Structured and strategic — from audit to full process setup, tailored to your business challenges and constraints. No fluff, just data and real results.
Hi! ✨ I'm Vladimir Demchenkov, and I build recruitment systems you can be proud of.
And what have you achieved?
I built one of the most effective IT recruitment functions in the country at Alfa Bank and have already helped over ten companies significantly boost their hiring performance.
Here you’ll find my key results in filling high-demand roles: Java, JS, Mobile, SA, QA, DevOps, CS, AI, BI, Scrum, PO.
Here you’ll find my key results in filling high-demand roles: Java, JS, Mobile, SA, QA, DevOps, CS, AI, BI, Scrum, PO.
- 15000IT specialists hired, scaling up to 2,000 per quarter
- ×3Quarterly increase in recruitment conversion rates
- 5mln €Annual savings on agency fees
- -30%Time-to-hire reduced within six months of process improvements
We should talk
If even one of these challenges sounds familiar — and you’re tired of reinventing your hiring approach every quarter — it’s time for a real solution.
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The business doesn’t get it"Why is it so expensive and slow?" — there’s no reporting, no forecasts, and decisions are made on gut feeling. -
Hiring takes foreverCandidates disappear, hiring managers lose patience, and vacancies stay open for months. -
Recruiters are burned outThey’re busy putting out fires instead of building a pipeline. No training, no metrics, no growth. -
IT pushes backDevelopers don’t see the value, team leads are overloaded, and feedback is vague or missing. -
Not enough candidatesWe’re paying for job posts, living in LinkedIn — and getting nowhere. -
Processes are brokenNo structure: interviews fall through, offers are forgotten, emails go unanswered for a week.
A QUICK MATH BREAK
Most companies underestimate the true cost of hiring.
And yet, when recruitment fails, the losses add up fast — and hit the bottom line harder than you think.
Add an agency to the mix, and the costs go up — but in-house still seems fairly affordable.
Here’s how the math usually looks:
Recruiter salary
+
Tools
/
5 hires per month
=
Each hire leaves a much bigger hole in the budget than it first appears — made up not just of direct costs, but a wide range of hidden, indirect ones.
What it actually costs:
Details don’t fit on one screen — but here’s what’s included
Time cost of the recruiter, HR partner, onboarding mentor, and tech lead — all calculated with taxes, bonuses, sick leave, and vacations.
Recruitment tools and back-office support based on average market conversion per hire.
Project downtime costs, using a standard profit-to-cost ratio for missed delivery.
Recruitment tools and back-office support based on average market conversion per hire.
Project downtime costs, using a standard profit-to-cost ratio for missed delivery.
I help businesses stop wasting money by building effective hiring systems.
Before we begin, I meet with key stakeholders involved in recruitment to clarify the core request and assess the current state of hiring. From there, we move step by step:
Diagnostics
1−2 weeks
We conduct in-depth interviews with leadership, the HR team, and IT, and analyze data on recruitment process effectiveness based on hiring metrics.
We conduct in-depth interviews with leadership, the HR team, and IT, and analyze data on recruitment process effectiveness based on hiring metrics.
Strategy
3−8 weeks
We develop a strategic roadmap for recruitment, define priority areas for improvement, set KPIs, and establish risk control mechanisms.
We develop a strategic roadmap for recruitment, define priority areas for improvement, set KPIs, and establish risk control mechanisms.
Implementation
8−16 weeks
We roll out initial changes, set up monitoring and feedback systems, introduce new tools, and adjust the strategy based on real-time data.
We roll out initial changes, set up monitoring and feedback systems, introduce new tools, and adjust the strategy based on real-time data.
Support
8−16 weeks
We train the HR team through workshops, hands-on sessions, and one-on-one consultations. We tackle complex cases together.
We train the HR team through workshops, hands-on sessions, and one-on-one consultations. We tackle complex cases together.
Real Stories. Real Solutions.
In these talks, I share hands-on experience solving key challenges in high-volume IT hiring.
Scaling IT Methodology to HR Processes
Talk at South Hub
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How to Train Managers to Stop Sabotaging
Talk at NAYOM Conference
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The Outcome in Action
Here’s a glimpse of what strategic reports and analytics look like after the implementation phase —
real data, clear priorities, and a system that finally works.
real data, clear priorities, and a system that finally works.
Recruitment isn’t just about filling roles
It’s a strategic lever — one that either drags the business down by burning time and money, or drives it forward by building teams that solve real problems.
The hiring function can become a true growth zone: predictable, transparent, and delivering measurable value.
When the process is right, recruiters manage the pipeline instead of putting out fires, hiring managers stay engaged instead of resisting, and the business knows exactly what it’s paying for.
That’s the kind of recruitment I build.
The hiring function can become a true growth zone: predictable, transparent, and delivering measurable value.
When the process is right, recruiters manage the pipeline instead of putting out fires, hiring managers stay engaged instead of resisting, and the business knows exactly what it’s paying for.
That’s the kind of recruitment I build.
Time to take action
Let’s make your recruitment truly effective — and built to last.
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