In the Russian IT market, 1C programming specialists occupy a special niche. This is due to the widespread use of 1C products in accounting, logistics, trade and manufacturing. Companies that use customized configurations need developers who can not just “write code” but also have a deep understanding of business processes. At the same time, the market is experiencing an acute shortage of qualified 1C specialists: experienced personnel are in demand, while young people require long-term training. Retaining, let alone attracting, a strong developer is a separate task that requires not just HR tools, but an integrated approach.
Customer request
We were contacted by a manufacturing company from the Moscow region, which implemented a customized version 1C:ERP Enterprise Management. Due to the expansion of businesses and the need for operational support for internal automation, it was necessary to close two positions: Middle and Senior 1C developers to the staff full time.
Key requirements:
- Confident knowledge of the 1C:Enterprise 8.3 platform.
- Experience with 1C:ERP and/or 1C:UPP.
- Experience in optimizing the performance of configurations.
- Understanding the business logic of production and warehouse processes.
- Preferably: experience in integrating 1C with external systems (via API/data exchange).
- Work format: remote/hybrid — 3 days at the office, 2 days remotely (in agreement with the project manager). This was important because some of the tasks involved live interaction with key users and business analysts.
Difficulties encountered
- Limited pool of candidates: high competition for experienced 1C developers among integrators and customer companies.
- Applicants' reluctance to move or work in an office: the priority of remote work among specialists after the pandemic.
- The discrepancy between salary expectations: the market dictates its own conditions, and the customer's budget has been fixed.
- Limited employer brand awareness: Candidates did not have enough information about the company to motivate them to respond.
Recruitment process
1. Briefing and clarifying requirements
- We held a strategic session with the client's HR director and IT manager.
- We identified priorities: mandatory and desirable skills, area of responsibility, team structure.
- We prepared a detailed profile for both positions (Middle and Senior), recorded the grade, budget and format of work.
2. Preparing vacancies and promotion channels
- We created an adapted job description, “translating” the requirements into the candidates' language (clearly, without clichés, with an emphasis on the real task).
- We posted vacancies on hh.ru, habr career and specialized Telegram channels.
- We set up paid promotion through specialized resources.
3. Active sourcing
- A deep search was conducted through the cold database: LinkedIn, GitHub, specialized chats and closed groups.
- We made more than 100 personalized newsletters with information about the project and tasks.
- We hypothesized who might be interested and why (for example: tired of projects on the integrator's side → wants to get into a product; lives nearby → interested in office work without moving, etc.).
4. Screening and technical verification
- All candidates who responded and found were interviewed by our technical specialist (ex-1C developer).
- We checked: 1C:Enterprise 8.3 level of proficiency, knowledge of ERP architecture, experience in refining standard configurations, understanding of the logic of production/warehouse accounting.
- Additionally, they assessed the ability to communicate with business (Soft skills, ability to explain solutions).
5. Presenting candidates to the customer
- Fourteen candidates were presented in card format: CV, key competencies, recruiter comments on soft skills, salary wishes, and motivation.
- Each candidate was given our expert assessment — how they “fit” into the task and the team.
6. Interview organization and support
- We scheduled 7 interviews with the head of the automation and HR department.
- They accompanied the candidates: they prepared for interviews, discussed feedback, and helped to remove objections (Office/format/salary).
- We agreed on the terms of the offers — legally and financially correctly, without delays.
7. Exit support and adaptation
- Both candidates left on time.
- During the first month, we kept in touch with both of them and with the customer.
- We helped the senior developer become a team lead in 3 months — in agreement with the client.
The result of our work
- During 21 days we closed both positions: Middle and Senior 1C developers.
- Both specialists successfully passed the probationary period, receiving high marks from the head of the IT department.
- Three months later, the Senior Developer was appointed Technical Lead of the Internal Automation Group.
- The client noted the professional approach to communication, the transparency of processes and the high-quality input flow.
PS We continue to cooperate with this company as part of the next stages of digital transformation.
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