Expereo

Expereo – an international company providing IT and network management services – approached us with an urgent need for recruitment support. The client was undergoing global expansion and needed sourcing activities to begin immediately.

Challenges in IT recruitment for technology companies

The Expereo case highlighted several common challenges in IT recruitment for technology companies:

• High pace of execution – a candidate shortlist needed “for yesterday”
• Technical profile – a role requiring very specific, niche experience
• Collaboration with an international recruitment team – time zone differences and varying process expectations

Solution: team-based sourcing in a sprint model

In response to the need for rapid action, we implemented a sprint-based recruitment model inspired by agile methodologies — built on intensive teamwork, a clear goal, and an iterative approach.

Process Overview

08.01 (Friday) – Recruitment brief

We received the client’s inquiry. That same day, we organized a briefing with the hiring manager and Expereo’s HR team. We defined the role, the ideal candidate profile, soft-skill expectations, and the timeline.

11.01 (Monday) – Start of the recruitment sprint

We assembled a 3-person project team — 1 project manager + 2 IT recruiters — and held a “Sprint Planning Meeting,” during which we defined the sprint goal, the best strategy to achieve it, and the sprint schedule.

Based on the strategy, the team agreed on specific tasks, added them to the backlog, and assigned responsibilities — the team decides which tasks to take on.

13.01 (Wednesday) – Daily Scrum

The team met for a “Daily Scrum” to review progress toward the sprint goal, discuss project challenges, share insights, and adjust the approach.

Note: Although having a “Daily” that doesn’t occur every day might seem controversial, the recruitment team chose to meet every other day. At Team Up, one recruiter may participate in up to three projects simultaneously, so daily meetings would create unnecessary overload.

18.01 (Monday) – Sprint Review #1

The team conducted a sprint review to assess progress. We agreed that another sprint was needed to fully meet the goals, so the cycle was repeated the following week. After the review, the project lead updated the client on accepted candidate applications and the market situation.

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

During the second sprint review, the team decided that the candidate pipeline was strong and active sourcing could be completed. We prepared and delivered a standard two-sprint report, summarizing our actions, challenges, results, and market insights.

Result: Across two recruitment sprints (a total of 2 weeks), we sent 6 candidate profiles to the client, 4 were invited to interviews, and 1 received an offer and was hired.

Results of the sprint-based IT recruitment process

• 6 candidates in 2 weeks
• 4 technical interview invitations
• 1 hire
• Positive client feedback and continued collaboration on additional projects

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

Do you work in the IT industry or are you scaling a global technology team? See how Team Up’s sourcing model can accelerate your recruitment processes – let’s talk.