Expereo – an international company providing IT and network management services – approached us with an urgent request for recruitment support. The client was in the middle of a global expansion and needed to kick off sourcing activities immediately.

Challenges in the IT recruitment process for tech companies

Expereo’s case highlighted some of the most common challenges in IT recruitment for tech-driven companies:

  • High urgency – the client needed a shortlist of candidates “yesterday”
  • Technical specificity – the role required niche experience and a well-defined skill set
  • International recruitment coordination – time zone differences and varied expectations across global teams

Solution: sprint-based team sourcing

To address the time pressure and complexity, we deployed a sprint-based recruitment model inspired by agile methodology. This involved a dedicated project team working in short, structured cycles with a clear goal and ownership of tasks.

Timeline of actions

08.01 (Friday) – Recruitment brief

We received the request and held a same-day briefing session with the hiring manager and HR team at Expereo.
We clarified the job scope, ideal candidate profile, required soft skills, and deadlines.

11.01 (Monday) – Recruitment sprint kickoff

We assembled a 3-person project team – 1 project manager and 2 IT recruiters – and conducted a Sprint Planning Meeting, during which:

  • the goal was defined: deliver at least 5 relevant candidates within 2 weeks
  • the sourcing strategy and communication plan were outlined
  • tasks were added to the backlog and assigned based on competencies
  • the team self-organized and took ownership of deliverables

13.01 (Wednesday) – Daily Scrum

We conducted a team Daily Scrum, reviewing progress toward the goal, surfacing blockers, and discussing ideas and lessons learned.

Note: Although the term “daily” suggests everyday meetings, our recruitment teams opted for every other day to maintain focus across multiple projects (max 3 per person in Team Up). This ensures depth without meeting fatigue.

18.01 (Monday) – Sprint Review #1

The team held the first Sprint Review, evaluated current progress, and decided to initiate a second sprint to reach the full target.
After the review, the project lead updated the client on offer acceptances and market dynamics based on ongoing feedback.

25.01 (Monday) – Sprint Review #2 and sprint completion

During the review of the second sprint, it was decided that the candidate pipeline was good and we completed active sourcing. We prepared and sent to the client our standard report of the two sprints, in which we presented our activities, challenges, results and market report.

The result: during the two sourcing sprints (2 weeks in total), we sent 6 candidate profiles to the client, of which 4 were invited for an interview. One of them received a job offer and was hired.

Outcomes of the sprint-based IT recruitment process

  • 6 qualified candidates delivered in 2 weeks
  • 4 invited to technical interviews
  • 1 hired
  • Positive client feedback and follow-up engagements on new roles

This project demonstrates how a sprint-based recruitment model can effectively deliver results under tight deadlines while maintaining high quality and transparency. It’s a method well-suited for IT recruitment in fast-paced, global environments.

Looking for a partner who can deliver tech candidates at sprint speed?

If you’re growing your IT team or scaling global tech operations, let’s talk. See how Team Up’s sourcing model can accelerate your hiring process.