We spoke to Enrico Mayor, board member of Swiss shareholder services provider DEVIGUS, about the time he convinced his father to switch to Stack Overflow Talent and embarked on a two-week recruiting sprint to backfill a critical position.
You got three developers sign contracts in two weeks. Tell us about that.
We had been working with a recruiter for four months, but they got zero replies for two open positions. So I sat down with my father and discussed. It was a crucial backfill for us at this point. We thought we can only do better than this. So I said, “Dad, let me try this.”
I did some research, but as a student at ETH Zurich, I know Stack Overflow very well. And I am used to seeing job ads on the site. So this for me was the first try. And it turned out to work well. We are very much a boutique team, just eight developers. Losing one means a lot. Now we have three new starters in January.
Impressive, and you aren’t even a recruiter or sourcer?
We are a small software house and a family business. So there is flexibility to take on a project like this regardless of your title. I had the backing from my father and the team. And it worked out.
I am currently studying computer science at ETH Zurich. I think as a student I have this direct link, not only to the network of students, but also to their daily life, their concerns and priorities. So I could use that in my approach of employer branding and outreach. I just did what would attract me.
Did growing up with your father working at DEVIGUS spark your interest in software development?
I think so, I was always curious about it. I first coded at about 12-13 years old and was hooked instantly. Having the ability to create something out of nowhere and sharing it with potentially millions of people was what got me into ETH studying computer science. Besides university, I try and find the time for little startup ideas and other things to help out with at DEVIGUS. Recently, I coded our web presence to be in French, German, and English language, for example.
What do you think was the secret to success in your recruiting strategy?
Transparency and flexibility. I created a presence that really gave developers an idea of what to expect. Highlighting how we work as a team—the freedom and the responsibility that come with our culture.
But also being flexible. We were aiming to recruit one Junior and one Senior C# /.Net developer. Due to the great quality of the juniors, we looked at our team structure and spoke internally and ended up filling the senior position with two more juniors instead. At the end of the day, it’s what creates a functioning team. Not the hunt for an abstract perfect candidate.
What tools did you use?
I looked into a few things. Also LinkedIn, of course, and some university cooperation. But in the end, Stack Overflow Talent was the best solution. The candidate search is perfect, I could search candidates nearby. So I got candidates from the university anyway. I could filter for the technologies I needed. If I were to build a tool to search for developers this is how I would build it.
What does the future hold for you? Will you become a tech recruiter?
First I need to finish studying, then we can talk again. Seriously though, I did enjoy the recruiting sprint, it might be something I do for a few months at some point. In the long run, I would miss coding. It’s been a great experience though, and as I see myself starting my own business sometime in the future, it’s good to know how sourcing could work.
Learn more about Devigus’ success with Stack Overflow Talent in the Case Study >>