Dmytro Ovcharenko

So if you're successful with that, you pretty much will be successful with the whole product.

This episode is sponsored by Alcor.

So we realized after having a handful of clients by that moment that even though we have this EOR proposal, meaning we have legal entity and we can employ those people, take care of payroll, benefits and everything, but this is not the key challenge, not the key pain point by our clients.

So the main point is how to find the Silicon Valley caliber of talent abroad.

And we invested a lot into building

great recruiting team.

Now we have 40 in-house tech recruiters.

And so let me put you a story, an example.

So one of our clients, it's a technology startup from Seattle.

So they decided to hire in Romania and they hired a couple of local agencies to do that.

But after four months of attempting to hire anybody, so they ended up with zero, like nobody, no hires at all.

Then Alcor was referred to them, and we were lucky to close the first position with the very first CV.

It's not always like that, but based on this year's stats, we need to send just eight CVs to get one accepted offer.

So this is, I think, the main differentiator of Alcor, our recruiting workforce compared to competitors.

So you remember the drool I mentioned, right?

My philosophy of 20% of top performers, right?

And during interviews, so we go beyond just technical expertise.

So we essentially look for evidence that a candidate consistently performed in the top 20%, for example.

So it could be participation in sports team in high school or college or whatever.

And not just being a part of that team, but being among the top performers of that team, like 20%.