Fast interviews, faster hiring: our 7-day candidate pipeline in Bosnia
What the one-week candidate SLA covers, what has to happen before the clock starts, and why speed here comes from an unsaturated market rather than a bigger database.
Hiring speed in another country is usually limited by the market, not by the recruiter. In Bosnia the large sourcing vendors have not drained the pool, so the constraint is different: how quickly the role gets defined well enough to screen against.
What the service level agreement says
Interview-ready candidates for agreed roles within one week. “Agreed roles” is the load-bearing part: we map the profile with you first, covering stack, seniority, working practices and the interview loop you want to run.
What happens inside the week
Sourcing and screening against that profile, then a shortlist you can interview. We do not send a database export and call it a pipeline. You interview, you decide, and we handle offers, contracts and onboarding for the people you pick.
Why it can be that fast here
Six universities feed a growing IT sector, competence was built servicing demanding foreign clients, and the queue for that competence is short because the big vendors have not saturated the market. In Poland or Romania the same shortlist takes longer, because the same people have three other conversations running.
What speed does not buy
It does not compress your own interview loop, and it should not. It does not replace a proper role definition. And it is not a reason to hire the available person rather than the right one: profiles are screened against the role you described, not the role we can fill fastest.
Frequently asked
When does the week start?
When the role is agreed: stack, seniority, working practices and the interview loop mapped with you. Before that there is nothing to screen against.
Does fast mean pre-screened only on paper?
No. Interview-ready means screened against your profile. You still run your own loop and make the decision, which is the only screening that counts for your team.
What if the first candidates are wrong?
Then the profile needs adjusting, and we go again. A miss on the first round is information about the brief, not a reason to lower the bar.