for companies in the scaling and transformation phase

Full cycle recruiting
IT and Executive Search for technology businesses

Family agency with international expertise

  • We close rare, complex IT vacancies in 6 weeks
  • 6 years of experience in IT recruiting
  • 700+ closed positions in Ukraine, Europe, USA
  • 20 000+ candidate database
  • Specialisation in AI, FinTech, Cyber Security, BIM, e-commerce
  • We work with 50+ technology businesses

Andrii and Yulia Potapovy - co-owners of the PPower agency

We have combined 30 years of experience in managing people, brands, strategies and processes.

A deep understanding of the IT market 200+ positions for product and outsourced IT companies

Successfully closed over 200 positions in IT, with 90% successfully completing the probationary period: 15 management positions, over 50 developers, business analyst, data analyst, 4 testers, 10 art specialists in gaming, 2 niche mid-level specialists, UX writer, tech support.

Domains

Media, Communication, Mobile Apps, GameDev, FinTech, EdTech, E-commerce, blockchain/crypto, Web3

Technology stack

CTO, Engineering Manager, Senior-level developers, Team Lead, Tech Lead, QA Engineer, Business Analyst, Tech Writer, UI/UX designers, Data Analyst, Product Analyst, 2D artists, 3D artists, Tech Support Representative (English, Hebrew), Middle and Senior Consultant of Security, Senior Penetration Tester

Markets

Ukraine, Italy, Romania, Balkans, Poland, Israel, Thailand, Indonesia, Malaysia, India, Kazakhstan

Comprehensive IT Recruitment Turnkey Solution

Search

Direct search, sourcing, LinkedIn

Assessment

Interviews, testing, screening

Presentation

Detailed candidate profiles

Support

Offer assistance, onboarding

We solve the pain points of
IT companies and start-ups

The problem of difficulty in hiring niche and rare IT specialists ✅ Our approach: Executive Search + our own IT network

The problem of high competition for talent and prolonged process ✅ Our approach: Rapid formation of shortlists — 3-4 weeks

The problem of high risks of hiring mistakes (costly for business) ✅ Our approach: In-depth evaluation of Hard & Soft Skills, Cultural Fit

Our Solution

  • Quality candidates within 2-4 days
  • Salary analytics and Executive Search
  • Payment only for quality leads
  • Replacement at no extra cost

Our Process — Transparent and Structured

Briefing

Developing the ideal profile

Sourcing

Initial candidate screening

Interviews

Technical and HR interviews

Completion

Vacancy closure in 2-5 weeks

Case: Hiring a Business Analyst and a React Developer

Challenge

A product company needed to strengthen its teams with two key specialists:

• A Business Analyst to collect and structure requirements, optimize processes, and support product teams.

• A React Developer to enhance high-load interfaces across core services.

Process

• For the Business Analyst role, 40 candidates were reviewed. All shortlisted candidates completed technical interviews, followed by several rounds of assessments.

• The React Developer search required more time due to high market competition. Over 6–8 months, more than 35 candidates were sourced and evaluated, with only the most relevant profiles invited to the technical stage.

Solution

• The Business Analyst was successfully hired within 2 months and immediately began building structured processes for business-requirements management.

• The React Developer was hired after a long but thorough search and technical validation, bringing solid experience with high-load applications.

Thanks to the Executive Search approach, the company received two strategic specialists: a Business Analyst who strengthened product management and a front-end engineer capable of advancing key user-facing services. This accelerated feature delivery and improved the overall user experience.

🇲🇾 Case: Hiring a COO/BusDev in Kuala Lumpur for IT company

Challenge

ITSTEP.ORG was expanding its operations in Southeast Asia and needed a leader who could combine the functions of a COO and a Business Developer. The key criteria were knowledge of the local Malaysian market, business development experience, and cultural fit with an international team.

What We Did

We built a profile focused on business development in the education and EdTech sector.

We conducted direct search among expats and local professionals with an international background.

Several candidates made it to the final stage; the best fit was a candidate from Kazakhstan who had been living in Malaysia for a long time and already had hands-on experience working with local partners.

Result

The position was closed quickly — the candidate started and has been successfully working for almost a year.

She took over operational process management and new business development, strengthening the company's position in the local market.

Achievement: ITSTEP gained a versatile executive who combined operational functions with business development, ensured local presence, and contributed to scaling the company's activities.

🇹🇭🇲🇾🇮🇩🇵🇭 Case: Hiring a Regional Manager for ASEAN (Philippines, Indonesia, Malaysia, Thailand)

Challenge

The company needed a regional manager responsible for four countries simultaneously: the Philippines, Indonesia, Malaysia, and Thailand. The task was to find a candidate with experience in international corporations and a deep understanding of local South-East Asian markets.

What We Did

We conducted a search among senior executives with experience in business development across multiple markets.

Particular attention was paid to expat candidates who already had local expertise and a network of contacts in the region.

The chosen candidate was a woman from Kazakhstan who had been living in Indonesia for a long time, had worked in international corporations, and had a proven track record of business development in the region.

Result

The vacancy was closed quickly — the candidate has been working for 3 months already.

She took on the management of four countries, systematised the work of local offices, and launched new business directions.

Achievement: The company gained a regional manager with both international and local experience, who became a key figure in scaling the business across South-East Asia.

Case: Hiring 20+ Engineers for a MilTech Company Across All Levels in 3 Months

Challenge

A fast-growing MilTech company needed to rapidly scale its engineering team. The task: hire 20+ engineers of various levels — Junior, Middle, and Senior — across multiple technical disciplines (Hardware, Embedded, RF, Firmware) within a tight 3-month deadline. The market for defense-tech specialists is extremely narrow, with high competition and low candidate visibility.

Process

• Launched a full-cycle Executive Search across all seniority levels simultaneously.

• Built a targeted talent map covering 200+ relevant profiles from the MilTech, defense, and deep-tech sectors.

• Conducted 80+ screening interviews to assess technical depth, motivation, and cultural fit for a high-intensity R&D environment.

• Presented 70 shortlisted candidates to the client across all required roles and levels.

• Coordinated parallel interview tracks to maintain speed without sacrificing quality.

Result

22 engineers were successfully hired within 3 months — Juniors, Middles, and Seniors across Hardware, Embedded, RF, and Firmware disciplines. The client's R&D team was fully staffed on schedule, enabling the company to hit its product development milestones without delay.

Full engineering team built in 90 days — from talent mapping to signed offers.

Case: Hiring Hardware Engineer and RF Developer for a MilTech company

Challenge

A MilTech company was looking for engineers for its R&D division: a Hardware Engineer and an RF Developer. They needed candidates with a niche technical specialization, hands-on experience working with radio frequency components, and the ability to operate in a fast-paced development and testing cycle.

Process

• The search was conducted in an Executive Search format with a focus on targeted hunting and proactive outreach.

• Within 1.5 months, a broad talent pipeline was formed, with over 120 relevant profiles identified.

• 40 initial interviews were conducted with candidates, from which the strongest were selected based on technical fit and motivation for the MilTech sector.

• 8 candidates were presented to the client, all with proven experience in hardware/RF and a readiness to undergo technical assessment.

Solution

One candidate was selected by the company for an internship as the most promising in terms of technical background and growth potential within the team.

The company received a systematically built pipeline of specialists from a scarce talent pool and the opportunity to quickly evaluate the candidate in a real-world environment through an internship format, without lowering requirements for technical quality.

Case: Building the Back-Office Team for a FinTech Exchange

Task

An international crypto exchange was opening a back-office hub in Kyiv in 2023. The goal was to quickly assemble an English-speaking team of Compliance and KYC specialists. Candidates needed experience in the financial sector, strong English skills, and availability for in-office work.

Process

• Over one month, dozens of profiles from the fintech and banking sectors were sourced and assessed.

• A shortlist of several strong candidates was formed, and 3–4 were presented to the client.

• One candidate combined the responsibilities of Team Lead and Operations Manager, enabling the company to establish internal leadership from day one.

Solution

• The entire team was staffed within one month.

• New employees immediately joined the in-office operations in Kyiv.

• Compliance and KYC functions were launched without delays, allowing the exchange to scale customer support and meet regulatory requirements.

The client received a professional English-speaking team capable of working with international customers. This ensured strong compliance standards, stable operational processes, and a higher level of user support during the company’s expansion.

Case Study: Assembling a Team of 5 Penetration Testers for an AAA Project in 4 Weeks

Task

An international IT company was preparing a large-scale update of its cybersecurity team for an AAA project.

It was urgently necessary to hire 5 penetration testers and QA testers with proven experience in penetration testing, security audit, and the gamedev industry.

Process

We conducted a detailed session with the client's technical lead to clarify the tech stack, required proficiency level with tools (Burp Suite, Metasploit, Kali Linux, etc.), and soft skills requirements (adaptability, teamwork, analytical thinking).

We launched a targeted Executive Search via LinkedIn and specialised closed communities.

We identified 15 relevant candidates, 8 of whom passed technical screenings.

5 candidates successfully passed the technical interview with the client's team and received offers.

Solution

All 5 specialists started work within 4 weeks from the project's commencement.

Each of them had 3 to 6 years of experience in penetration testing, worked with CI/CD environments, and had experience in large product or gamedev teams.

The team quickly integrated and, in the first month, conducted a full audit of the client's systems, addressing critical vulnerabilities.

Achievement: PPower assembled a complete team from scratch within tight deadlines without compromising quality. The client noted not only the speed but also the high suitability of the specialists both technically and in terms of cultural fit. This prevented delays in product release and significantly enhanced the project's cybersecurity level in record time.

Case Study: Hiring a Fullstack Developer in 2 Weeks

Challenge

The client had a team comprised solely of outsourced developers who were failing to meet deadlines and code quality standards. There was an urgent need to find a reliable Strong Middle Fullstack developer within a limited budget to strengthen the team with an in-house specialist.

Process

We assessed the specifics of the project, the technology stack, and the client's management style.

We initiated an Executive Search via LinkedIn, targeting individuals considering a transition from outsourcing to product-based or stable in-house teams.

Emphasis was placed on candidates with proven full-cycle work experience: from frontend to backend, demonstrating personal accountability for results.

Solution

Within 2 weeks, the candidate accepted the offer and commenced employment.

The developer fully integrated into the client's team within the first month, taking over the support and development of the core product.

The client gained an in-house specialist who stabilised development and eliminated reliance on unreliable outsourcing.

Achievement: Instead of unstable outsourced developers, the client acquired a motivated in-house developer capable of handling key tasks and contributing to product development. This allowed for budget savings on external development and improved delivery speed.

Case: Hiring a Business Developer in Italy for the logistics company Meest International

Task

Meest International needed to hire an experienced local Business Development Specialist in Italy to drive market entry. A major hurdle was the collaboration format—a B2B contractor agreement rather than direct employment—which made sourcing qualified talent considerably more challenging.

Process

  • Leveraged Executive Search methodology (direct candidate sourcing).
  • Evaluated 60+ profiles during the first two weeks, identifying 10 qualified candidates.
  • Conducted 5 final interviews in week 3, leading to the selection of the ideal candidate.

Solution

  • Successfully secured a top candidate with an established client book on a B2B agreement.
  • The new Business Development Manager was onboarded just 4 weeks from project kickoff.
  • First commercial deals with Italian partners were signed within the first 2 months of onboarding.

The company successfully initiated market operations in Italy without setting up a physical footprint or registering a local legal entity.

Review from Nazar HEAD of International Meest

Voices of Clients by PPower


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What are the next steps with you

Preparation

Introduction, Deep dive into your requirements, adapting our process to your needs. (We are currently here)

Agreement on Cooperation Terms

Defining timelines, KPIs, and key control points. Contract signing (Ukrainian Private Entrepreneur or self-employed UK), prepayment.

Full Recruitment Cycle

Search, screening, interviews, testing, and reference checks.

Contact details

1

Contact Person

Yulia Potapova