UA / Software engineering recruitment / 2025

Engineering hiring run as a documented process, not a CV pile.

An intake session fixes the scorecard before sourcing starts: the stack, the seniority band, the non-negotiables, and the reasons a candidate would be rejected. Sourcing, structured technical screening, and interview coordination follow from that written brief.

What an intake session establishes

We are a recruitment agency, not the employer. Final hiring decisions are made by the employer, and no interview, offer, or placement is guaranteed.

02 Intake and services Employers

Five steps from role brief to signed shortlist

Every engagement runs the same documented sequence. You approve the brief, we source and screen, and you keep the interview and the final hiring decision.

  1. 01

    Role intake

    A 45-minute call with your hiring manager to fix scope, must-have skills, salary band and interview panel. We write the brief back to you for sign-off before sourcing starts.

    Pass criterion: brief signed off by the employer contact.

    1 to 2 days
  2. 02

    Sourcing

    Direct search across Ukrainian engineering networks, closed candidate pools and referrals. Each profile is contacted and its availability confirmed before it reaches you.

    Pass criterion: availability confirmed in writing.

    5 to 10 days
  3. 03

    Technical screening

    A structured interview against the agreed must-haves, a live problem walkthrough and a written scorecard for every candidate we forward.

    Pass criterion: scorecard filed with a pass or fail per criterion.

    2 to 4 days
  4. 04

    English check

    A short spoken assessment at B2 level or above, scored against the working language your team actually uses day to day.

    Pass criterion: CEFR level recorded on the shortlist.

    Same day
  5. 05

    Shortlist delivery

    Three to five profiles per role with scorecards, availability and salary expectations. Interviews and the hiring decision stay with you.

    Pass criterion: shortlist delivered within 10 working days of brief sign-off.

    Within 10 days

primeuxcore.com is a recruitment agency, not the employer. Fees are disclosed in writing before work begins. Read the engagement terms.

05 Engagement terms

How sourcing, screening, and coordination are scoped for technology employers. The signed agreement always governs; this list states the working expectations before you sign.

Fees
Fees are set out in a written agreement signed before any sourcing begins. A placement fee is invoiced after the candidate's start date, on a 14 day payment term. Candidates are never charged.
Timezone coverage
Recruiters work Kyiv hours, 09:00 to 18:00 EET, with same-day overlap for CET and GMT teams. For US Eastern employers we book interviews in a 16:00 to 20:00 Kyiv window.
Reporting cadence
A written shortlist report each Friday: roles open, candidates submitted, screening outcomes, and declined profiles with reasons. Interim calls are scheduled on request.
Hiring decision
We are a recruitment agency, not the employer. Final hiring decisions, offers, and terms stay with your team. We coordinate interviews and feedback, and we give no guarantee of interview, job offer, or placement.

Placement records are anonymized and updated quarterly; outcomes are self-reported by employers. Invoices, scope changes, and screening criteria are covered in the employer FAQ.

04 FAQ

  1. No. We are a recruitment agency, not the employer, and the hiring decision stays with your team. What we commit to is a documented shortlist and a screening scorecard, not an outcome.

  2. The employer does. Contracts, probation terms, equipment and payroll sit with you. We handle scheduling, structured feedback loops and offer communication so the process does not stall.

  3. Employer fees are disclosed in a written agreement before any engagement starts, with milestones named in that document. Candidates pay nothing at any stage: screening, interview preparation, or onboarding.

  4. A candidate gives written consent before a profile reaches you. Placement records are anonymized and updated quarterly, and outcomes are self-reported by employers. Profiles are deleted on request.

  5. Every stage carries a pass criterion: role intake, CV verification, a technical interview scored on a documented scorecard, and reference checks. The scorecard travels with the shortlist so your panel can compare candidates on the same axis.

  6. No candidate volume, no passive database of ready profiles, and no salary benchmark presented as market fact. We also never submit a profile to an employer without that candidate's consent.

Scope question not covered here? Write to contact@primeuxcore.com or read the full engagement terms.