OUR PROCESSES

We receive a request for IT experts from the client via the project manager and recruiter attached to you and immediately start working to bring on the best hands for a job opening within the organisation. The IT experts needed might be developers, cloud experts, designers, or anyone digitally skilled.

Next, in this process, is to create detailed requirements and analysis documents for each of the job roles that need to be filled by actively engaging all stakeholders (the client and the recruitment team) to ensure that talents that would be hired would have the right profile and skills for the job.

Once we do a comprehensive job analysis, we then create a detailed job description that states every aspect of the day-to-day functions of the candidate that would take up the role to ensure there is a full understanding of what is expected in the job role.

Using the job description and our A.I enabled technology, we begin our recruitment process in order to deliver the vetted IT expert or teams that fit the job role.

• A comprehensive search is then initiated on our platform, JobID, to check our pool of vetted IT experts for the specific profiles that fit the job description.
• After matching, we assign a code challenge to the prospective candidate in order to assess their technical abilities. We use Testgorilla to automate our code challenge testing with a minimum of 75% scores in the primary technology needed for the role before proceeding to the next level of test needed for our IT experts.
• This is where a senior architect or equivalent role on the primary technology of the role needed, will interview the candidate in real-time to see the problem-solving skills and development methodology of the proposed candidate. During this process, we look out to see if the candidate is following the best practices.

• After the technical assessment, we perform a personality test in order to assess if the candidate is going to be the right fit for your company in terms of culture, behavioural skills, and personal and professional values, to ensure the candidate is fully fit for the role.
• We then go on to perform more detailed background checks, which would include technical skills, background checks, and references to make sure that the client would be getting a candidate that is mentally and professionally ready, and eager to start working for a long term benefit of all stakeholders.
• Notably, for all job roles, in order to ensure diversity and inclusion, we can provide talents from the aforementioned regions including EU, Africa, and North or South America if necessary when building a remote team.

After acquiring the clients’ signature for the mutual NDA, the IT experts profiles or teams are sent to the client for review. If the profiles are in accordance with the previously stated requirements, we proceed with the interview stage. In case the profiles do not meet your expectations, we provide you with new candidate profiles.

Our recruitment team then organises an interview with our technical team for the candidate(s). This interview is very detailed, and candidates that are successful after this stage have turned out to deliver quality work for our previous clients.

If all checks out and the IT expert is a great fit for the role, a contract is signed, and Zarttech becomes or is the employer of these IT experts or teams while they work specifically for the client, i.e, The IT experts are managed directly by the client while being on Zarttech’s payroll.

Zarttech hires senior IT experts for the client for the first 12 months. Afterwards, you get to know the team or IT experts and then decide who you want to employ directly onto your team for further collaboration.