Recruiting IT specialists: Helpful tips from our recruiting team

Alexander Mazzara 27, Oct 2022 8 min
Recruiting for startups

Developers are in demand as never before. Because they work exactly where innovation is driven forward, complex processes are simplified or automated, and companies are made fit for the future. Lionstep has specialized in recruiting IT professionals for good reasons. 

And this does not happen in the usual way. With our specially developed CELS model, we are able to analyze and optimize the job search – and always in comparison to the market. CELS means the following:  

  • Compensation: What is offered on the market? Is the pay adequate for the position?
  • Employer Brand: Do companies offer their employees attractive benefits? Is the company well-known and/or interesting? What is the reputation of the company? How do other employees rate your company on Kununu or Glassdoor?
  • Location: Where is the company looking anyway? Are there enough skilled workers there? On-site, home office or remote – which options can be used?
  • Skills: How much experience is needed for a particular job? And how many skills does a talent need to have in order to be considered for this job?

These 4 dimensions help to understand very quickly where the set pieces are in any search

It is clear that developers have to master the know-how of their job in order to advance professionally. But it is also clear that the cultural fit of a company must match the talent. 

How does recruiting IT experts work best?

rpo tailored start up

To ensure that recruiting IT experts is successful, we at Lionstep have summarized helpful tips from our recruiting team.

1. Important starting point: The ACTUAL situation

If you know what you don’t want, you’ve already gained a lot. If you then also know what you want, you are directly a good step further. And to find this out, an analysis of the ACTUAL situation is usually helpful. 

The CELS model described provides a good basis for this. In addition: Where do we stand as a company? What can we offer talents? What opportunities are available for developers to work creatively and effectively at the same time? This analysis is the first step in a joint discussion with our customers.

The second then follows as a logical consequence. Where do we want to go as a company, and which talents must be recruited to achieve these goals?

Of course, qualifications are more than decisive, especially in the developer area. Programming languages and paradigms, system design, data structures, algorithms – the knowledge of these specialists is the oil in the engine of a company. Today, however, it is also the case that companies have to apply to the specialists. Do you use a modern software stack? Talk about it! Do you also use modern working methods for collaboration? Make that transparent! Do you have exciting projects coming up in the next few months? Or tricky problems for smart developers? A great mentor? A great team of developers? All of this has become just as important.

2. Positioning with Employer Branding


Outstanding employer branding is indispensable for convincing talented employees of the advantages of one’s own company. This already starts with the job interviews. Transparency, integrity and attractive benefits go hand in hand here. It is just as important to address rejection letters in an appreciative manner. After all, if it’s not the right fit this time, a future position may be just right for this talent.

The best advertisement for a company is the one that employees and applicants make. And satisfied employees are an eminently important pillar of successful companies.

Employer branding, is not just about shining successfully as a company to the outside world. It’s the little things that bring this concept to life. Are the technology stacks up to scratch? How does the team work? Is the company culture lived out in everyday life, how accessible are decision-makers? Companies that are flexible can look forward to satisfied employees and low fluctuation. 

3.  Remote, home office – the magic word is flexibility

What methods can be used in IT recruitment?

A talent needs the opportunity to work in a home office? A sabbatical is part of life planning? The “nine to five” office job is no longer the only alternative for employees. 

With the possibilities of working remotely or in a home office, companies can create attractive framework conditions for talent. But how can these goals be implemented? 

Here it is important not to make empty promises when recruiting software experts. Is home office promised? Then the company must be prepared to offer this option. Employees who want to work remotely are even more flexible. A laptop, cell phone and good Wi-Fi are all you need to work anywhere in the world.

In times of a shortage of skilled workers and the war of talents, companies are well advised to embrace flexibility. After all, creative and free work that leads to results for developers.

4. Precise job descriptions

Last but not least, every successful software recruiting starts with job descriptions that are as precise as possible. What skills are required? What exactly is the purpose of the position? What benefits are there and what qualifications are required?

And what could be the reason that a job posting doesn’t work at all? Is the salary too low? Are there ambiguities? Lionstep has the solution here, too. With our data-based analyses, our clients receive an exact overview of the feedback from candidates. Knowing instead of guessing and being able to react accordingly – our work is your advantage. 

What advantages does Lionstep create for recruiting IT professionals?


In addition to recruiting IT professionals, we at Lionstep specialize in marketing, sales and finance. All these areas have one thing in common: talent is definitely there, sometimes it’s just hard to find.

Approach talents proactively

With the help of active sourcing, we proactively approach potential talents. Are you a company looking for managers or employees with special skills? Let us talk about your needs. Our resources allow us to get in touch with talent at any time.

Outsourcing the recruitment process

Need to fill multiple developer positions at once? Where will the talent come from? The market is empty, the clock is ticking, the budget is melting? Here, too, we have the right solution.

With RPO (Recruitment Process Outsourcing) you put your software recruitment in our professional hands. Whether completely, partially or project-based: We find your talent – no matter how many positions need to be filled. Contact us!

Supporting talents and companies with assessments

We provide assessments for both talents and companies. They help, for example, in sharpening the applicant profile, in establishing employer branding or in many other areas. We accompany you on your way to success.

And that’s why we at Lionstep are successful:

Platform: Automated multi-channel search optimized with machine learning leads to faster initial results and shorter time-to-hire.

People: Our staff’s expertise and advice based on market data increase the chances of a successful hire. 90% of all presented talents are accepted by our customers

Process: A candidate-centric approach to search means a more positive experience and therefore higher quality candidates. 93% of candidates are satisfied.

Pricing: A transparent, flexible pricing model gives clients a clear view of spend and reduces overall costs by up to 50% per hire. 

Not convinced yet? Then read about the experience our scale-up customer Radicant had with Lionstep.

Feel free to contact us directly and conveniently. Let’s talk about your software recruiting needs and more! And the best thing about it is: You don’t just get the service via our award-winning end-to-end platform. On top of that, you get friendly contact persons and experts who are passionate about their profession.

We look forward to getting to know you and walking a bit with you on your personal journey.

Ready for your next career step? As a candidate, you’ll find numerous attractive job postings on our job board.