The demand and competition for IT talent make the recruitment process costly and challenging for most companies. Many of them decide to partner with recruitment agencies. However, as the number of vacancies that need filling piles up, the cost of hiring agencies can quickly skyrocket, too. 

Let's find out how to get the best price from a recruitment agency and ensure you don't exceed your budget while searching for the best IT candidates for your business. 

**1. Ask for fixed or capped fees**
In negotiations with the agency, inquire about fixed or capped fees. This way, you can agree on a predetermined fee regardless of the candidate's salary. It provides predictability in your budget.

**2. Consider recruitment platforms over agencies**
Recruitment platforms like MatchIT can be significantly more cost-efficient than agencies because their HR specialists have a different collaboration model with a platform than traditional employees. 

Moreover, with such platforms, you have access to a team of hundreds of HRs instead of just several specialists with a limited pool of candidates. This means more candidates, faster. For example, MatchIT offers access to a global pool of candidates and promises first candidates within 24 hours.

**3. Negotiate fee structures**
Many recruitment agencies are open to negotiating their fee structures. Discuss the possibility of reduced fees, especially if you plan to provide them with multiple job openings or expect a high volume of hires. 

Review your agency's payment policies, particularly hidden fees, prepayments, etc. MatchIT, for example, offers any payment model imaginable, including the ability to stretch the recruitment fee for up to 12 months.

**3. Consider an exclusivity agreement**
You can sign an exclusivity agreement with a recruitment agency. Exclusive partnerships can lead to cost savings, as the agency may be more willing to reduce fees in exchange for your commitment to working solely with them.

**4. Use agencies for retained searches for key roles**
While retained searches often involve higher upfront fees, they can be cost-effective for filling key IT roles. The dedicated focus and resources provided by the agency can lead to a quicker, more successful hire.

**5. Outsource selected recruiting functions**
Consider outsourcing non-core recruiting functions, such as administrative tasks, to reduce costs and free up internal resources for more strategic recruitment activities.

You can also directly source your candidates while working with an agency. Thus, you’ll actively participate in candidate sourcing and only partially use your agency’s services. This can significantly reduce fees, as you pay for the agency's support in specific stages of the recruitment process.

**6. Evaluate recruitment metrics**
Continually assess the effectiveness of your recruitment strategies and agencies by tracking key metrics like cost per hire, time to fill, and the quality of candidates presented. Use this data to refine your approach and identify cost-saving opportunities.

In conclusion, getting the best value from a recruitment agency when hiring IT specialists requires a combination of clear communication, well-defined expectations, and a partner who understands the nuances of the IT industry. 

To reduce costs without sacrificing your recruitment process and benefit from a full range of outsourced services, consider partnering with recruitment platforms rather than traditional agencies. [MatchIT](https://www.matchit.me/) is one of them. They offer access to a global pool of candidates, as well as a team of 300+ HR specialists with IT industry experience and flexible payment policies with no prepayments.


To get the best value from a recruitment agency, it is important to have clear communication, well-defined expectations, and a partner who understands the nuances of the IT industry. Consider partnering with recruitment platforms like MatchIT to reduce costs without sacrificing your recruitment process and benefit from a full range of outsourced services.

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How to Get the Best Value from a Recruitment Agency when Hiring IT Specialists

Matchit.me has compiled 5 basic rules: 

- prepare a plan: determine the team's goal and what it needs to achieve. Describe the structure of the team, in which you must designate a manager for reporting and control of work terms; 
- set up transparent communication: define tools for communication and setting tasks, as well as set clear boundaries of working hours (which is especially important for developers who live in different time zones); 
- build a team culture: professional ethics, team spirit, and personal responsibility are components that will help you feel part of a big cause;
- organize feedback: do not create one-way communication, the employee must have a way to give his feedback; 
- do not forget about the adaptation of newcomers: organize training, familiarization meetings, or prepare documents with the necessary information about the company. 
 
Remember these 5 rules and your new team will be successful!

The post-Covid era has shown the undeniable effectiveness of the remote work format. For a remote team of employees to be as productive as an office team

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How to organize remote work?


Finding IT talent is challenging for everyone: from tech giants to smaller companies. Some businesses choose to get help from recruitment agencies in hopes that they will fill positions quickly and efficiently. 

It’s true: an agency can greatly benefit your business. Just as equally, it can result in lost money, time, and effort. How do you choose the right agency for your company, that will bring in relevant candidates that truly fit your company's needs? What mistakes do businesses often make, when choosing an agency? Let’s find out. 

**Mistake 1: Not evaluating industry expertise**
One of the most common mistakes when choosing a recruitment agency is neglecting to evaluate their industry expertise. Hiring IT professionals demands a deep understanding of the tech landscape, as roles can be highly specialized. Many traditional agencies lack this knowledge, leading to mismatches between candidates and job requirements. 

You should look for agencies that have experience with working with IT talent. MatchIT, for example, is a recruitment platform that is solely dedicated to matching businesses with IT specialists. All HR specialists there have industry knowledge that helps them find the best match for businesses seeking specific tech experts.

**Mistake 2: Overlooking the candidate pool**
A recruitment agency's candidate pool is a vital resource that will influence the quality and efficiency of your search. Traditional agencies are often restricted to local or regional networks, limiting your options and hindering your ability to find the perfect candidate. Look for agencies with vast reach, preferably global. This will allow you to go beyond the geographical limits and build a strong international team. 

With MatchIT, you gain access to a global talent pool, allowing you to find the ideal IT talent, regardless of their location. However, if you want to hire locally, they provide this option as well.

**Mistake 3: Ignoring the speed of recruitment**
Often, IT specialists in companies are needed ASAP for ongoing projects, so the recruitment process should be swift and efficient. Not all traditional agencies are able to provide specialists quickly. Before signing the deal, find out how much time on average your agency spends on search. MatchIT for example promises to deliver the first suitable candidates within 24 hours. Evaluate, if your recruitment agency will meet your deadlines.
Mistake 4: Failing to consider cost-effectiveness
Recruitment agency fees can vary widely, and you should consider your spending in the long run. If you need a constant inflow of candidates, the fees can add up quickly. Some agencies charge by the hour, others take a certain percentage of the candidate's first-year annual salary which can range from 15% to 30% or more.

Evaluate how much you’ll spend based on your current and projected needs, and consider different options. Recruitment platforms like MatchIT typically charge less than agencies for the same or even better results.

**Mistake 5: Overreliance on the agency:**
Relying entirely on recruitment agencies without active involvement can be a mistake. Some companies may assume that the agency will handle everything, from sourcing to interviewing, without their direct input. It's essential that you maintain an active role in the hiring process, including participating in candidate interviews, assessing cultural fit, and making the final hiring decision.
Treat your agency as your partner and have clear criteria and expectations in place. It’s also vital to establish open and transparent communication: provide your agency with feedback and guidance, so they can serve you better.

In conclusion, choosing the right recruitment agency can make or break your recruitment process. To make the right choice, evaluate your agency’s experience, pool, and pricing policies. Make sure your agency can be a great partner, and ensure you communicate your goals clearly and actively participate in the recruitment process. 

If you want to save costs and collaborate with a team of HRs with specific industry knowledge, consider partnering with MatchIT. This global IT recruitment agency has cost-efficient pricing and tailors its services to each client individually, so you can be sure your company will soon have the best-matching talent there is.

Avoid these 5 common mistakes when choosing a recruitment agency for your IT hiring needs:

1. Not defining your needs clearly
2. Not doing your research thoroughly
3. Not comparing multiple options carefully
4. Not asking the right questions
5. Not trusting your instincts

Choosing the right recruitment agency can make a big difference in your ability to find and hire the best IT talent. By avoiding these common mistakes, you can increase your chances of success.

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Top 5 Mistakes to Avoid When Choosing a Recruitment Agency for Hiring IT Talent

**In this article, we'll break down common job description mistakes and how to fix them to help you hire real talent more effectively. 
** 

**1.** A long list of technical requirements. If you decide to list absolutely all the technical skills of a developer, be prepared to face a situation in which candidates either begin to doubt their abilities or decide that they will not have the opportunity to learn something new. Perhaps an employee who meets the requirements by 50-75% will suit you, which is important to indicate in the text. It is even better if you reduce the list of requirements to a couple of critical criteria and specify desirable but optional skills that can be acquired in your company. This approach will allow you to find a developer who is more flexible and ready to learn, than a specialist who has stopped at a defined list of programming languages, which will be difficult to switch to other tasks or new industry trends. 
 

**2. **Adding typical or legally binding requirements to the company's benefits. If the job description includes benefits such as annual vacation or the provision of equipment for work, it is worth thinking about the formation of additional motivations that can distinguish your company from competitors. It is worth remembering that the candidate considers many vacancies and will pay attention to what others do not have. For example, a certain number of working days when you can work remotely, corporate events/psychologists, team building, additional holidays, and meals. 

**3**. Description of typical and obvious duties. If you include working with documents, reporting, application development, and writing and checking code into the area of ​​responsibility, then the candidate may get bored even while reading the job description. These are obvious duties of the candidate for this position, and therefore their inclusion in the description is ineffective during hiring. It is better to describe what is unique about this work, what global problems this work solves and what the culture of developers looks like inside the company, what motivates them to come to work every day. This will allow you to stand out against the background of other vacancies and catch the candidate's attention. 
 

We also recommend describing the selection process. What stages should the candidate expect if he responds and what are the selection criteria? This will allow you to assess the company's way of thinking and emphasize that it values ​​the time of each party. 

An effective tool is to distribute links to the product itself or blog posts about your company. This will allow the candidate to learn more about the business, and assess the professional reputation and corporate culture. 
 

One of the most important criteria in the job description is the open salary range. By allowing candidates to see the financial motivation, you emphasize that you are willing to fairly evaluate each person's performance, based only on their experience and skills, not on the way salary negotiations are conducted. 
 

We advise you to treat the job description as a company resume. After all, the hiring process is a two-way process in which both a company chooses from among several candidates and many companies compete for the same talent.

R
Recruiters create thousands of vacancies during their work. Their description becomes one of the first points of communication where the candidate can either be genuinely interested in the offer and the company or quickly close the job page with the desire to never work for you.

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Common job description mistakes: how to avoid them and what to replace them with?

Hiring top-tier IT talent is a crucial challenge for businesses today. To find a perfect match fast, many organizations seek help from recruitment agencies.

However, not all agencies are created equal, and your choice can make or break your hiring process. Let’s discuss the top factors when selecting a recruitment agency for hiring IT talent.

**Factor 1: Industry Expertise**
The IT industry has many specific nuances. Your recruitment agency should deeply understand what candidates look for and what skills they need to assess to find a match. Make sure your agency has experience in working with companies like yours and can speak to candidates in their language.

**Factor 2: Candidate Pool**
Your ideal recruitment agency needs a large pool of candidates so that you can reach talent globally. Pay attention to how your potential agency works. Do they only contact local talent? It may be better for you to partner with a recruitment platform like [MatchIT](https://www.matchit.me/), that works globally and can provide you with candidates regardless of their (or your) location.

**Factor 3: Speed of Recruitment**
Your company has projects right now, and you need specialists ASAP. Your agency should be able to provide you with candidates fast. MatchIT, for example, delivers the first potential matches within 24 hours, so you can start assessing them right away and speed up time-to-hire.

**Factor 4: Cost-Efficiency**
Recruitment agencies aren’t cheap most of the time. If you need many hires, the costs can add up quickly, that’s why some companies prefer to hire their own HR specialists, so they don’t need to pay fees. 

However, you don’t need to hire HR specialists in-house, when you can have a team of 300+ HR experts for less money, and get help only when you need it, without having HRs on constant payroll. 

**Factor 5: Customized service**
Your IT recruitment needs are unique, and a one-size-fits-all approach may not work. Your recruitment agency should offer a custom service so that they can meet your specific requirements. Here are just some of the parts of the hiring process that should have customization possibilities:

- Job descriptions
- Candidate sourcing based on location, industry, etc
- Interview process
- Cultural fit assessment
- Hiring volume

MatchIT, for example, can customize your hiring strategy at any stage depending on your needs and priorities which may change over time.

**Factor 6: Comprehensive Support**
Recruitment doesn’t stop after candidate sourcing. The entire hiring process, from initial screening to final selection, demands attention and support. Make sure your agency doesn’t abandon you even after the successful hire. They should be interested in how your collaboration went down even after a few months, and offer support if needed.  
**
Factor 7: Reputation and track record**
The reputation of a recruitment agency speaks volumes about its capabilities. Research the agency's track record, client testimonials, and success stories. If you have a possibility to ask acquaintances for referrals, you should definitely use it. 

In conclusion, choosing the right recruitment agency can define how fast and relevant your candidate inflow will be. While traditional agencies have their merits, they often fall short regarding industry expertise, candidate pool, and cost efficiency. [MatchIT](https://www.matchit.me/), on the other hand, offers a compelling alternative that checks all the right boxes like global reach, and hundreds of HR specialists with IT industry expertise. 


IT recruitment is crucial, but choosing the right agency can be tough. Consider these factors: industry expertise, candidate pool, speed, cost-efficiency, customization, support, and reputation. MatchIT is a compelling alternative to traditional agencies, offering global reach and IT expertise at a lower cost.

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Top 7 Factors to Consider When Choosing a Recruitment Agency for Hiring IT Talent

IT specialists are one of the most sought-after categories of talent in today’s digital world. Companies face numerous challenges during the hiring process, from sifting through countless resumes to conducting technical interviews. 

To tackle these hurdles, businesses take different approaches: they hire dedicated in-house HR specialists, rely on recommendations, or post jobs on all job listings out there. One commonly considered option is partnering with a recruitment agency.

Let’s find out whether you truly need a recruitment agency for hiring IT specialists and provide guidance on choosing the perfect one for your business.

**What is a recruitment agency?**

A recruitment agency is a specialized firm that assists businesses in finding and hiring suitable candidates for their job openings. These agencies typically have a network of candidates and provide various services, including candidate sourcing, screening, and interview coordination.

Businesses often outsource their recruitment to agencies due to these advantages:

- Extensive network — recruitment agencies often boast a vast network of potential candidates, including passive job seekers, expanding your reach.
- Time and resource savings — agencies take on the tasks of candidate sourcing, initial screenings, and reference checks, freeing up your HR team's valuable time.
- Streamlined process — agencies can expedite hiring, ensuring you receive qualified candidates promptly.


However, there are a few tradeoffs businesses have to deal with, like: 

- Cost — recruitment agencies charge fees for their services, which can be a substantial expense for businesses, particularly for multiple hires.
- Limited pool — agencies may have a restricted pool of candidates, and their focus may be limited to a specific geographical area.
- Lack of control — employers might have limited control over the selection process and may not be as involved in candidate assessment and interviewing, which may affect the retention of new employees in a company
- One-size-fits-all approach — agencies may not fully understand your company culture and specific needs, potentially resulting in mismatches.

**Do you need a recruitment agency?**

The decision to engage a recruitment agency should be based on your specific needs and circumstances. Here are some criteria to consider when choosing whether or not to use an agency:

- The complexity of IT roles — if your IT roles are highly specialized or require unique skills, a recruitment agency with expertise in IT may be beneficial.
- Tight deadlines — if you need to fill IT positions quickly, a recruitment agency can expedite the hiring process.
- Budget — assess your budget and determine if you can afford the fees associated with recruitment agencies. An in-house HR may be a more viable option if you need many hires.
- In-house resources — consider whether your in-house HR team has the capacity and expertise to handle IT recruitment effectively.
- Company culture alignment — ensure that the agency understands your company culture and values to make culturally fit hires.

**MatchIT as an Alternative to Recruitment Agencies**

If you're uncertain about using a recruitment agency, consider an alternative like MatchIT. [MatchIT](https://www.matchit.me/) offers a unique approach to IT recruitment, making it stand out among the traditional agency options. Here are some of its main advantages:

- Global reach — MatchIT boasts a global network of over 300 HR specialists with niche IT experience. This expansive reach ensures that you can tap into a diverse talent pool from around the world.
- Diverse expertise — HR specialists on MatchIT have expertise in various IT domains, ensuring you find candidates tailored to your specific requirements.
- Cost efficiency — MatchIT is more cost-effective than most recruitment agencies, and also has free options, allowing you to save on recruitment expenses while still accessing high-quality talent
- Full support — you get a reliable partner that supports you throughout the entire recruitment process, from candidate sourcing to final selection, ensuring a seamless experience.

So, do you need an agency to find the best IT talent? No. Can it help you find a great fit for your company quickly? Definitely. However, high costs and limitations may not align with your needs. To expand your pool of candidates at a more reasonable cost, consider alternative solutions like MatchIT, which provides global reach, IT expertise, and dedicated support.



MatchIT: A cost-effective and personalized alternative to recruitment agencies for hiring IT specialists

MatchIT is a unique approach to IT recruitment that offers global reach, diverse expertise, full support, and cost-effectiveness. It is a viable option for businesses of all sizes that need to hire qualified IT specialists quickly and efficiently.

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Do You Need a Recruitment Agency for Hiring IT Specialists and How to Choose One?


In 2023, remote work isn’t a perk or a rare bonus, it’s an expectation and a common practice among organizations of all sizes. The IT industry has particularly embraced remote work as a viable and effective way to access top talent from around the world. However, hiring IT talent for remote work can be challenging — you need to assess specific skills to ensure your candidate can work efficiently from home. 

In this article, we’ll show you a few strategies and tools to help your organization effectively hire IT talent for remote work. 

**1. Cultivate a remote-ready culture**
Successful remote IT hires start with a company culture that embraces remote work. Before embarking on the hiring journey, ensure that your organization's policies, communication tools, and workflows are optimized for remote collaboration. MatchIT's experts can guide your organization in aligning your culture with remote work expectations.

**2. Leverage global recruitment platforms**
Global recruitment platforms like MatchIT offer you access to a pool of IT talent from all over the world in one place. Instead of screening thousands of candidates on your own, you can get only those who match your criteria, and receive support at each stage of the recruitment process.

With a team of over 300 HR specialists ready to provide you with candidates from diverse backgrounds and locations, you can quickly find the perfect fit for your organization's unique needs and objectives. 

**3. Master soft skill screening**
Evaluating the technical skills of IT candidates is a standard procedure. However, during the soft skill screening, you need to assess specific skills to ensure effective remote collaboration. 

In addition to technical skills, remote IT workers need strong soft skills, such as communication, adaptability, and problem-solving abilities. MatchIT's HR specialists can help organizations assess these essential soft skills during the recruitment process, ensuring that candidates are a good fit for remote work environments.

**4. Evaluate remote work experience**
Hiring IT talent with prior remote work experience can be advantageous, as they are more likely to thrive in a remote setting. MatchIT's extensive network of HR specialists can help identify candidates with a proven track record of remote work success, increasing the chances of hiring individuals who can hit the ground running. However, if your candidate doesn’t have experience working remotely, this shouldn’t stop you: with high-quality onboarding, you’ll be able to integrate your new specialist into your team. Let’s talk more about what onboarding should look like.

**5. Create a remote onboarding strategy**
Successful remote IT hires need a well-structured onboarding process. Before the remote IT hire's first day, ensure all necessary paperwork, contracts, and access to essential tools and systems are ready. Provide remote IT hires with clear, concise documentation outlining the onboarding process, including a timeline, expectations, and goals. Schedule regular check-ins with remote IT hires during their initial weeks. These virtual meetings provide an opportunity to address any questions or concerns and ensure that the onboarding process is progressing smoothly.

In conclusion, hiring IT talent for remote work requires a strategic approach. By opening your company to remote collaboration, you significantly expand your pool of potential candidates, and this comes with challenges. For example, only a few companies have enough HR resources to sift through thousands of candidates. 

This is where recruitment platforms like[ MatchIT ](https://www.matchit.me/)come into play. They have hundreds of HRs with IT industry experience to help you at any stage of your hiring process: from writing a relevant job description to screening candidates. 

Hiring IT talent for remote work can be challenging, but it doesn't have to be. With MatchIT, you can access a pool of top IT talent from around the world, get support at each stage of the recruitment process, and ensure that your remote hires are successful.

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How to Hire IT Talent for Remote Work

According to the PYPL index, which is based on Google Trends data, Python, Java, JavaScript, and C are popular in 2022. According to the TIOBE index, C++ joins this list, and the specialized journal of the Institute of Electrical and Electronics Engineers IEEE Spectrum in 2021 identified C as the most popular, C++, Java, and JavaScript.

Taking into account all indexes, one can see the undisputed leaders - Python and Java. These two languages ​​have held the lead for many years, are developers' favorites, and are both object-oriented programming languages. Python is used as the main language by such technological giants as Netflix, Facebook, and Khan Academy, while Java is chosen by Airbnb, Google, Netflix, Instagram, Uber, Amazon, and Spotify.

Java should be chosen by those who are interested in:
- the field of DevOps;
- virtual reality;
- big data;
- mobile chatbots and integration.

Python is used both in simple scenarios and in the development of web applications or artificial intelligence. This language is most often found in developer vacancies, so it is not the best option for starting a career in IT.

The main thing that a young specialist should understand is that knowing one language does not guarantee successful employment. But it is better to lay the foundations for a successful career with proven solutions.

https://www.turing.com/blog/in-demand-programming-languages-to-learn-in-2022/

You know, the stable demand for developers is not as pleasing to the recruiter as the projected growth. According to the US Bureau of Labor Statistics, the need for engineers will grow by as much as 22 percent between 2022 and 2030. It is not surprising that many young people want to get into IT, so we have selected the top popular programming languages ​​that will be useful for a junior to study and start a career in IT.

8 In-Demand Programming Languages to Learn in 2022

Have you decided to get a reliable partner to recruit IT talent faster and more efficiently? Now you need to choose a reliable and cost-efficient recruitment agency. But what if I told you that there's a modern alternative that may be even more beneficial for your business? 
.
Today, we'll talk about recruitment platforms and compare them with traditional recruitment agencies, so you can know all your options and choose the best one for your business. Let's first talk about traditional agencies we all know.

**Recruitment agencies — a time-proven classic**
For many years, traditional recruitment agencies have been the go-to choice for companies seeking top talent. These agencies offer expertise in sourcing, screening, and presenting candidates for various roles. 

They can also offer additional services like background checks, skills assessments, reference checks, and assistance with job offer negotiations. Recruitment agencies actively seek out potential candidates through job boards, social media, networking events, and their existing candidate databases.

Overall, recruitment agencies allow you to get a recruitment team without the need to hire HR specialists for your company. This can often be faster and more convenient, especially if you don't need a constant flow of candidates.

**Recruitment platforms — the future of talent acquisition**
In many ways, recruitment platforms are similar to agencies — they also help you in searching, screening, and hiring IT talent and support you through the whole recruitment process. However, some unique features respond to current world trends. 

For example, recruitment platforms are web-based, providing a digital space where employers can post job listings and job seekers can search for relevant positions. Some platforms also offer mobile apps, making it easier for users to access job opportunities on the go.

Recruitment platforms are flexible, and you can choose any level of support, even up to self-service. You can create job listings, manage candidate applications, and communicate directly with job seekers. 

Such platforms often have global reach and leverage digital space to connect businesses with top talent from across the world. Thus, you get a large pool of candidates and HR specialists ready to support you at any stage of the recruitment process. 

Now that we've covered recruitment agencies and platforms, let’s compare them.

**Recruitment platforms vs agencies: side-by-side comparison**
1. Cost-efficiency
Traditional agencies often charge hefty fees, sometimes as a percentage of the candidate's first-year salary. In contrast, recruitment platforms like MatchIT offer cost-effective solutions. With competitive pricing, businesses can save on recruitment expenses while still securing high-quality candidates. 

**2. HR specialist network**
Traditional recruitment agencies vary in size, from small teams of 5-10 recruiters to large agencies with offices around the world. Recruitment platforms, however, offer large teams of HR specialists without price increases associated with large agencies. 

MatchIT, for instance, boasts over 3000 HR specialists with niche IT industry experience. This deep pool of specialized expertise ensures businesses receive tailored solutions and a thorough understanding of their IT recruitment needs. Traditional agencies may have smaller teams, making it challenging to match the industry-specific knowledge.

**3. Level of support**
Recruitment doesn't end with candidate sourcing; it extends to the entire hiring process. Both recruitment platforms and agencies provide full support throughout the journey, from initial screening to final selection. This ensures a seamless and successful hiring process, with continuous guidance from recruitment experts.

**4. Global reach**
Traditional agencies often operate within a limited geographical scope. In contrast, recruitment platforms like MatchIT offer a global reach. They tap into a vast network of candidates from around the world, ensuring that businesses can find the perfect talent, regardless of their location. This international perspective broadens the pool of potential candidates.

**5. Flexible payment models**
MatchIT and similar platforms offer flexibility in payment models, allowing businesses to tailor their agreements to fit their budgets. This adaptability can be especially valuable for small and medium-sized enterprises looking to optimize their recruitment budgets.
Recruitment agencies may also offer various payment options and models, so this will mostly depend on the particular agency you partner with. 

In conclusion, recruitment platforms mainly offer the same perks as recruitment agencies, like full support during the hiring process, various services associated with hiring, and different pricing models. Platforms like MatchIT, however, bring even more to the table, offering an expansive global candidate pool, a large team of 300+ HRs with specialized IT knowledge, and a commitment to cost-effectiveness.


Recruitment platforms are a modern alternative to traditional recruitment agencies, offering a number of advantages, such as cost-effectiveness, a large pool of candidates, a global reach, and flexible payment models.

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Future vs. The Past — Recruitment Platforms vs. Recruitment Agencies for Hiring IT TalentThe 

It was IT specialists who were among the first to work remotely, but the post-war world has maintained a tendency to increase positions with a remote employment format. What are the advantages of this workshop format, why do companies choose it, and do to become the most effective remote worker, we analyze in this article? 
 
If the position allows you to choose a remote worker, this means that you can search for a candidate all over the world. What opportunities does this open up for a recruiter? First, you can create a multicultural team, and secondly, you can find people with rich experience or even close a vacancy with much lower budget costs. And thirdly, you can get a company that works around the clock, using the difference in time zones, which significantly increases the serviceability of the company's 24/7 customer support. 

 

What does the employee get from the remote employment format? More often than not, people work remotely to be independent of the office and conservative schedule. It also allows you to save more time for yourself and your family, as well as receive a higher salary than in your region. 

 

For developers, a significant advantage is the opportunity to work in a large company with more experienced colleagues, gaining knowledge and skills. 
 


Let's analyze the three main rules for effective remote work and its successful search: 
 


- Be open to employers: showcase your previous work, work on your LinkedIn profile, and use open source materials.
- Learn technologies that are convenient for remote work: update your knowledge of popular programming languages, use programs to simplify communication with the team, as well as applications for effective time planning and task control.
- Work not only on qualifications but also on values: employers need to get not only experienced but also "their" person who can fit into the team according to culture and philosophy. 

 

Although the remote work format requires more discipline from the employee, it also provides more freedom. Remember these three simple rules to profit from the remote format and expand your professional opportunities anywhere in the world. 


[Source](https://www.turing.com/blog/how-to-become-a-successful-remote-software-engineer)

With the beginning of the pandemic era, the remote work format not only gained popularity but also opened up many opportunities for the development of a large layer of specialties. 

Three rules for effective remote work

Matchit has prepared for you the TOP 5 best web development trends for 2022🔥 


1. Webassembly 
 

It is characterized by high speed and flexibility. With the help of webassembly, low-level languages ​​such as C and C++ can be optimized to improve the performance of web applications. It works in all browsers.
It is used by such platforms as Zoom, Google Meet, and Firefox browsers, and others 

 

2. Blockchain technology 

Blockchain is one of the fastest-growing technologies! It has become popular among social media giants such as Twitter, Facebook, and YouTube, and companies that include payments, wallets, and intellectual property. A Statista study claims that blockchain spending will grow to approximately $19 billion by 2024, so now is the time to master it😏 

 


3. Automation 

GitHub Copilot is an AI-powered tool that boosts developer productivity to create secure and efficient code. Such tools revolutionized the era of digital technologies because the burden on people is reduced, and all work processes are automated!
Used by: Google, Microsoft, Intel, and Amazon 
 


4. Minimalism 
 

Google search is a great example of minimalism. Google Search has a clean and simple design that allows users to focus on what's important. Developers can create effective websites without much technical knowledge. Simple, concise, stylish☝🏻 

 

5. Frameworks 
 

Frameworks are an essential part of web development for creating rich, interactive web applications. According to Statista, some of the popular web frameworks used by developers around the world are React.js, jQuery, Express, Angular, Vue.js, ASP.NET Core, and Flask. 

 

So what's the best? No one will tell you the exact answer, because everything must first of all respond to the request of your client! 

Therefore, let's improve together! Let's learn top technologies, and together with Matchit, we will quickly find a job to your liking!

Even the smallest start-up cannot do without a website. Therefore, one of the most popular professions in the IT market is Developer😎
Here, like everything else in the world, development has its trends and requests for relevance.
And to be a top specialist, of course, you need to follow the changes in this trend.

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TOP 5 best web development trends for 2022🔥

The IT world, like everyone else, is now very quickly trying to learn how to live and work in new conditions. 

The conditions of the unknown. 


Living without light, water and communication are very unusual, but working is on the verge of something incredible. 


Our specificity is nowhere without communication, so let's get out of it together!
 

☝🏻1 rule: 

 Forget what a work schedule is. Because now your schedule determines the availability of electricity and communication. Work when there is light and try to do your workload, including weekends and not from 9 to 18 as before) 
 


If there is light from 18 to 22 work then. If there is light on Sunday, work it out instead of blackout on Thursday. Yes, it is not usual, but losing projects is worse than working off schedule) 

 

☝🏻2 rule: 

 Wander the city in search of a cafe with light! 

 There are several advantages here. You will taste all the cakes in the city, have a connection according to your schedule, and finally change your pants for a very warm weekend suit 


☝🏻3 rule: 

Who else but IT should know about all the benefits of modern development! Therefore, as an option, you can stock up on Starlinks, power banks, and charging stations, and if you are very rich, you can buy a generator 
 


Remember, your main task is to do as much as possible so that the employer does not feel your "inconvenience". Do your job conscientiously and be patient when your lamp goes out again☝ 

 

Ukrainians are extremely creative people, so we will be able to continue our work even in such difficult conditions!
 But after that, we will be so hardened that nothing will scare us!

Each of us has already learned the word "blackout" and even tried this strange creature


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IT in  Blackout conditions

Social networks have invaded our free time, there's no denying that. 
 

 Moreover, they have already reached our professional life after all, social networks are now one of the active sources of finding new candidates! 

 

Today we will discuss such a giant as Linkedin, and how to find your candidate there quickly and without unnecessary movements😎 
 


✔️ Boolean search by exact criteria. We do it according to the necessary skills of the candidate and the headline. This combination will speed up your search almost twice⚡️ 

 

✔️Google knows everything, and this is no exception. All you have to do is specify the name of the social network + the specialist you are looking for in the search query! 

 

✔️Special applications that will simplify your life when working with Linkedin are fox-Soup, Al-Fox, Skrapp, and Buffer. 

 

But you should always remember: there is something new (Linkedin) and there is something eternal - Matchit🤎 

 

Because we always have the candidate you need exactly 🤎 

 

Also, join our candidates' Telegram channel! We simplify your life as much as we can there we publish the most interesting active candidates 

 

https://lnkd.in/enktQmFD

Social networks have invaded our free time, there's no denying that.
Moreover, they have already reached our professional life
After all, social networks are now one of the active sources of finding new candidates!

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Linkedin: how to search candidates

If you feel: 

- loss of enthusiasm and interest in work;
- fatigue, even after sleep;
- sleep and appetite disturbances;
- emotional exhaustion;
- the appearance of doubts about one's professional skills;
- the desire to isolate oneself socially, then...
 ...you may have fallen into the trap of professional burnout. 

To get out of this state and prevent its occurrence in the future, use simple rules: 

- high-quality and stable rest (no response in chats, ,mail and work calls);
- a new hobby (creativity, sports, or ordinary walks);
- changing the working environment (a comfortable workspace near the window or working from home);
- a clear schedule of work and rest (Work-Life Balance or the new Blend, as you prefer). 

The main thing is not to ignore any of the described symptoms. Your mental health is as important as your physical health, and in order not to lose interest in the profession completely, first of all, take care of yourself.

Programmers, like all other specialists in the intellectual sphere, often suffer from chronic fatigue after overtime, a long and complex project, and distraction from various tasks.

Professional burnout: how to prevent and work after?

To create a powerful brand both in terms of interaction with the client and with the employee, the company should combine the forces and resources of two departments - marketing and HR. How to make effective cooperation of various specialists and get a win-win result?
 
Communication 
The marketing department is conventionally working to increase sales, while HR is looking for the best talent to build strong teams that will then lead the company to success. The ultimate goal of both departments is the same, although the tools are different. So that specialists do not live in different worlds, it is necessary to form a single communication platform, at least at the level of department heads. Do not forget that any customer can become your employee and vice versa, so information from two lines of work can be useful for both departments.
 
Employer brand 
When an employee is looking for information about an employer, he first of all visits public information from the media, forums or feedback platforms. This channel is partly handled by the marketing department, which also manages PR and external advertising channels that shape the company's image. To broadcast the corporate culture and attract the best candidates, it is better to involve a marketer, which will help reduce the costs of searching for candidates and form a stronger employer brand.
 
Marketing strategy for HR 
Combining these efforts of the two departments, it is worth conducting joint brainstorming and applying marketing tactics in the search for candidates. A marketing approach will help to the greatest extent to become the strengths of the company and more interesting for candidates than competitors. Such a tactic will strengthen the recruiting team and help HR to strengthen the overall strategy of the company.
 
Advocacy of employees 
Recruiters combine talented people into the main brand ambassadors. Your employees are often the driving force behind word of mouth, trusted by the best clients and candidates alike. Everything that the employee of the company says is perceived with greater trust by other people. And especially if it is said by a former employee. Experienced HR specialists "guide" an employee from the hiring process to dismissal, and if even a former employee leaves good reviews about the company, then both the client and such an employee will be confident in the brand's values. 
 
Such simple steps clearly solve the actual business problems and accurately get sites for both teams of specialists. Try to use it as a potential for development and the result will not make you wait.

To create a powerful brand both in terms of interaction with the client and with the employee, the company should combine the forces and resources of two departments - marketing and HR. How to make effective cooperation of various specialists and get a win-win result?


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How to combine two departments — marketing and HR to get a win-win result?

How to interest a great candidate, if the company's budget is not very big🧐
It seems the mission has not been accomplished.
But our recruiters cope with any tasks😎 
 

One of the alternative ways to attract such a candidate is intangible motivation☝🏻
Even if a person goes to work mainly for money, he also pays attention to some non-material bonuses) 

And so, what could it be?
Let's take a closer look👇🏻 
 

✔️Recognition.
The main condition is that it should be public.
For example, public recognition in the form of an award, thank you, diploma. Or everyone's favorite board of honor))
It seems to us that the "best employee of the month" award appeared precisely as an example of such motivation 🥳 
 

✔️Feeling of a fulfilled debt or a set goal.
To begin with, it should be realistic (so that the candidate does not have to catch the Internet on Mount Everest😅).
And it will be cool if it coincides with the interests of the candidate. 
 

✔️Personal growth.
 And now we are not talking about a box of "Rostishka" yogurt)))
Get the candidate interested in cool training and development programs. Maybe you can offer him a good mentor or coaching. We also reinforce this with new tasks and responsibilities that will allow him to become a better specialist in the future. 
 

✔️Freedom.
Yes, it is important everyw here.
A person will always appreciate if he has the right to freely make important decisions and personal responsibility.
This will add "importance" to the employee's status. Purely, an emotional bun, but in practice, it very coolly stimulates and shows the true qualities of the candidate) 
 

✔️The atmosphere at work is a cool, cohesive team.
 People decide almost everything. And this is exactly the case.
 As proven - we spend 70% of our life at work. Therefore, this is practically a second family))
It should be comfortable there! And sometimes good specialists turn a blind eye to a small employee if the team brings them joy and peace)
After all, the absence of nervousness and gray hair is much more important than money🤪 
 

And what would you add to this list? What motivates you?

How to interest a great candidate, if the company's budget is not very big, then it is big🧐
It seems the mission has not been accomplished.
But our recruiters cope with any tasks😎

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How to recruit a cool specialist when there is not enough budget?

Welcome to Matchit.me!
We hope you have already entered an active work week and are ready for new tasks🔥

Is it time to talk to you about how to properly divide time? Or why tasks for which there was more time are completed longer than those where the deadlines are "tightening" 🫤

This is how the law works on us - Parkinson's. Less time - more effort, more time - less effort 😱
If it didn't sound strange😅

We are all human, and very often we do everything at the last moment purely because of the emotional charge we get at the time. In psychology, this is called proscartination. This is an obsessive tendency to postpone matters until the last deadline ("there is still time", "it can be done tomorrow", "it will wait").
We consciously delay time.
Before sitting down to work or study, we arrange smoking breaks, snacks or endlessly review unnecessary information.

So, how do you do everything on time, and not succumb to mind drifts into space during important tasks?

Some tips:
🔹Determine clear working hours. Conditionally, you work on the project from 10 a.m. to 2 p.m. and that's all. let the whole world wait.
And strictly follow the schedule :)

🔹 From the very beginning, plan everything qualitatively!
And identify all possible spontaneous tasks that can affect the deadlines, the achievement of the main goal👌

🔹 Clear roles and responsibilities
Everyone should clearly know what he is responsible for. so the work will be done, and there will be no shifting of blame to someone :)
Agree in advance on what is included in the project and what is outside of it.

🔹Set a schedule, discuss your expectations and desired end result, then set a completion date based on that information.

Is it time to talk to you about how to properly divide time? Or why tasks for which there was more time are completed longer than those where the deadlines are "tightening" 🫤

Parkinson's rule, or how to overcome your laziness?

⭐️ take your time - indicate skills, and relevant vacancies and focus on your strengths; 

⭐️structure the data - try to fit all the information on one sheet; 

⭐️ do not use the entire vocabulary - write simply and professionally, maintaining a friendly tone; 

⭐️ promote yourself as a professional and focus on how you will strengthen the team if hired. Expectations from the employer are better voiced at the interview; 

⭐️ specify less personal information. You can indicate your name, place of residence, and contact information - it is inappropriate to tell more personal details; 

⭐️ check. Do not forget about letters, spaces, and commas, so that the text of the resume is not ruined by simple spelling mistakes. 

Remember that the first steps are very important on the way to success, and a resume opens the way to your dream job😎

There is no perfect resume formula🤷🏼‍♀️
There are many materials on how to write a resume, but we at Matchit. I have collected the top rules to help you avoid common mistakes when compiling them.

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5 mistakes of a modern resume👇🏻

**In order not to look for a needle in a haystack, Match it. I have collected tips on finding rare blockchain developers😜
Specialized platforms offer a ready reserve of talent and will help to filter specialists by direction.
In addition to the popular Upwork.com and Toptal, there are several equally effective communities: 
 

**✔️DREAM — for finding independent developers with an hourly and fixed payment for projects of various scales and duration; 

**✔️Codementor.io is a small community of blockchain developers with recruitment consultants to quickly find specialists; 

**✔️Xbtfreelancer.com is a blockchain-focused platform with a wide range of search filters and bitcoin payment options. 

 

To attract the attention of blockchain developers for a long-term project, you can turn to traditional platforms such as indeed.com or jooble.org. Although there are also specialized job boards in the blockchain field: crypto.jobs, cryptojobslist.com (with a convenient Telegram bot), blocktribe.com, beincrypto.com (only paid ads), criminality, bounty one. 

You should also not forget about the time-tested methods of recruitment - Internet communities and networking. You can find specialists in your field on Reddit or StackExchange, and attending hackathons will help you not only gather a database of contacts but also get to know developers personally, seeing them at work. 

 

Match it advises against focusing on one recruitment method. The field, which is making a technological revolution, needs both creative specialists and non-standard hiring of personnel.

In order not to look for a needle in a haystack, Match it. I have collected tips on finding rare blockchain developers😜
Specialized platforms offer a ready reserve of talent and will help to filter specialists by direction.
In addition to the popular Upwork.com and Toptal, there are several equally effective communities:

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Starting a blockchain project?

The competition for a cool candidate is now like searching for an empty spot in a beehive😬
According to statistics, an employer has only 25.9 seconds to attract a candidate's attention.
In less than a minute, your pitch should grab the attention and interest of a potential employee.

How then to describe the vacancy so that it looks convincing and attracts the candidates you need?🤔
Let's consider a few rules for describing vacancies:

- describe not only the duties assigned to the employee but also the skills required to perform them. For this, it is necessary to study the competencies in the relevant field of knowledge, as well as to indicate important soft skills — leadership skills, attentiveness, etc.;

- for an accurate selection of candidates, use the required keywords in the job description. In one or two sentences, you can attract the attention of a potential candidate and immediately outline the advantages of your vacancy;

-detail working conditions. Feel free to indicate all the advantages that your company offers - training prospects, corporate discounts, insurance, rest.

For each subsequent vacancy to contain everything you need, make a kind of "checklist".
With its help, you will check the job description for the presence of key points. Analyze the work of the employed and create a base of necessary attributes — competencies and skills. This will save you time and increase the efficiency of the search for personnel.

Use this "cheat sheet" from Matchit, and you will increase the number of high-quality closed vacancies❗️

The competition for a cool candidate is now like searching for an empty spot in a beehive😬
According to statistics, an employer has only 25.9 seconds to attract a candidate's attention.
In less than a minute, your pitch should grab the attention and interest of a potential employee.


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How to write great job descriptions

## How to Find and Hire the Best IT Talent Worldwide
In a world where every business depends on tech, hiring IT talent is crazy hard. Companies across the globe are searching for experts in fields such as software development, cybersecurity, data science, and more.

According to the [SHRM study](https://www.shrm.org/resourcesandtools/hr-topics/talent-acquisition/pages/the-real-costs-of-recruitment.aspx), the average cost of hiring a candidate in the US in 2022 was $4,700, up almost 14% from $4,129 in 2021. The more time a company spends on the candidate search, the more this number grows. 

Despite the popularity of tech professions, IT companies struggle to find a perfect fit and look for potential candidates across multiple resources at the same time, spending months to get the right person to join their team.

So, how do you slash time-to-hire and bring in IT professionals that will drive innovation and propel your organization to new heights? There are several options. 

#### **Top 4 ways to find your IT talent**

**Self-hiring**
Self-hiring is a common approach where companies handle the entire recruitment process internally. This method gives you complete control but can be time-consuming and resource-intensive. In a highly competitive market, it might not yield the best results as top IT professionals are in high demand and are often quickly snapped up by competitors.

**Using recruitment agencies**
Recruitment agencies are another option for finding IT talent. They have access to a pool of candidates and can streamline the hiring process. However, traditional agencies may lack global reach and specialized knowledge to find the perfect IT candidates in different regions. Moreover, their resources are often limited, which puts limits on how fast you can scale your IT talent recruitment efforts.

**Online job boards**
Many companies post job openings on online job boards, hoping to attract IT talent. While this method can be effective for local hires, it may not be the best choice for global talent acquisition. Sorting through hundreds of resumes and conducting countless interviews can be time-consuming and inefficient.

**Partnering with a global recruitment platform**
Partnering with recruitment platforms is a strategic choice for businesses seeking IT talent. These platforms are an enhanced mix of online job boards and recruitment agencies. The most prominent example of a recruitment platform is [MatchIT.me.](https://www.matchit.me/) It offers businesses several key advantages when seeking IT talent:

- A vast network of over 300 HRs and recruiters with specialized knowledge in IT recruitment
- Global reach to top IT talent from around the world
- Full support: from writing an effective job post to candidate filtering and management
- Transparent communication with a dedicated manager 
- Only verified candidates
- Flexible payments tied to tangible results
- An option to try the MatchIT platform for free

#### **Conclusion**
Businesses choose different strategies to land the best candidates. Some prefer to use internal resources for hiring, while others only trust recommendations or try online boards. 

Recruitment platforms like [MatchIT.me ](https://www.matchit.me/) provide you with the best of both worlds. Just like recruitment agencies, they offer dedicated support, but with a much larger team and for less money. Like job boards, they open access to global talent but handle management and filtering for you.  

Partnering with a platform like this, you can streamline your hiring process and scale your tech team at any time and pace that benefits your business.


Discover efficient strategies to hire top IT professionals globally. Dive into the pros and cons of self-hiring, recruitment agencies, online job boards, and innovative platforms like MatchIT.me. Streamline your tech recruitment and optimize costs with this comprehensive guide.

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How to Find and Hire the Best IT Talent Worldwide

Today we will talk about how difficult it is for recruiters to fight the objections of our talented candidates sometimes🤪
Let's discuss the most frequent ones, and what to do with them😎 
 


🔵 "I don't want to change anything, everything suits me anyway" 

Here it is necessary to understand that nothing can be perfect and to find out smoothly, maybe something is not to his liking. 


🔵 "This is not my level" 

The priority is to find out, but what is his level anyway?🧐
Maybe the requirements of the candidate's vacancy scared him a little 🤷🏼 


🔵 "I have other offers" 

The main thing is to continue communicating! Let's be purposeful! You need to find out more about other places and indicate how you are better❤️ 


🔵 "Another company offered me more" 

Well, here your candidate is already bargaining! This means that you have already interested him in something) Determine what is the main criterion for him in work, and work on it💕 

 


Well, the main goal in communicating with the candidate is to identify his important selection criteria, and in the selection process to improve the vacancy so that the candidate accepts the offer🔥

Today we will talk about how difficult it is for recruiters to fight the objections of our talented candidates sometimes🤪


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How to work whith objection?

According to a survey by the Korn Ferry Institute, more than 85 million jobs could remain unfilled by 2030.
 
What is the reason? 
Deficit of qualified candidate.
 
And this means that the work of our recruiters will become become incredibly heavy😬 
But, to open a "new breath" in the search, you must not be afraid to experiment! Therefore, today we will talk with you about a creative approach to the search for candidates☺️
 
The main principles of creative search are: 
1. ✔️Unusual job description. 
According to Justin Cerilli, managing director of Russell Reynolds and Associates, a compelling job description should include “a little bit of marketing, the reality of the role, the required skills, the competency and the culture of the organization,” and of course it’s all wrapped up in an interesting copywriting presentation☝🏻
 
2. ✔️We are looking everywhere. 
That's why this method is called "creative" - because ordinary joab boards don't work in it😅 
Facebook, LinkedIn, Twitter, Telegram, Blog on the site, various conferences, even the "recommended by a friend" option works here.
 
3.✔️After a creative search, we creatively test candidates. 
To choose the best of the best. There is even a ready-made skills testing library.
 
Creative search is one of the best ways to expand your candidate pool. Remember, by successfully implementing creative sourcing strategies, you are setting yourself up to find the best ❤️ 
[Read More](https://www.testgorilla.com/blog/creative-sourcing-strategies/?utm_term&utm_campaign=Performance_Max_World-7&utm_source=adwords&utm_medium=ppc&hsa_acc=4932434860&hsa_cam=13402555368&hsa_grp&hsa_ad&hsa_src=x&hsa_tgt&hsa_kw&hsa_mt&hsa_net=adwords&hsa_ver=3&gclid=CjwKCAjwkYGVBhArEiwA4sZLuMuf_KhgHAx8pj_li-_XIrxd-925MAARBwwsDAgiu_KirrOHAAG3-BoCeDkQAvD_BwE)

According to a survey by the Korn Ferry Institute, more than 85 million jobs could remain unfilled by 2030.

What is the reason?
Deficit of qualified candidate.
today we will talk with you about a creative approach to the search for candidates☺️

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Сreative sourcing strategies for finding exceptional talent

Matchit.me has prepared the top 5 non-standard search strategies. 
 
85% of the number of employed candidates are passive seekers, a lot, right? 
It is necessary to be able to attract them as well, therefore: 
 
**🔹 We use our product. 
**These are stories about Reface masks on social networks or a Spotify playlist with requirements for frontend developers. Such products create a wave of popularity among users, among whom may be a potential candidates for the team; 
**🔹 Be creative. 
**Hide an "Easter" with a job offer in the site's console or create a quest for developers. You will surprise the candidates with a creative approach, and word of mouth will already work here 👍🏻 
**🔹 The most simple types of communications. 
**When creating a form for candidates, take care of its accessibility, so that a person spends less effort on filling in data and shares contacts more quickly; 
**🔹 Save the data of candidates who have lost interest. 
**Every employer has a list of people with whom contact has been lost. Someone filled out the form but didn't show up for the interview. And feedback from such a candidate will help to see ways to improve the hiring process. 
 
These are all additional sources that will greatly expand your base :) 
Therefore, let's not forget about the "primary, basic school" for finding candidates, such as job fairs, bulletin boards, or tours of your offices. 
Do not be afraid to use something new, because that is what you will find more unusual for your work☺️ 
 
[Read more](https://www.recruiter.com/recruiting/11-innovative-sourcing-strategies-that-can-help-you-ace-recruitment/)

How to find real talent in a huge ocean of candidates?👀
Matchit.me has prepared the top 5 non-standard search strategies.

85% of the number of employed candidates are passive seekers, a lot, right?
It is necessary to be able to attract them as well, therefore:


How to find real talent in a huge ocean of candidates?👀

World IT fashion is born in the United States. 
The US market makes up 33% of the world market of IT services, and therefore Americans themselves set trends in the world of programming☝🏻
 
The most popular languages today are React, Python, Node, JavaScript, and AWS. 
Let's get to know them a little better☺️ 
 
1. - React - a programming language for interface development, which makes up 20% of job offers on the labor market. It is popularized by Meta developers and specialists looking for tools to improve user interface and UX design; 
2. - Python is the most preferred language to learn among developers in the last three years. Python as a proven companion over the years is versatile, fast to work with, has readable code, and has a friendly online community; 
3. - Node.js - JavaScript's "sister" on the V8 engine, which startups choose to develop web applications. Collected over 90,000 stars, ranked second most popular on Github; 
4. - JavaScript is a top star among programming languages, used in 97% of websites worldwide. A favorite tool for sites with a game form, dynamic style, and rich animation; 
5.- AWS is a popular language, especially among IT specialists in the USA. Safe, affordable, and easy to set up. Will be a big plus when looking for a job for those who work with AWS, React and Python or AWS, React, and Node at the same time. 

 

Remember, most often they are looking for someone who knows several languages, so to speak, a "universal soldier". 
Therefore, keep your finger on the pulse! 
Follow the trends with Matchit.me! 
#work #job #community #development #startups #python #fashion #aws #javascript #programming #react #language #uxdesign #animation #github


The most popular languages today are React, Python, Node, JavaScript, and AWS.
Let's get to know them a little better☺️

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The most  popular programming languages

Search candidates easily and find your perfect match to close your vacancy in Europe or remote. Join us and start hiring right now.

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