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Марія БровінськаWork
18 September 2025, 09:00
2025-09-18
Who are recruiters hunting for? We asked hiring experts which vacancies in the overheated market are the hardest for them to fill. Spoiler alert - these specialists have been sought for months
The IT job market today is a real quest for candidates — you can try to get a job a hundred times, responding to vacancies, but not receive a single invitation, even for a preliminary interview. However, there are specialists that recruiters are on the contrary hunting for.
dev.ua asked recruitment specialists which specialists they find most difficult to find and how they solve this problem.
The IT job market today is a real quest for candidates — you can try to get a job a hundred times, responding to vacancies, but not receive a single invitation, even for a preliminary interview. However, there are specialists that recruiters are on the contrary hunting for.
dev.ua asked recruitment specialists which specialists they find most difficult to find and how they solve this problem.
Volodymyr Lobov, Talent Fulfilment Manager at Ciklum
Currently, the biggest challenges for our recruiting team are related to finding specialists for niche positions that require deep experience or combine several technologies at once. The closing time for such vacancies can be 2-3 months, which is significantly longer than the average recruitment time for the company.
Among the latest examples:
Senior Networking Engineer (Go, C) with eBPF experience — there are very limited numbers of specialists with similar expertise in Ukraine, so competition for themis extremely high.
Senior C++ roles — the demand for experts at this level consistently exceeds the supply,especially if knowledge of several specific frameworks is required.
Niche Full Stack positions with rare technology combinations, for example, .NET +Vue.JS or .NET + Java + Kubernetes.
To facilitate the process of finding qualified specialists, we actively use referral programs, cooperate with professional communities and develop the employer brand. In addition, our recruiters make the selection process as transparent and convenient as possible to attract candidates who are considering several opportunities at once.
There are many talented and experienced specialists in Ukraine, so our main task is to create comfortable working conditions for them, open up opportunities for development, and offer truly interesting
Alina Burkovska, IT Recruiter IdeaSoft
All our vacancies have a high level of complexity, as we work in the blockchain domain. This is a niche market with its own specifics and high requirements for expertise. The most challenging roles are those of business analysts with a blockchain focus. Here we expect not just basic knowledge, but truly deep expertise in technology and products. At the same time, the market currently offers a limited number of such specialists: most have superficial experience rather than comprehensive understanding.
In order not to limit ourselves to the local market, we are actively looking towards international recruitment. We see the greatest potential in Latin America and Europe — a strong community of blockchain professionals is forming there. This approach helps us find exactly those experts who are able to create innovative products on a global level.
Anna Bodrukhina, Talent Acquisition Specialist Futurra Group
The most difficult position to fill at the moment is the Creative Marketing Manager position. It is quite new to the market, so there are few relevant candidates, and there are some who do not have experience combining creative and analytical responsibilities in one role. Because of this, the selection process takes more time, more than 1-2 months. To find a suitable candidate, we actively work with networking, professional communities and recommendations from colleagues, and also carefully evaluate the portfolio, cases and achievements of the candidate.
Olena Oleksienko, Chief of People Team at EVO
We recently faced a challenge: closing the positions of Direct Marketing Specialist and Trade Marketing Specialist turned out to be quite a difficult task. The market for such specialists is narrow, and the requirements for competencies are high. Even middle and senior specialists need time to understand the complexity of our products. This means that even experienced candidates need to adapt and immerse themselves in the specifics of the business.
So we had to decide — wait and continue the long search or create a solution within the company? That’s how the idea of an internship for marketers was born. We collected 150 applications from interested parties, 35 participants were selected for lectures and subsequent testing. 9 participants completed the testing very qualitatively. Of them, we invited three for a paid internship and made the first offer within two weeks. It was accepted.
The internship allowed us not only to attract a large number of candidates, but also to build a high-quality selection process. The first results showed the effectiveness of the approach: we received a new wave of candidates who are interested in developing together with the company. It is important for us not only to close positions, but also to form a talent pool for the future. This case confirmed a simple truth: if it is difficult to find the right people on the market, they can be trained. Investment in the development of specialists returns in the form of their loyalty, involvement and results.
Daryna Kuzmyk, Talent&Culture Lead, Railsware
To be honest, there are no «easy» jobs at Railsware. We are purposefully looking for professionals with product experience who fit the RWNs profile (our idea of the «ideal colleague») and share our values and culture.
For example, the current challenge is the Marketing Copywriter position for our data analytics product Coupler.io. Since the beginning of the summer, we have had three positions open for this role. We are looking for a copywriter who is tech-savvy, has worked with SaaS, and is ready to create high-quality texts on topics ranging from marketing analytics to business processes. Therefore, fluent English, experience in B2B and SaaS, and several years of working with content are absolutely essential.
The biggest challenge for a searcher is to quickly understand the product, delve into the domain, and recreate «our» style. The challenge is that we are looking for people with a mix of competencies: deep understanding of the SaaS domain + strong content skillset + the ability to think like a product marketer. The candidate must both immerse themselves in the technical context and maintain clarity of the message. This combination is rare in the market, which is why the hiring cycle is longer.
In general, the company’s search for a specialist lasts about 6-12 weeks, depending on the candidate’s role and geography. For complex profiles, the search can last 10-14 weeks. To speed up hiring, we use several hiring strategies in parallel: targeted sourcing outreach, partnerships with communities, and promotions on professional social networks. In addition, we constantly iterate: if the strategy does not yield the desired conversion, we review the funnel, analyze metrics (reviews, reply rate, etc.) and quickly change the approach. And, of course, we test with practical tasks to check the candidate’s ability to immerse themselves in the product and reproduce our tone of voice.
Our approach is to set a high bar and select people who will be effective specifically in the Railsware product environment. Yes, it takes longer, but it ensures team cohesion, consistent quality, and impact on the product.
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Як увійти в IT, якщо не вмієш кодити? Три історії неайтішних спеціалістів з Ciklum, TECHIIA та Intetics
Для того, аби працювати в IT, необов’язково вміти писати код. Адже в компаніях велика кількість спеціалістів, які не знають жодної мови програмування та не орієнтуються у фреймворках.
dev.ua розповідає, як влаштована робота в IT неайтіших спеціалістів й чим вона їх приваблює.
«Ситуація вже пройшла точку критичного дна». Що відбувається на ринку праці та чи є шанс на відновлення активного найму в українському IT
36% українців, які втратили роботу, не знають, як її шукати, рапортує Work.ua. Зокрема, 15% читачів dev.ua, згідно з опитуванням, також опинилися за бортом і наразі не працюють. Скаржаться на досить скромний найм у порівнянні з довоєнними часами і рекрутери. Висновок, що ринок кандидата через війну перетворився на ринок роботодавця, вже ні в кого не викликає сумнівів.
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