Senior engineers and tech leadership for technology teams that build, not just maintain
We close hard senior+ vacancies for product teams of 50–300 people. Russian roots, international presence — remote-first, relocation support across the European Union, United Kingdom, UAE, Saudi Arabia, Israel, Cyprus, Turkey and CIS. Languages: English, Russian.
tech market
closed
Why mid-stage tech companies lose strong candidates
Four recurring pain points we see weekly. Each of them is solvable — most teams just don't have the bandwidth to fix them while running their main hiring funnel.
CVs polished by ChatGPT all look the same
You can't tell a 5-year senior from a curated career-changer in 30 seconds. Old screening heuristics fail. Without changing the interview format you waste cycles on candidates who collapse on the first system-design question.
Senior+ vacancies drag past four months
Internal recruiters spray hh.ru and LinkedIn, candidate flow stays low, CTO time is the bottleneck on every step. Each additional month of an open role is direct money lost — usually 2–3× the candidate's monthly salary.
Strong candidates leave at the offer stage
You ran four perfect interview rounds and still lost the final to a counter-offer or a faster-moving competitor. Acceptance rates under 60% are a sign of a process problem, not of bad luck.
Hires don't survive the first year
The same role gets re-opened twice in twelve months. People leave with formulations like "not the right culture" — which usually means a real mismatch between candidate working style and team environment. Costs more than missing the hire altogether.
Six ways we help
From single-role closes to fully outsourced recruitment functions. We pick the format that matches your stage and team size — and tell you when external help is the wrong tool.
3-month replacement guarantee
If a hire leaves within their first three months for reasons other than role changes from your side, we run a free replacement search. Default terms — adjusted only when both sides agree before the contract.
Who works
on your role
Anastasia Vasiliadi
8 years in tech recruitment. Senior+ engineering, R&D, leadership roles. A closed network across product, deeptech and engineering across the EU, UAE, Israel, Cyprus, Turkey and CIS.
Hands-on work with Series-A hardware startups, deeptech labs, SaaS platforms and tier-1 industrial companies.
Recent cases
A few anonymized stories from our practice — no names, no invented numbers (details changed under Russian 152-FZ). The full set is on the cases page.
"CUDA required": one line that kept a role open for months
Rebuilding a strong specialist's compensation — without losing them
Assessing a junior fairly when tests can be passed with an LLM
One consistent line at the offer stage — and what a "floating" position costs
Get in touch
Pick the channel that suits you. Email reaches the founder directly; Telegram (@Vasiliadi) and WhatsApp work for a quick conversation; LinkedIn for B2B introductions.