For companies

Recruiting IT and AI specialists? I can take over the hardest part of the process.

I run recruitment for specialist IT roles, including AI-related ones. I also support companies that already have candidates but need help screening applications quickly and accurately.

Let's talk about recruitment How we work together

01

Can't find the right candidates?

IT and AI specialist recruitment

I reach candidates who are hard to find through a job ad alone. I run the process from refining the profile to presenting verified people.

See how recruitment works

02

Lots of CVs and little time to screen them?

CV screening and interviews

I take over reviewing applications and select the people worth inviting to the next stage. If needed, I can also run the first interviews and guide candidates through the later stages of the process.

See how screening works

IT recruitment

A difficult recruitment doesn't always need more candidates. It needs the right ones.

I specialise in recruitment where simply posting an ad often isn't enough. I actively reach candidates, verify their experience and present people matched to what the company and the team actually need.

I don't send large numbers of CVs „to look through”. What matters to me is that every person presented comes with a specific reason to talk to them.

Roles I recruit for

I recruit for roles such as:

AI Engineer
Business Analyst
Project Manager
Front-end Developer
Back-end Developer
Data Engineer
Tech Lead
Product Designer
Product Manager
Engineering Manager

I always adapt the scope to the specific recruitment. If a role calls for additional technical verification, I can bring in an external consultant with the right background.

Process

From understanding the role to the hire.

I learn what you need

I start with a conversation about the role, the team, the project and the reasons behind the recruitment. We establish which requirements really matter and which can be flexible.
I search for and reach candidates

I don't stop at posting an ad. I actively look for people matching the profile and contact them directly.
I verify candidates

I check experience, motivation, salary expectations, availability and whatever matters for the specific role. Only people I see a real fit for enter the process.
I present specific candidates

You receive CVs together with my summary. You know why I'm presenting a particular person, what they expect and what is worth verifying at the next stage.
I stay until the end

I stay in touch with both the company and the candidate, collect feedback, arrange the next stages and support communication through to the decision and the accepted offer.

Already have candidates?

You don't always need another recruitment process.

Sometimes the problem isn't too few applications, but too many.

If a job ad brings you dozens of CVs, I can take over the first stage of the process. You and your team get a shorter list of people genuinely worth your time.

I can take over:

CV screening

I review applications against criteria agreed in advance and select the candidates worth inviting to the next stage.

Candidate screening

I run the first interviews and verify experience, motivation, availability, salary expectations and whatever else matters for the role.

Running the process

I can also take over contact with candidates at later stages: arranging meetings, passing on feedback, coordinating communication and supporting the offer stage.

Candidate summaries

I pass on specific information about every person I recommend, so the hiring manager doesn't start from scratch.

This works particularly well when:

Let's talk about candidate screening

you receive a lot of applications for one role,
your team has no time to review every CV,
the hiring manager runs the first screening stage themselves,
you need extra support for a limited time only,
you have your own candidate pipeline and don't need active sourcing.

Experience

I have been recruiting in IT for 9 years.

I have worked with software houses, product companies, startups and larger organisations.

I have run processes from junior roles to highly specialised technical and managerial positions. I combine market knowledge, active sourcing and thorough candidate verification.

I also work with candidates regularly, which gives me a view from both sides of the process and a real understanding of their expectations.

9 years

of experience in IT recruitment

96%

of candidates presented were invited to the next stage*

100%

of offers accepted in 2025*

* based on processes run by LET'S Hire in the stated period.

Selected companies I have recruited for

Glovo
Brainly
Sotrender
Singu
Primotly
HSBC
Flyr
Grand Parade
Omni Calculator
Sinterit

Selected processes

Not every recruitment process is difficult for the same reason.

Sometimes the right candidates have to be found actively. Other times the challenge is the sheer number of applications and the time needed to screen them. I adapt the scope of my support to what the company actually needs.

Senior AI Engineer

Specialist recruitment · active sourcing

Challenge

A company building an AI-based product was looking for a Senior AI Engineer with experience in production GenAI/LLM deployments. The requirements included a strong command of Python and experience with Agentic RAG, multi-agent systems and tool calling.

My role

Refining the profile, actively sourcing candidates, verifying their experience and presenting a shortlist.

Result

4/4

of the candidates presented moved on to the next stages. The company closed the recruitment before the offer stage.

Customer Success Specialist

CV screening · interviews · running the process

Challenge

After the ad was posted on a popular job board, around 80 applications came in within 3 weeks. The company was looking for two people with different levels of experience and needed support with efficient screening and with guiding candidates through the whole process.

My role

I took over the initial CV screening and interviews with selected candidates. I also guided them through the later stages: arranging meetings, coordinating communication, passing on feedback and taking part in the offer process.

Result

80 applications → 2 people hired

Two candidates from the process accepted their offers.

See all case studies

Fewer CVs. More substance.

I don't want to be yet another person forwarding profiles to your inbox.

My job isn't to present as many candidates as possible. I want to find the people genuinely worth starting a conversation with.

That's why I ask a lot before the recruitment starts. About the project, the team, the technology, the way you work, the responsibilities and what you really expect from the new person.

If I see during the process that the market is responding differently than we assumed, I say so directly. For me recruitment is working together with the hiring manager, not delivering a brief without asking questions.

Client reviews

What do the companies I've worked with say?

„A great feel for the client's needs, a steady flow of strong candidates, responsiveness and support at every step.”

Magdalena Plewniak

HR Manager · Omni Calculator

„A very accurate understanding of our organisational culture and our specific recruitment needs.”

Paulina Hab-Polsello

HR Manager · Sinterit

“had the pleasure of working with Kaja in quite unusual circumstances – she joined my company as an ‘interim recruiter’ for 3 months. And, she was an absolute godsend. She has incredible work ethic, and I could always count on her to get the work done. Very dependable, extremely fast to learn, and never shying away from difficult tasks. Easily builds rapport with candidates and skillfully guides them through the process. Every team working with Kaja should consider themselves lucky!”

Frequently asked questions

Before you get in touch.

Didn't find your answer? Write to me — I usually reply within one working day.

How is recruitment charged?

I work primarily on a success fee basis. I agree the details and the fee individually, depending on the role and the scope of the process.

Do I have to outsource the entire recruitment process?

No. If you already have candidates, I can support you with CV screening alone, or combine screening with first interviews and further coordination of the process.

Do you only recruit for AI roles?

No. I recruit for a range of specialist IT roles. AI is one of the areas I work in.

What roles do you recruit for?

I recruit for roles such as AI Engineer, Business Analyst, Project Manager, Front-end Developer, Back-end Developer, Tech Lead, Product Designer, Product Manager and Engineering Manager. For developer roles I work with technologies including Java, Python, .NET and Node.js.

Do you verify candidates technically?

I run in-depth recruitment verification and check a candidate's experience in the context of the specific role. If an expert technical assessment is needed, I can bring the right consultant into the process.

Do you work on an exclusive basis?

I agree the scope and model of cooperation individually. Not every recruitment process requires exclusivity.

Can I outsource the screening of a few dozen CVs only?

Yes. CV screening is a separate service and does not require outsourcing the whole process to me.

Let's talk

Have a recruitment process you need help with?

Looking for an IT or AI specialist? Or do you already have candidates and need help screening them?

Tell me where you are in the process. We'll work out what scope of support makes sense here.

+48 533 356 215 kontakt@letshire.pl

IT specialist recruitment
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CV screening
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Candidate screening