Zelar approached the project as a strategic team-building initiative, not as a series of individual hires.

The approach included:

1. Real Technical Understanding of the Roles

Thanks to the team’s technical background, each role was analyzed beyond the formal job description:

• The actual technology stack in use
• The required level of autonomy
• The role’s impact within the product architecture

This stage allowed for accurate candidate filtering from the very beginning.

2. Active Headhunting, Not Passive Recruitment

Most suitable candidates were not actively looking for new roles.

The Zelar team used:

• Direct mapping of the relevant IT market
• Personalized outreach to passive candidates
• Credible technical conversations, not recruitment scripts

This approach increased response rates and improved the quality of conversations with senior candidates.

3. Coordinated Process Across All Roles

Instead of treating each position separately, the project was managed as a recruitment program:

• Simultaneous pipelines for multiple roles
• Fast feedback loops between client and recruiters
• Dynamic prioritization based on project evolution

The results were delivered ahead of schedule:

• All 11 roles were filled in 5 months (one month earlier than planned)
• The company successfully launched its technology roadmap on time
• Technical managers saved significant time in candidate screening
• The team was built coherently, not in fragmented silos

More importantly, the process delivered a team capable of performing quickly, not just filling positions.

In technical recruitment, speed does not come from large volumes of CVs, but from real understanding of the roles and credibility in front of candidates.

Through specialized headhunting and a technically grounded approach, Zelar helps tech companies build critical teams in a predictable timeframe, with reduced mis-hire risk.