— Case / HR Platform
Recruitment platformfor an HR agency
- HR / recruitment-tech
- Ukraine
- Mobile app + admin panel
Questionnaires, anonymized candidate cards, matching and deal support — instead of spreadsheets, chats and manual matching.
— Overview
The full hiring cycle in a single app
A niche recruitment platform — a mobile app and a panel for the agency team, that connects industry specialists with employers. The app automates the full hiring cycle: from candidate questionnaires and validation to job matching, negotiations and deal support.
A separate track is provided for external HR partners, who can bring in their own candidates and employers on a commission basis.
— Challenge
What needed to be solved
01
Grade a candidate by industry indicators rather than by a formal résumé. The roles are few, but narrow and not obvious to the outside market: what counts is the volume and scale of previous work, years of experience, employment formats and target markets.
02
Keep both sides confidential during the search. Contacts and résumés must not be disclosed directly — an intermediary and an anonymized candidate card are needed.
03
Segment the market by working language, not only by geography. Hiring runs across several language and regional markets at once, with different rates and requirements.
04
Give a fast and clear procedure for confirming a candidate’s qualifications — instead of a long manual review.
05
Build the external partner channel into the overall system. The agency receives some candidates through a network of recruiting partners, and they must not be given access to the main database.
— Solution
What the team built
User Side
- Onboarding with a role-based scenario: “looking for a job” / “looking for employees” / “I’m HR”, e-mail registration with a Telegram tag
- Multi-step candidate questionnaire and employer profile with field validation
- Quiz-based validation of the candidate’s professionalism with a “Verified” status
- Home screen with a job feed, role filters and a price list by language desk
- Candidate showcase for employers: filters by role, geo and language, experience, employment format, salary expectations
- Candidate and job card with an anonymized ID instead of real data
- Profile with a status model: moderation → in the database → negotiations → interview → probation, plus a notification center
- Push and in-app notifications about interactions — “you’ve been added to Company X’s shortlist” — duplicated in Telegram Web App
Back office
- Candidate and employer profile management with CRUD operations for agency admins
- Status state machine for leads: in progress, intro made, closed, declined
- Status state machine for deals: registration → publication → negotiations → probation
- Access logic: candidate cards are visible to admins and employers only, not to candidates
- Freemium role for external HR partners with a New → Active/Disabled subscription model and the option to propose their own candidate
- Employer plans: a different number of sub-users and shared profile access without handing over the login and password
- Creating and verifying recruitment requests: filter by language desk, position and comment
— Results
What the project showed
- 1
- month from discovery to development
- 6
- months of MVP development
- 2–2.5×
- growth in the agency’s operational efficiency
- ×2
- less management time for Head and CEO
- ×2
- conversion for a regular HR specialist
- +20%
- more niches for the agency
$12 000–15 000project cost
— Highlights
What was atypical
50/50 payment
50% upfront and 50% after the probation period, with a guarantee to replace the candidate within 24 hours if they don’t work out.
Two channels
Candidates come in directly through the app and through a network of external HR partners on a commission basis — a freemium role with its own subscription status model.
Split by language
The market is divided by the language of communication, not by country: segmentation follows working language, not geography.
A code, not a name
Anonymized candidate cards — a built-in mechanism protecting contacts until the deal is made.
Badges for actions
Validation of professionalism and achievements through gamification: a user earns badges for certain actions, which builds greater trust with employers.
— Conclusion
A niche recruitment platform that covers the specific hiring needs of a narrow professional industry — from candidate questionnaires and validation to matching, negotiations and deal support — within a single mobile app.
A separate freemium track scales the database through a network of external HR partners, without growing the in-house recruiter headcount and without exposing the agency’s main database to partners.
— Future plans
Where the agency plans to go next
01
Less management load
Time spent managing the hiring process has already dropped by 45%. The next goal is enhanced auto-validation of questionnaires and auto-matching by language desk, so the system suggests some of the decisions the admin now makes manually.
02
Niche expansion
Building on the +20% already achieved, the agency plans to grow its portfolio of served niches further: flexible language-based segmentation, rather than a geography-bound approach, lets it enter new markets without rebuilding the platform’s logic for each one.
03
Partner channel growth
Scaling the freemium track for external HR partners — a larger share of deals closed through the partner network, without expanding the internal recruiter headcount for this channel.
04
The overall target
If the current dynamics hold, the agency expects a 3–3.5× overall gain in operational efficiency over the baseline within the next 3 months.