have an excuse. Also, if you misspell a keyword, recruiters won’t be able to find you. There is even a better reason for you to check grammar. According to research, professionals whose profiles contained fewer mistakes achieved higher positions. So, ask a friend to check your profile or use some app that can help you find mistakes. Conclusion: Be an active member of the community Don’t just create a profile, never log on ever again, and expect that jobs will magically come to you. The thing is that you should be an active participant on LinkedIn if you want to be noticed by recruiters. So, comment posts, join groups, write articles or share things that are trending in the industry. Always keep your profile up-to-date and write keywords in every section of your profile (but not to much of them). You have to think about both the LinkedIn search algorithms and the recruiters themselves, so think strategically, and recruiters will keep coming to you. We are always looking for high-level IT professionals. Let us help you find a job!
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Developers Burnout: Why you Have to Take it Seriously?

How do you feel about your job? Do you feel dreaded or happy about new challenges? Yea, it’s normal if you sometimes feel unmotivated, but if this condition continues, you better watch out! You may be close to burnout! Every programmer got close to get burnout at least once in their career. If you think that can’t happen to you, you’re wrong. It happened to the best programmers, so it’s essential to prepare and stop it on time. Some strange feeling goes through your veins, you’re procrastinating your tasks, find excuses not to work, struggling to perform tasks, or simply working so hard, feeling so stressed all the time, and don’t have time for yourself. A burnout story: What are the signs? High-achievers often expect a lot from themselves, so they keep working long hours and put enormous pressure on themselves to excel. However, sometimes your condition is not chronic: “A standard burnout is extremely easy to spot. If you suddenly don't feel like doing something you don't normally have a problem doing, it could be only 2 things: you're lazy or depressed today or you're working too hard and need a break. Hint: take that break.”Miloš Đekić, CTO of ClickGUARD If this is the case, you can quickly stop it and try to concentrate on the purpose - what motivates you and what attracted you to start coding in the first place. Nevertheless, sometimes you just can’t see how close you are to get burnout. “A deep burnout comes like a thief in the night. It's like a lonely cancer cell, dormant until something kicks it and it starts its mayhem. It won't offer warning signs and it won't offer any understanding when it happens. You have to have introspective and always think about where you are now, what you are doing, why you are doing it, what you have to tolerate in order to keep doing it, do you really want all that… and when you can't answer one of those questions or the answer does not bring peace - the big one is close,” continuous Miloš. That burnout comes unexpectedly proves the story of co-founder of GrowIT Tech Aco Gagić: “I didn’t realise what is happening, my body started fighting against me. I started feeling strange and had no energy, it was a strangely unpleasant feeling. The culmination happened when I felt so bad, that I had to go to a hospital. I spent the whole day sleeping, on infusion. After that, I was OK, but it made me analyze what had happened. I was under a lot of stress, had  too many things to do, so I started losing myself.” A deep burnout comes like a thief in the night According to Psychology today, these are signs of burnout: Chronic fatigue - lack energy feeling physically and emotionally exhausted, drained, and depletedInsomniaForgetfulness/impaired concentration and attention. Physical symptoms - chest pain, heart palpitations, shortness of breath, gastrointestinal pain, dizziness, fainting, and/or headachesIncreased illnessLoss of appetiteAnxietyDepression Anger - interpersonal tension and irritability which may turn into angry outbursts and serious arguments with others As you can see, these are the signs of physical and emotional exhaustion, and if you don’t have it, it’s great. You shouldn’t fear of it just because it might happen to you. But keep these warning signs in mind and remember that burnout is an insidious creature that creeps up on you as you're living your busy life. Luckily, there is a solution. But let’s see what can cause a burnout first. What can cause the burnout? 1. Death march projects Maybe you heard about this kind of projects, or maybe you’re working on the one right now. They are usually causing progressively worsening feelings of emotional and physical fatigue. Why? They have a fixed and immovable scope, timeline and resources available to get it done and everyone knows that it’s not achievable, but management doesn’t want to hear it. Furthermore, they get progressively worried and loses trust in its people. You keep working, but you struggle to understand the value of the project. You just can’t see the light, so you start questioning your accomplishments. If your boss doesn't give you an opportunity to slow down, IT recruitment companies can help you find a better job 2. Working long hours The cycle becomes work, work, work, sleep, no time for yourself. You keep working even on evenings and weekends. Your boss may be impressed by you, but they keep giving you more work to do. After a while, you just feel exhausted and begin to deliver a little less than what you used to deliver. You feel bad about it and you get lost in the code. 3. You’re not making any progress Your job is no longer stimulating for you. Maybe you’ve been in the company for years, and you feel like you’re not going forward. There are no challenges, you’re not learning, or your manager doesn’t give you an opportunity to learn new technologies. You’re stuck. Doing the same tasks, again and again, can make you question your career path. All of these things cause a high level of stress. You stop valuing your work and keep procrastinating. Many questions keep crossing your mind and you have no answers. Should I quit my job? Why am I doing it? How did I get in this phase of my career? Should I try something else? You know that you’ve loved your job once, but you just can’t remember why. Burnout grows slowly and builds up a little step at the time and you feel a lack of control. How to avoid burnout? It’s harder to fix burnout once you’ve been deep in it for weeks or months, but it’s not impossible. You will have to work on yourself and set some boundaries. According to Đekic, the recipe is this: “Detach from the cause of burnout, rest, relax, pray or meditate, spend time with family and friends. Literarily like for any other painful thing in life... It works.” However, sometimes it’s not that simple. “Unfortunately the real consequences of a serious burnout are felt with a delay, so we need to do everything in our power to avoid it. Both mental and physical health are seriously endangered today, especially in tech workplaces”, said Đekic. Aco Gagić said that it’s important to listen to your body. “Signs are everywhere, so I am trying to follow them. Before anything else, I’m working on myself in order to avoid stressful situations and burnout in general”, said Gagić. Let’s see some other tips that can help you avoid burnout. Determine your boundaries Maybe your boss can work for a whole day, but if you can’t, that’s OK. However, you have to define how many hours you can stay productive and let people know about your limits. If you need a break, you take it! Don’t compare yourself to others, because every person is different. Furthermore, don’t commit to doing something if you know that’s not possible. Ask for help when you have a deadline because if you keep working above you “too much” point, you’ll get burnout. Next, your boss and organization have to know what are your non-negotiable terms. If you define your boundaries, no one will expect from you to give more than you can. Sure, you want to be useful when there is a deadline coming, but if the company keeps expecting from you to work long hours, you will have to say something. If your limits are not compatible with the company’s expectations, maybe you should consider finding a new job. IT recruiting agencies can help you find a job that suits your expectations the best. Remember, having support from the company and team is very important. The environment where you can rely on your colleagues can help you avoid burnout and stay productive. Eat, sleep, and exercise - that’s what your brain needs If you want to be better in your job, you have yo think about your body and mind. What your brain needs is quality food, sleep, and exercise. It’s easy to fall in a circle eat-sleep-code, but that’s not what it’s good for you. You have to realize how essential both resting and exercising is for your brain. So, prioritize things in your life, and you will be more productive. When you give yourself time to do things that matter, the possibility that you get burnout is lower. Make time for doing things that you like doing Did you know that hobbies can impact your work performance? Those who engaged in a creative hobby performed between 15-30 percent better at work. Separating some activities that you enjoy doing from your work is a recipe for a happy, well-balanced life. So, enjoy some free time with your family, draw, write, read, travel, or do whatever makes you happy. You will be happier not only with your work, but with life in general. There is always time for things that you like doing, so put your hobbies at your must-do list. Find time for the things you like doing Stop comparing yourself to others Often we compare ourselves to others when we should be focusing on our progress. This insecurity doesn’t necessarily happen just at the beginning of a career. Sometimes we feel like we are stuck on one level and we don’t know what the next step is, so we start thinking about others and their progress. However, when we think about others, we lose focus on our progress. Some things aren’t comparable, so what you need is your own goal. Yes, big goals can’t be accomplished in a day, so you have to think small - what can make you a better programmer on a daily basis? Small things matters, so you have to make a long-term and short-term plan. Stop judging yourself and start making first steps that will help you boost your career. So, focus, understand, and then deliberately practice things you planned. Conclusion: If you burnout, you won’t be productive It’s important to stop for a moment if you notice any symptom from this list. These first symptoms are the wake-up call for you - your body and mind are telling you to slow down. No job is worth losing your health for, so ask for a day off and analyze your condition. If you feel like you can’t deal with it on your own, you can always ask a professional psychologist for help. Also, check out Ed Finkler’s Open Sourcing Mental Illness website. He is helping those who are facing mental illness in the tech community. Burnout doesn't go away after a few days like a flue unless you make some changes in your life. These small changes can help you avoid a dangerous path of burnout, the path where your life becomes miserable. If you care about the work you are doing, but also about your family and friends, you need to avoid getting to that point. So, whenever you feel like you’re close to get burnout, remember that this feeling won’t help you. What you need is a rest, a clear head, and well-balanced life. In the end, Đekic is sending a message to those who are struggling at work: Find a purpose. If you can't find it, create purpose. Change when necessary. Take care of yourself. Be awesome. Share with us your burnout story. We are here for you!
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Senior UX Designer

Full time, January 12, 2019

Our client is an international domain registrar and web hosting company looking for a Senior User Experience Designer to join their team in Belgrade. Read more...

Scrum Master

Full time, January 11, 2019

B2B, Scrum, Agile Read more...

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💻You won't get noticed on #LinkedIn unless you start thinking strategically! Find out How to Make #Recruiters Come to You 👉 https://t.co/DIxqyYEjSP

Have you measured your company's #TurnoverRate yet? Turnover rate is a percentage of employees who leave an organization during a certain period, so beginning of the year is a great time to see if you have a problem. https://t.co/uM8jB9k91P #itrecruitment