Code2day 

Code2day: Pioneering People Solutions for the Digital Age.

At Code2day, we are redefining the approach to talent acquisition and human resources in the tech sector. Specializing in expert recruiting services, IT staff augmentation, and HR consulting, our goal is to streamline the process of connecting exceptional talent with innovative companies.

What We Offer:
Expert Recruiting Service: With a focus on quality and compatibility, we connect you with candidates who not only have the right skills but also fit your company culture, eliminating the risk of bad hires.
IT Staff Augmentation: Address your immediate staffing needs with our IT staff augmentation services, providing you with the agility to scale your team quickly and effectively.
HR Consulting: Tailored to your unique business requirements, our HR consulting services range from setting up new offshore teams to optimizing existing HR strategies.

Our Philosophy: 
At the heart of Code2day is our commitment to trust and partnership. We believe in building long-term relationships with our clients, grounded in mutual trust and a deep understanding of their business needs. This partnership approach ensures that we not only meet but exceed expectations in every engagement.

Client Engagement:
We work with a diverse clientele, from burgeoning startups to established corporations, offering solutions that are as varied as the challenges they face. Our method is collaborative and client-focused, ensuring that the solutions we provide are well-aligned with your business goals.

Our Impact:
Code2day's track record speaks for itself, with a history of successful placements and a long list of satisfied clients. We are proud to be an integral part of our client's growth and success stories.

Founder, CEO

SpaceBus OÜ 

SpaceBus is an offshore development agency. Our specialization is building remote developing teams. Among our clients, you can find Yamaha, Benefits Cosmetics, and HD Supply.

The Ways We Can Make Your Team More Effective:
- Unlock instant access to the strongest teach talents from one of the leading IT services outsourcing destinations in the world;
- Perfectly match the current needs of your project by providing not only human resources but also tech expertise, specific skills sets, and knowledge depending on your business requirements;
- Make your development process cost-saving and flexible because of the opportunity to manage and adjust your extended team in the way you consider to be right in the case the development strategy changes;
- Establish clear and effective communication practices between you, your in-house development team, and our experts to make sure that we all are on the same page.

Co-Founder and COO

Cider Consulting

- Create and lead a full cycle of recruiting process (preparing, sourcing, screening, hiring, onboarding, adaptation, and so on);
- Closing positions with different technology stacks;
- Conducting interviews and evaluating candidates as required;
- Schedule and provide in the sketchy approach a technical interview with candidates; 
- Present to general managers the best candidates corresponding to the required profile;
- Maintaining a database with information about candidates/companies; 
- Provide negotiations with candidates;
- Formalise the requirements for candidates; 
- Create a portrait of the candidate with internal stakeholders;
- Adapt hiring and sourcing strategy to portrait of the candidate;
- Provide metrics for performance for all recruitments process;
- Maintain and develop company HR brand;

Senior IT Recruiter

Top Waffle

• Founded a company which specialises in opening waffle-bars which sells non-alcoholic drinks and hong kong waffles;
• Conducted a business plan and strategy, developed business model, and participated in all facets of the business development;
• Conducted and realised an organisation structure of the company consisting of the HR department, Marketing department;
• Manufacturing department, Management department, Financial department, Franchisee department;
• Documented and implemented business processes of all departments and processes of interaction between departments, regulation documents, product standards, operation standards, business visions, business values, company goals;
• Recruited and trained all new personnel to ensure the company's vision and goals were fully met;
• Created a system for recruiting and adaptation personal, HR Brand and positioning of the company in the labor market;
• Created culture focused on customer service and satisfaction, resulting in improved customer loyalty and retention;
• Created a motivation program for employees and index KPI for top management. Increased employee job satisfaction with hands-on created, motivational approaches. Build KPI and motivation dashboards with outcome and monitor of the performance outcome;
• Build relationships with vendors, landlords, government services etc. Kept relationships in good condition during all of the working period;
• Implemented business development strategy focused on social media branding and launching an email marketing campaign, attracting new customers and expanding market penetration;
• Prepared operating and capital budgets for the company, reviewed expenditures, and took corrective action as needed;
• Review menus and analyse recipes to determine labor and overhead costs, and assign prices to menu items;
• Created a new product and introduced it in the menu of all restaurants of the chain;

Co-Founder, COO

RC Credo-63

• Exercise or practice under the direction of athletic trainers or professional coaches to develop skills, improve physical condition, or prepare for competitions;
• Participate in athletic events or rugby competitions, according to established rules and regulations;
• Maintain optimum physical fitness levels by training regularly, following nutrition plans, or consulting with health professionals;

Professional Rugby Player

Building great companies is my passion! 
I am an enthusiastic and extremely driven serial entrepreneur dedicated to building up Code2day to help tech companies grow fast and find the right digital& and IT talent.

I founded Code2day around the idea that companies will need a partner whom they can trust and rely on in the human resources field.
I put together a team of like-minded and enthusiastic experts, and together we successfully built a great recruiting process and staffing (staff augmentation), HR consulting. 

My goal for Code2da is to create a company that would offer each employee absolute responsibility and appreciation from day one. For that reason, we are extremely transparent, ambitious and do the best we can to give our employees what they need to excel. I am confident that this is the best, nay, the only!, way to receive dedication and commitment from the team in return.

At Code2day, we are dedicated to help companies:
▸ Focus on the perfect match through professional, cultural, and personal fit
▸ Sacale the team up and down fast without headache
▸ Optimize their recruiting processes and human department processes through in-depth industry knowledge

Interested? Get in touch!

EMAIL: oleksiy@https://www.linkedin.com/redir/invalid-link-page?url=code2day%2eio
WEBSITE: https://www.linkedin.com/redir/invalid-link-page?url=code2day%2eio
COMPANY PROFILE: https://www.linkedin.com/company/code2day

Areas of Expertise: Recruiting, Staffing, Entrepreneurship, Digital Ecosystem, Digital Transformation, Change Management, Business Model Development, Design Thinking, Agile Methodology, Product Management, Organizational Development, Business Management, Management Consulting, HR Business Consulting, Executive Search, Personnel Consulting

Rejected
Rejected
Rejected
Rejected
Rejected
Rejected
Accepted 😉

This is just life

You will win if you don't quit.

Oleksiy Novokreshchenov

Business isn't just my career; it's my favorite hobby, fueling my productivity and success. 


A positive attitude towards what you love transforms effort into enjoyment and achievement.

No alternative text description for this image

"I had to redo an entire project after outsourcing it to an offshore team."

This is a common problem faced by people who outsource development without considering global hiring.

There are two potential problems that usually arise from this:

#1: Lack of technical leadership

This issue is often faced by companies that outsource a project and don't have any technical leadership in-house.

This is especially difficult for non-technical founders who don't know how to build software and rely completely on the cheapest development shop they can find.

Companies always need technical leadership, even if it's just a fractional CTO or consultant to lead the project.

#2: Failure to integrate teams

The right way to do offshore development is to integrate the developers with the rest of your teams, using staff augmentation.

You can't treat them as a separate team and expect great results by simply throwing work over the wall to them.

In my experience, I have had great success with offshore development when my local developers acted as team leads and managed hybrid teams of both local and offshore developers.

They worked together as a single team.

If things weren't being done correctly, you would know during the week, not at the end of a project, which would require rework.

---

Most companies outsource offshore development to save money.

However, the key is to do it the right way.

You always need technical leadership in-house, and you want to use a staff augmentation model to integrate offshore developers as if they are your own employees.

If your team works well remotely, then it will work well globally, too.

Need a hire globally? Click here

Open article: Code2day by code2day.io • 1 min read

Don't listen to what companies or people say.  
Instead, focus on what they do  
and what they have done in the past. 
 
I believe that a good relationship between a customer and a vendor should be built on 100% trust.  
 
The vendor should prioritize and value the customer's goals as much as their own. Investing in the relationship is a must.  
 
Whenever someone tries to attract you to their service, it's important to understand how much effort and resources they have put into it. 


❗ Looking for a Graphic Designer ❗  


At least 5 years of experience, excellent English skills (at least B2+), and a completed portfolio.


 Please share any referrals.

What are the key skills required for a Graphic Designer?

How important are English skills for a Graphic Designer?

What should be included in a Graphic Designer's portfolio?

Business is a team game. 
 
I always strive to find win-win collaborations and partnerships, and I am open to working with others who share the same mindset.  
 
 
Please feel free to contact me if you are interested in collaborating. 

Great recruiting tip from Code2day:  
  
Stop being vague.  
  
Tell candidates:  
  
• Is it a replacement?  
• What is the budget?  
• Growth opportunities?  
• What are the team dynamics?  
• What's the decision timeline?  
• What's the interview process? 
 
  
Vagueness will kill your engagement rate.   
  
P.S. 7 out of 10 candidates say they'd apply if job ads were clearer!  
  

What impact does a clear recruiting process have on candidate engagement?

Organized delivery of 70 hoodies to 17 countries - that's what we achieved recently.  
 
We're committed to problem-solving. Want similar support?  Reach out to us today. 
 
Recently, one of our clients approached us for help in organizing the production and delivery of over 70 hoodies to 17 different countries. 
 
Although it may seem challenging, with the right team of doers who are creative and responsible for making things happen, any task can become easy. 
 
We devised a strategy for producing the hoodies, selecting a central location to reduce logistics expenses and finding great vendors. We also recruited individuals to check the vendors' product quality, delivery costs, and customs clearance. 
 
It's funny to think that we accomplished this for just one person in a short time frame, but we were able to deliver 80% of the hoodies on time.  
 
This is just one example of how we work with our clients to help them grow. Our direct interest lies in their success, and by helping them grow, we grow as well. It's that simple.

How important are logistics in international deliveries?

What impact do vendors have on product quality?

Why is customs clearance crucial in global shipments?

Only three things that interfere with your career promotion



you

you 

you



In life, there is a deficit on the C-level in all companies that I know. Founders always look for the right person to promote; they want to promote, but usually, there is no such person.

What are some effective self-improvement strategies?

How important is promotion for career growth?

Ghosting and Love Bombing in Recruiting? Sadly, It’s the Reality. 
 
Even in an applicant-driven market, the journey to landing a job is far from smooth sailing.  
 
A recent survey by Greenhouse has shed light on the grim aspects of today's hiring practices. With responses from over a thousand participants, the 2024 Candidate Experience Report unveils a troubling trend: job seekers are either being left in the dark or overwhelmed with insincere flattery. 
 
This isn't just disappointing; it's a wake-up call for the industry. 
 
I can't help but agree with the findings. The practice of ghosting candidates or, conversely, love bombing them, speaks volumes about the rot at the core of recruiting. It's a clear indication that, despite a market favoring job seekers, the recruitment process remains fraught with challenges that need urgent addressing. 
 
The responsibility falls on us, the leaders, HR professionals, and entrepreneurs, to redefine and improve the hiring experience. It's about building transparency, respect, and genuine communication into every step of the recruitment process. 
 
Because at the end of the day, how we hire reflects who we are as businesses. 
 
Let's lead the change. 
 
[Read more about the findings here](https://lnkd.in/e3ZVWiMc) 
 
Check this out: 
https://lnkd.in/e3ZVWiMc

Open article: https://biztoc.com/x/6ae2c6c2992b8245) by biztoc.com

Are your AI stars ready to jump ship? 
 
New research from McKinsey shines a spotlight on a pressing issue: the high turnover risk among gen AI talent.  
 
These individuals are not just employees; they're the backbone of our innovative capabilities. Their expertise in gen AI makes them invaluable, yet, alarmingly, it also makes them more likely to leave. 
 
Why? 
 
Because they're in high demand. And we're not just talking about competing offers. It's about engagement, motivation, and the feeling of being valued. 
 
The key takeaway? 
 
It's time to rethink how we attract, engage, and retain these pivotal players. This isn't just about salary hikes or fancy titles. It's about creating an environment where they feel constantly challenged, valued, and integral to the company's mission. 
 
Let's not wait for our best and brightest to hand in their notices before we act. Let's create a culture that makes them want to stay, grow, and innovate with us. 
 
Read more about how to keep your gen AI talent from taking flight.  
 
[Read the full article here](https://lnkd.in/ezYgHPM2) 
 
Check this out: 
https://lnkd.in/ezYgHPM2

What are effective strategies to retain gen AI talent?

What are the implications of high turnover risk in organizations?

Open article: https://www.mckinsey.com/capabilities/people-and-organizational-performance/our-insights/gen-ai-talent-your-next-flight-risk) by www.mckinsey.com

https://www.mckinsey.com/capabilities/people-and-organizational-performance/our-insights/gen-ai-talent-your-next-flight-risk)

People ask me: 
 
What is the reason to work with a recruiting agency? 
 
My answer: 
 
No reason to work with a recruiting agency if you don't need the results.

How can working with a recruiting agency benefit professionals?

The best present from the code2day team, such thin inkling 😎

Sometimes usefull to read 🤘

Rita Honchar 
Diana Movchan 
Mariia Ulianova

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