In the web development market in 2025, Fullstack developers — especially at the Senior level — remain one of the most popular and scarce personnel. Despite the seeming abundance of profiles, finding a really strong engineer who can work on equal terms with backend and frontend, deeply understand system architecture and make product decisions is a task with many nuances.
Customer request
We were approached by a European B2B SaaS company developing a comprehensive solution for automating internal reporting in large corporations. After the MVP was released, the team was preparing to scale and was looking for Senior Fullstack Developer, who would become a technical leader in the new field. Key requirements:
- Confident ownership TypeScript and deep experience working with React et Next.js
- Construction and optimization experience Node.js/express backend applications
- Good knowledge PostgreSQL, Redis, WebSockets
- CI/CD skills, Docker, cloud infrastructure understanding (AWS)
- Ability to work with a task system directly from the product
- English is free, communication with the CTO and the team at daily rallies
Work experience in product teams, the ability to work autonomously and high technical expertise were also important.
Difficulties encountered
The main challenges we faced are:
- Most fullstacks tend to one side: either frontend-heavy or backend-heavy.
- What was needed was not just a coder, but a technical mentor and architectural partner with a high level of responsibility and maturity.
- The company was off the radar: candidates needed to convey the essence of the product, show the seriousness of the team and the roadmap.
- A work funnel at the senior level requires a deep custom approach: mass outreach hardly works.
Recruitment process
1. Dipping
We discussed the stack, architectural objectives and candidate profile with the CTO and founder. We have formulated the image of a technical partner for a B2B SaaS product. We adapted the role description to different channels, from technical writing to live pitching for communities.
2. lookup
We launched targeted outreach via LinkedIn, GitHub, Twitter/Dev.to, specialized Telegram and Discord communities, as well as lists of JS conference participants. 150+ personalized messages
3. Accompaniment
We prepared candidates for interviews and helped the client build a technical assessment structure. We worked flexibly with objections and adapting the offer to the remote format and the finalist's expectations.
The result of our work
It took 16 days from the start to the candidate's release.
Key success factors:
- Clear EVP: real technical challenges, freedom to choose tools, impact on product architecture
- Transparency and speed on the client's side: minimal timing, clear feedback, trust in the process
- Recruiting candidates with proven experience in OSS, startups and experience in making complex decisions
Final candidate:
- 7 years of experience in web development, last 3 years — Tech Lead in B2B SaaS
- Deep fullstack: React/Next.js, Node.js, PostgreSQL, Redis, WebSockets
- He participated in designing CI/CD pipelines and deployed infrastructure on AWS
- Strong soft-skills: structure, clear communication, “technical product specialist”
Two months after release:
- Rewrote the backend core for a modular architecture — accelerated the development of new features
- Implemented a monitoring & logging stack (Prometheus+Loki + Grafana)
- I revised the front: removed anti-patterns, implemented a component library
- He took over the maintenance of technical documentation and on-boarding new developers
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