In this article, we won’t give you four tips on managing your team or directing you to the specific technical expertise you might need. Instead, we’ll take you on a journey through the stages of talent acquisition at Squadio, where you’ll experience firsthand the process of finding the ideal tech candidate that fits your needs, step by step. You’ll discover how challenges turn into opportunities and how finding the right person for your team becomes a detailed, decision-driven experience. Get ready to explore what’s behind the scenes, where we research, evaluate, and carefully select the candidate who aligns with your project vision.
Step One: From Client to Development Team
The journey of recruiting tech talent at Squadio starts when you Sign in to the platform as a project owner. From there, you’ll select the sector your project falls under and the type of service you need. Whether you’re looking for a team to work with you as a service, need specific technical consulting, or even payroll management for your existing team, we’re here to assist. If you have a product idea and need a digital product designer to bring it to life, we’ve got you covered as well.
Now, let’s focus on the “hiring a team as a service” part. For this, we’ll need some additional details, such as the required specialization, the type of contract, duration, and the main programming language. After that, you can schedule a meeting with our business development team at a time that works for you. During this meeting, we’ll dive into a discussion to better understand your needs.
Step Two: The Business Development Team Works Tirelessly
Our business development managers will meet with you at the time you’ve previously scheduled. During this session, we’ll discuss your needs in more depth, understand the challenges you’re facing, and explore the solutions you’re seeking.
Following this, the business development team will collaborate with the talent acquisition department to create a clear list of the required specializations, years of experience, and expected salary ranges. You’ll have the opportunity to review this list and choose what fits your budget. For example, if you’re looking for a mid-level mobile app developer, we’ll help you understand the expected salary range for that role. If you’re uncertain about the type of talent you need, we’ll suggest a consultation session with the Chief Technology Officer (CTO) to explore the best options for your project and budget.
Step Three: Contracts and Candidate Recommendations
At Squadio, we ensure a Non-Disclosure Agreement (NDA) between both parties to guarantee your privacy. But we don’t stop there—we also prepare a formal contract in line with Saudi law between you and Squadio, securing the rights of both sides. Think of the contract as a clear roadmap for our collaboration, where we outline every detail to ensure we’re on the same page.
Once the contract is signed, a dedicated project manager will be assigned to your project. This person will guide you through the journey, handling the details, answering your questions, and ensuring the process goes exactly as expected. We’ll then begin sending you candidates who match your needs. Each candidate is carefully selected and has undergone technical testing designed within Squadio to ensure they align with your expectations. Whether you need a software developer with experience in the food industry or automotive sector, we’ve got you covered.
Step Four: Interviews
Now that you’ve reviewed all the candidates and selected the best ones, we move on to the interview stage. This is your opportunity to meet each candidate personally and assess if they’re a perfect fit for your project. You can ask them how they approach technical challenges, such as, “How do you handle technical obstacles?” or “What methods do you use to solve problems quickly?” You’ll also get to determine if their professional culture aligns with your team’s values.
During the interview, your project manager and a talent acquisition team member will be present to ensure everything goes according to plan. They will guide you through evaluating each candidate and answer any questions you may have about how the candidate would fit within your team.
Step Five: Post-Interview Process
After the interview, if you approve the candidate, the project manager will send all details related to the technical competency and contract, including the start date and final salary. At the same time, the talent acquisition team will take the same steps with the candidate, sending them all the contract details and agreed terms.
Officially Welcome On Board!
Now that both the client and the technical candidate have agreed, we arrange a final meeting involving the client, the candidate, the project manager, and the recruitment officer. In this meeting, we explain to the candidate their rights guaranteed by the contract, their legitimate duties in the work environment, and address any questions from any of the involved parties.
Finally, once the agreement is made, actual work begins. Your project manager will be with you every step of the way, closely monitoring the work details and ensuring the project progresses as planned. Additionally, we will provide you with monthly reports on the project’s progress and the performance of the technical talent so that you’re always informed. Our goal at Squadio is to ensure your experience is smooth and reliable, providing the full support that project owners need when outsourcing recruitment.
