[{"data":1,"prerenderedAt":1262},["ShallowReactive",2],{"chaoslabs":3,"cases":350},{"slug":4,"document":5,"documentId":347,"tags":348,"slices":19,"firstPublicationDate":349,"lastPublicationDate":349},"chaoslabs",{"company":6,"case_thumbnail":7,"publish_date":18,"slices":19,"meta_title":344,"meta_description":345,"meta_image":346},"Chaos Labs",{"dimensions":8,"alt":11,"copyright":11,"url":12,"id":13,"edit":14},{"width":9,"height":10},900,597,null,"https:\u002F\u002Fimages.prismic.io\u002Fremotecrew-website\u002FXUSvzt1-fC9V1O_a_chaoslabs.webp?auto=format,compress","XUSvzt1-fC9V1O_a",{"x":15,"y":15,"zoom":16,"background":17},0,1,"transparent","2026-11-03",[20,41,74,116,143,158,249,286,324],{"variation":21,"version":22,"items":23,"primary":24,"id":39,"slice_type":40,"slice_label":11},"default","initial",[],{"case_study_hero":25,"case_study_title":28,"case_study_description":34},{"dimensions":26,"alt":11,"copyright":11,"url":12,"id":13,"edit":27},{"width":9,"height":10},{"x":15,"y":15,"zoom":16,"background":17},[29],{"type":30,"text":31,"spans":32,"direction":33},"heading1","Hiring in web3, where LinkedIn does not work",[],"ltr",[35],{"type":36,"text":37,"spans":38,"direction":33},"heading3","Six senior hires at a crypto risk company in New York, every package above $100k, and not one of them found the way recruiters normally find people.",[],"case_hero$7006266e-4173-4b28-a032-ddf5819d8e50","case_hero",{"variation":21,"version":22,"items":42,"primary":43,"id":72,"slice_type":73,"slice_label":11},[],{"items":44,"testimonial_text":70,"testimonial_author":71},[45,54,62],{"icon":46,"number":52,"label":53},{"dimensions":47,"alt":11,"copyright":11,"url":49,"id":50,"edit":51},{"width":48,"height":48},64,"https:\u002F\u002Fimages.prismic.io\u002Fremotecrew-website\u002Faab4SVxvIZEnjR3N_Container-2-.png?auto=format,compress","aab4SVxvIZEnjR3N",{"x":15,"y":15,"zoom":16,"background":17},"6","Hires, all permanent placements",{"icon":55,"number":60,"label":61},{"dimensions":56,"alt":11,"copyright":11,"url":57,"id":58,"edit":59},{"width":48,"height":48},"https:\u002F\u002Fimages.prismic.io\u002Fremotecrew-website\u002Faab4MFxvIZEnjR3J_Container-1-.png?auto=format,compress","aab4MFxvIZEnjR3J",{"x":15,"y":15,"zoom":16,"background":17},"$150k+","Typical package placed, highest $185k",{"icon":63,"number":68,"label":69},{"dimensions":64,"alt":11,"copyright":11,"url":65,"id":66,"edit":67},{"width":48,"height":48},"https:\u002F\u002Fimages.prismic.io\u002Fremotecrew-website\u002Faab4FVxvIZEnjR3C_Container.png?auto=format,compress","aab4FVxvIZEnjR3C",{"x":15,"y":15,"zoom":16,"background":17},"0","Of them sourced on LinkedIn",[],[],"lead_magnet_stats_card$e293af2d-8e25-499b-a416-47304bd839e9","lead_magnet_stats_card",{"variation":21,"version":22,"items":75,"primary":113,"id":114,"slice_type":115,"slice_label":11},[76],{"text":77,"textid":11},[78,82,86,93,98,103,108],{"type":79,"text":80,"spans":81,"direction":33},"heading2","TL;DR",[],{"type":83,"text":84,"spans":85,"direction":33},"paragraph","",[],{"type":87,"text":88,"spans":89,"direction":33},"list-item","Who. Chaos Labs, a New York company building financial AI and risk products for decentralised finance. Its risk systems, vaults and oracles secure value across major protocols. Founded by Omer Goldberg, backed by Haun Ventures, Galaxy, PayPal Ventures and Slow Ventures, and it raised a $55M Series A after a $20M seed.\n",[90],{"start":15,"end":91,"type":92},4,"strong",{"type":87,"text":94,"spans":95,"direction":33},"What they needed. Researchers, data scientists, DeFi market analysts and engineers who understand crypto markets from the inside. Distributed between New York and Israel, paid between $150k and $250k, and interviewed by five people ending with the CEO.\n",[96],{"start":15,"end":97,"type":92},17,{"type":87,"text":99,"spans":100,"direction":33},"Why it was hard. The people who can do this work are not on LinkedIn in any useful sense. They are on X and in crypto-native communities, they are sceptical of recruiters by default, and they judge whoever approaches them on whether that person actually belongs in the space.\n",[101],{"start":15,"end":102,"type":92},16,{"type":87,"text":104,"spans":105,"direction":33},"What we did. We went in through a partner who is genuinely part of that community, sources from inside it rather than from a database, and has enough standing there to get a reply. He proposed people to Chaos Labs proactively, sometimes for roles that did not exist yet.\n",[106],{"start":15,"end":107,"type":92},12,{"type":87,"text":109,"spans":110,"direction":33},"What happened. Six permanent placements, every one above $100k, most above $150k and the highest at $185k. We also ran the conventional playbook on four searches, contacted 311 people through it, and learned that in this market it does not work.\n",[111],{"start":15,"end":112,"type":92},14,{},"text_content$154574ab-c21e-4a04-9f20-f9bab0a56135","text_content",{"variation":21,"version":22,"items":117,"primary":141,"id":142,"slice_type":115,"slice_label":11},[118],{"text":119,"textid":11},[120,123,125,135,138],{"type":79,"text":121,"spans":122,"direction":33},"About Chaos Labs",[],{"type":83,"text":84,"spans":124,"direction":33},[],{"type":83,"text":126,"spans":127,"direction":33},"Chaos Labs builds financial AI products for decentralised finance. Its platform turns market data into real-time risk intelligence, and its risk systems, vaults and oracles sit behind leading protocols, securing value at very large scale. It is headquartered in New York with a significant presence in Israel, and was founded by Omer Goldberg in 2021.",[128],{"start":15,"end":129,"type":130,"data":131},10,"hyperlink",{"link_type":132,"url":133,"target":134},"Web","https:\u002F\u002Fchaoslabs.xyz\u002F","_self",{"type":83,"text":136,"spans":137,"direction":33},"It raised a $20M seed led by Galaxy and PayPal Ventures, then a $55M Series A led by Haun Ventures. That funding is what made the compensation possible: the researcher and data scientist briefs we worked ran from $150k to $250k depending on seniority.",[],{"type":83,"text":139,"spans":140,"direction":33},"They came to us sideways. A partner of ours who works in crypto recommended someone from his own network for a role at Chaos Labs. That person was hired and we were paid nothing for it. It was the introduction, and the agreement followed.",[],{},"text_content$54a4b2e3-9ead-4fa0-b6af-7eee790851d0",{"variation":21,"version":22,"items":144,"primary":145,"id":156,"slice_type":157,"slice_label":11},[],{"title":146,"text":152},[147],{"type":83,"text":148,"spans":149,"direction":33},"The brief",[150],{"start":15,"end":151,"type":92},9,[153],{"type":83,"text":154,"spans":155,"direction":33},"Find senior people who can reason about crypto markets and risk: researchers who work directly with protocol clients, data scientists, DeFi market analysts, and engineers building oracles. Distributed across US and Israel time zones, permanent placements only, at packages a New York company with a $55M Series A is willing to pay.",[],"lead_magnet_yellow_box$ea836b7e-0a82-47ef-ab15-e2560ecb99a8","lead_magnet_yellow_box",{"variation":21,"version":22,"items":159,"primary":160,"id":247,"slice_type":248,"slice_label":11},[],{"title":161,"items":165},[162],{"type":79,"text":163,"spans":164,"direction":33},"The 4 problems we had to solve",[],[166,188,208,228],{"problem_title":167,"description":173,"highlight":177,"more_description":178,"solution":184},[168],{"type":36,"text":169,"spans":170,"direction":33},"Problem #1: “The people we need are not really on LinkedIn.”",[171],{"start":107,"end":172,"type":92},60,[174],{"type":83,"text":175,"spans":176,"direction":33},"This is the whole problem, and it is easy to underestimate. Crypto-native engineers and researchers often do not maintain a LinkedIn presence worth searching, because that is not where their reputation lives. Their track record is in the protocols they have worked on and the communities they are known in.",[],[],[179],{"type":83,"text":180,"spans":181,"direction":33},"What we did",[182],{"start":15,"end":183,"type":92},11,[185],{"type":83,"text":186,"spans":187,"direction":33},"We ran the conventional playbook first, properly, so this is not a theory. Across four searches, DeFi Market Analyst, Full-Stack Engineer for Oracles, Researcher and Senior Data Scientist, we contacted 311 people on LinkedIn and by email, and hand-mapped 29 target companies. It is a competent piece of sourcing and it is not how any of the hires happened. Every placement came through crypto-native channels instead: a partner’s own network, and the platforms where people in that space actually publish what they have built.",[],{"problem_title":189,"description":195,"highlight":199,"more_description":200,"solution":204},[190],{"type":36,"text":191,"spans":192,"direction":33},"Problem #2: “A recruiter with no standing here gets ignored.”",[193],{"start":107,"end":194,"type":92},61,[196],{"type":83,"text":197,"spans":198,"direction":33},"Even having found the right person, reaching them is a separate problem. In crypto the default assumption about an unknown account is that it is noise, and a new profile with no history behind it is not going to get a reply, however good the role is.",[],[],[201],{"type":83,"text":180,"spans":202,"direction":33},[203],{"start":15,"end":183,"type":92},[205],{"type":83,"text":206,"spans":207,"direction":33},"We went in through somebody the community already knows. Our web3 partner has a real following and a real history in the space, so a message from him is read as coming from a peer rather than from an agency. That is not a technique that can be copied quickly, which is exactly why it is worth something. It is also the reason we could talk to people who would not have answered us under our own name.",[],{"problem_title":209,"description":215,"highlight":219,"more_description":220,"solution":224},[210],{"type":36,"text":211,"spans":212,"direction":33},"Problem #3: “Very high pay, and a bar to match.”",[213],{"start":107,"end":214,"type":92},48,[216],{"type":83,"text":217,"spans":218,"direction":33},"Chaos Labs pays at the top of the market and interviews accordingly. The researcher and data scientist process ran to five stages: the R&D manager, a technical interview with the chief data scientist, a second technical with the head of financial research, a cultural interview with the CEO, and an HR interview. Sending a plausible candidate into that is expensive for everyone.",[],[],[221],{"type":83,"text":180,"spans":222,"direction":33},[223],{"start":15,"end":183,"type":92},[225],{"type":83,"text":226,"spans":227,"direction":33},"We filtered on two axes before proposing anyone: whether they were genuinely strong technically, and whether they had worked somewhere close enough to Chaos Labs in product or business model to be credible in that conversation. Previous experience at a comparable protocol or exchange was treated as close to a requirement rather than a bonus. Packages placed ran from $120k to $185k.",[],{"problem_title":229,"description":234,"highlight":238,"more_description":239,"solution":243},[230],{"type":36,"text":231,"spans":232,"direction":33},"Problem #4: “The right person appears before the role does.”",[233],{"start":107,"end":172,"type":92},[235],{"type":83,"text":236,"spans":237,"direction":33},"In a market this small, waiting for a brief means missing people. The best candidates in crypto are not applying, they are simply visible for a moment, and by the time a role is written and opened they have gone somewhere else.",[],[],[240],{"type":83,"text":180,"spans":241,"direction":33},[242],{"start":15,"end":183,"type":92},[244],{"type":83,"text":245,"spans":246,"direction":33},"We proposed people whether or not a role was open. When our partner saw somebody in his network who fit Chaos Labs technically and culturally, he introduced them proactively, and Chaos hired several people that way for roles that did not formally exist. It works only because they were funded and had the headroom to say yes, and because the introductions were selective enough that they were worth reading.",[],"lead_magnet_problems$d27ded32-dd97-4b8a-8a68-2402c6eb5c5a","lead_magnet_problems",{"variation":21,"version":22,"items":250,"primary":284,"id":285,"slice_type":115,"slice_label":11},[251],{"text":252,"textid":11},[253,256,258,264,269,274,279],{"type":79,"text":254,"spans":255,"direction":33},"How we actually ran it",[],{"type":83,"text":84,"spans":257,"direction":33},[],{"type":259,"text":260,"spans":261,"direction":33},"o-list-item","Sourcing inside crypto-native channels, not databases. A partner’s own network, plus the platforms where people in the space publish the protocols and projects they have worked on. Almost no LinkedIn.\n",[262],{"start":15,"end":263,"type":92},54,{"type":259,"text":265,"spans":266,"direction":33},"A filter on two axes before anything is proposed. Technical level, and whether the person has worked on a product or business close enough to Chaos Labs to hold the conversation. Both, not either.\n",[267],{"start":15,"end":268,"type":92},49,{"type":259,"text":270,"spans":271,"direction":33},"Proactive introductions, open role or not. When the fit was obvious, the person was proposed anyway. Several hires came from roles that did not exist until the candidate did.\n",[272],{"start":15,"end":273,"type":92},42,{"type":259,"text":275,"spans":276,"direction":33},"A written intake when there was a role. Product, hiring manager, seniority, band, time zone, the interview loop with a named owner per stage, and examples of people already in the company who would be a good fit.\n",[277],{"start":15,"end":278,"type":92},39,{"type":259,"text":280,"spans":281,"direction":33},"Then their process, which is long. Up to five stages for research and data roles, ending with the CEO and an HR interview. Our job was to make sure nobody entered it who could not finish it.\n",[282],{"start":15,"end":283,"type":92},34,{},"text_content$f4ff0f60-b290-4858-9b20-4ce7fa62eac8",{"variation":287,"version":22,"items":288,"primary":289,"id":322,"slice_type":323,"slice_label":11},"blueChecks",[],{"title":290,"text":294,"bulletpoints":295,"first_bulletpoints1":296},[291],{"type":79,"text":292,"spans":293,"direction":33},"What Chaos Labs ended up with",[],[],[],[297,302,307,312,317],{"bullet_point":298},[299],{"type":83,"text":300,"spans":301,"direction":33},"Six permanent hires in a market where conventional sourcing produced none.",[],{"bullet_point":303},[304],{"type":83,"text":305,"spans":306,"direction":33},"Access to a candidate pool most recruiters cannot reach, through a partner the community already trusts.",[],{"bullet_point":308},[309],{"type":83,"text":310,"spans":311,"direction":33},"Packages from $120k to $185k filled, against briefs banded at $150k to $250k.",[],{"bullet_point":313},[314],{"type":83,"text":315,"spans":316,"direction":33},"Candidates pre-filtered for protocol-relevant background, not just technical level, so a five-stage process was not wasted.",[],{"bullet_point":318},[319],{"type":83,"text":320,"spans":321,"direction":33},"Introductions to people they would not otherwise have seen, including hires for roles they had not opened.",[],"lead_magnet_bullet_points$766df733-4a5e-4004-96c3-92ae7bb3bf46","lead_magnet_bullet_points",{"variation":21,"version":22,"items":325,"primary":326,"id":342,"slice_type":343,"slice_label":11},[],{"author":327,"title":331,"authorimage":336},[328],{"type":83,"text":329,"spans":330,"direction":33},"Manuel Lourenço",[],[332],{"type":333,"text":334,"spans":335,"direction":33},"heading6","COO @ Remote Crew",[],{"dimensions":337,"alt":11,"copyright":11,"url":339,"id":340,"edit":341},{"width":338,"height":338},800,"https:\u002F\u002Fimages.prismic.io\u002Fremotecrew-website\u002FqcfvUx29SvJ4ZheV_manuel.jpeg?auto=format,compress","qcfvUx29SvJ4ZheV",{"x":15,"y":15,"zoom":16,"background":17},"signature_block_universal$365c804d-99f7-44ba-b34b-2d797b1d4d17","signature_block_universal","Chaos Labs case study: hiring in web3","How Remote Crew made six senior hires for Chaos Labs, a New York crypto risk company, finding researchers and engineers where LinkedIn does not reach.",{},"amxw0hUAADIANr6W",[],"2026-11-03T17:25:47+0000",[351,664,997],{"id":352,"uid":353,"url":11,"type":354,"href":355,"tags":356,"first_publication_date":357,"last_publication_date":357,"slugs":358,"linked_documents":360,"lang":361,"alternate_languages":362,"data":363},"amxv6hUAACsANrzq","paymentology","case_study","https:\u002F\u002Fremotecrew-website.cdn.prismic.io\u002Fapi\u002Fv2\u002Fdocuments\u002Fsearch?ref=ausAXBIAAC0ASVbz&q=%5B%5B%3Ad+%3D+at%28document.id%2C+%22amxv6hUAACsANrzq%22%29+%5D%5D",[],"2026-11-03T17:25:48+0000",[359],"2256-candidates-for-a-payments-platform-that-spans-49-countries",[],"en-us",[],{"company":364,"case_thumbnail":365,"publish_date":18,"slices":372,"meta_title":661,"meta_description":662,"meta_image":663},"Paymentology",{"dimensions":366,"alt":11,"copyright":11,"url":369,"id":370,"edit":371},{"width":367,"height":368},516,387,"https:\u002F\u002Fimages.prismic.io\u002Fremotecrew-website\u002Fgu-zMXzwa0EJAUal_peymenthology.jpeg?auto=format,compress","gu-zMXzwa0EJAUal",{"x":15,"y":15,"zoom":16,"background":17},[373,388,413,443,466,478,566,600,641],{"variation":21,"version":22,"items":374,"primary":375,"id":387,"slice_type":40,"slice_label":11},[],{"case_study_hero":376,"case_study_title":379,"case_study_description":383},{"dimensions":377,"alt":11,"copyright":11,"url":369,"id":370,"edit":378},{"width":367,"height":368},{"x":15,"y":15,"zoom":16,"background":17},[380],{"type":30,"text":381,"spans":382,"direction":33},"2,256 candidates for a payments platform that spans 49 countries",[],[384],{"type":36,"text":385,"spans":386,"direction":33},"Two years embedded in the talent team of a global issuer-processor, through a merger that doubled the company. Every candidate tracked, every rejection reasoned, and a conversion rate we could argue about with data rather than opinion.",[],"case_hero$1c212e58-e985-475d-878f-4573e4840f18",{"variation":21,"version":22,"items":389,"primary":390,"id":412,"slice_type":73,"slice_label":11},[],{"items":391,"testimonial_text":410,"testimonial_author":411},[392,398,404],{"icon":393,"number":396,"label":397},{"dimensions":394,"alt":11,"copyright":11,"url":49,"id":50,"edit":395},{"width":48,"height":48},{"x":15,"y":15,"zoom":16,"background":17},"2,256","Candidates screened",{"icon":399,"number":402,"label":403},{"dimensions":400,"alt":11,"copyright":11,"url":57,"id":58,"edit":401},{"width":48,"height":48},{"x":15,"y":15,"zoom":16,"background":17},"144","Approved and put forward",{"icon":405,"number":408,"label":409},{"dimensions":406,"alt":11,"copyright":11,"url":65,"id":66,"edit":407},{"width":48,"height":48},{"x":15,"y":15,"zoom":16,"background":17},"2 years","Embedded in their team",[],[],"lead_magnet_stats_card$798588ad-819e-4e5c-b717-0b9f4cc851d5",{"variation":21,"version":22,"items":414,"primary":441,"id":442,"slice_type":115,"slice_label":11},[415],{"text":416,"textid":11},[417,419,421,425,429,433,437],{"type":79,"text":80,"spans":418,"direction":33},[],{"type":83,"text":84,"spans":420,"direction":33},[],{"type":87,"text":422,"spans":423,"direction":33},"Who. Paymentology, the world's first global issuer-processor, formed when Tutuka merged with Paymentology in December 2021. Between them they issue and process card payments across 49 countries, including virtual cards for banks and fintechs.\n",[424],{"start":15,"end":91,"type":92},{"type":87,"text":426,"spans":427,"direction":33},"What they needed. Engineering hiring capacity while the business was doubling. Backend and software engineers, support engineers, QA and DevOps, hired remotely.\n",[428],{"start":15,"end":97,"type":92},{"type":87,"text":430,"spans":431,"direction":33},"Why it was hard. A payments company screens harder than most, because the cost of a weak hire is regulatory as well as commercial. The process ran to six stages including a delivered project, and the drop-off was heavy at every one of them.\n",[432],{"start":15,"end":102,"type":92},{"type":87,"text":434,"spans":435,"direction":33},"What we did. We put a recruiter inside their talent team on an RPO model, and we instrumented the whole funnel: every candidate, every stage, every rejection with a reason and an owner.\n",[436],{"start":15,"end":107,"type":92},{"type":87,"text":438,"spans":439,"direction":33},"What happened. 2,256 candidates through the funnel, 144 approved and put forward, and around seven or eight hires in the first year, across a two-year engagement.\n",[440],{"start":15,"end":112,"type":92},{},"text_content$41ead615-5560-4e8d-b2c8-2c4078db35eb",{"variation":21,"version":22,"items":444,"primary":464,"id":465,"slice_type":115,"slice_label":11},[445],{"text":446,"textid":11},[447,450,452,458,461],{"type":79,"text":448,"spans":449,"direction":33},"About Paymentology",[],{"type":83,"text":84,"spans":451,"direction":33},[],{"type":83,"text":453,"spans":454,"direction":33},"Paymentology is an issuer-processor: the infrastructure that sits between a bank or fintech and the card networks, authorising and processing transactions in real time. It powers physical, virtual and tokenised cards for banks, challengers and fintechs, with a particular strength in virtual card issuing.",[455],{"start":15,"end":107,"type":130,"data":456},{"link_type":132,"url":457,"target":134},"https:\u002F\u002Fwww.paymentology.com\u002Fen\u002F",{"type":83,"text":459,"spans":460,"direction":33},"Its current shape was formed in December 2021, when Tutuka, out of South Africa, merged with Paymentology in the UK to create what the two companies described as the world's first global issuer-processor, spanning 49 countries. We started working with them as Tutuka, before the merger, and the engagement continued through it.",[],{"type":83,"text":462,"spans":463,"direction":33},"The engineering organisation was distributed and hiring remotely, which is why a recruitment partner who works that way was a fit in the first place.",[],{},"text_content$0a49d3fe-a013-4cba-b3e3-25ac6e7d85ae",{"variation":21,"version":22,"items":467,"primary":468,"id":477,"slice_type":157,"slice_label":11},[],{"title":469,"text":473},[470],{"type":83,"text":148,"spans":471,"direction":33},[472],{"start":15,"end":151,"type":92},[474],{"type":83,"text":475,"spans":476,"direction":33},"Add engineering hiring capacity to an internal talent team during a period of rapid growth and then a merger. Backend and software engineers as the core of it, plus support engineers, QA and DevOps. Remote hiring, run end to end, with our recruiter working as part of their team rather than sending profiles from outside.",[],"lead_magnet_yellow_box$3f0cd26d-bab7-4b47-8b02-8d50338ce803",{"variation":21,"version":22,"items":479,"primary":480,"id":565,"slice_type":248,"slice_label":11},[],{"title":481,"items":484},[482],{"type":79,"text":163,"spans":483,"direction":33},[],[485,505,525,545],{"problem_title":486,"description":492,"highlight":496,"more_description":497,"solution":501},[487],{"type":36,"text":488,"spans":489,"direction":33},"Problem #1: \"We are merging two companies and still hiring through it.\"",[490],{"start":107,"end":491,"type":92},71,[493],{"type":83,"text":494,"spans":495,"direction":33},"Tutuka and Paymentology came together to create a business operating across 49 countries. Mergers are usually where hiring pauses: the org chart is provisional, the roles are being redefined and nobody wants to commit headcount until the dust settles. Pausing was not an option, because the growth that justified the merger required the engineers.",[],[],[498],{"type":83,"text":180,"spans":499,"direction":33},[500],{"start":15,"end":183,"type":92},[502],{"type":83,"text":503,"spans":504,"direction":33},"We kept the pipeline running through it. Because our recruiter sat inside their talent team rather than pitching from outside, the searches did not need to be re-explained to a new set of stakeholders, and the work continued across the change of company name.",[],{"problem_title":506,"description":512,"highlight":516,"more_description":517,"solution":521},[507],{"type":36,"text":508,"spans":509,"direction":33},"Problem #2: \"Almost everyone gets rejected, and we need to know why.\"",[510],{"start":107,"end":511,"type":92},69,[513],{"type":83,"text":514,"spans":515,"direction":33},"The drop-off was severe. Of 2,256 candidates who entered the funnel, 144 were approved to go forward. That is roughly one in sixteen. In that situation the important question stops being \"how many candidates\" and becomes \"why is everyone failing, and at which stage\".",[],[],[518],{"type":83,"text":180,"spans":519,"direction":33},[520],{"start":15,"end":183,"type":92},[522],{"type":83,"text":523,"spans":524,"direction":33},"We instrumented it. Every candidate was logged with a submitted date, a date for each stage, days between stages, a rejection date, a rejection reason and, critically, who did the rejecting: the candidate or the client. \"Lacks experience\", \"poor English\", \"took another job\", \"wrong expectations\", \"failed project\". Once the rejection reasons are counted rather than remembered, the conversation with a hiring manager stops being a matter of opinion.",[],{"problem_title":526,"description":532,"highlight":536,"more_description":537,"solution":541},[527],{"type":36,"text":528,"spans":529,"direction":33},"Problem #3: \"Inbound and outbound do not behave the same way.\"",[530],{"start":107,"end":531,"type":92},62,[533],{"type":83,"text":534,"spans":535,"direction":33},"Applications and sourced candidates are usually treated as one pipeline. They are not. They convert differently, they cost different amounts of recruiter time, and mixing them makes it impossible to know where the effort should go.",[],[],[538],{"type":83,"text":180,"spans":539,"direction":33},[540],{"start":15,"end":183,"type":92},[542],{"type":83,"text":543,"spans":544,"direction":33},"We tracked them separately, every week, for the whole engagement. Inbound produced 614 applications and 61 approved candidates, a 10% approval rate. Outbound produced 1,642 sourced candidates and 83 approved, a 5% rate. Outbound converts at half the rate and still produced more approved candidates in absolute terms, which is exactly the kind of finding that changes where a recruiter spends Tuesday.",[],{"problem_title":546,"description":552,"highlight":556,"more_description":557,"solution":561},[547],{"type":36,"text":548,"spans":549,"direction":33},"Problem #4: \"Our process is six stages long and candidates are dropping out of it.\"",[550],{"start":107,"end":551,"type":92},83,[553],{"type":83,"text":554,"spans":555,"direction":33},"Their process ran: application, tech lead interview, culture chat, project delivery, project review, project presentation. Good candidates were being lost partway through, and \"took another job\" appears repeatedly in the rejection log.",[],[],[558],{"type":83,"text":180,"spans":559,"direction":33},[560],{"start":15,"end":183,"type":92},[562],{"type":83,"text":563,"spans":564,"direction":33},"We measured the process, not just the candidates. Average time between stages: nine days from application to tech lead interview, seven to the culture chat, six to project delivery, six to project review, then eighteen days to the presentation. Putting those numbers in front of the client turns \"we are losing candidates\" into a specific conversation about a specific gap. Candidate management filled the space in between, because on a six-stage process most of the recruiter's job is keeping good people warm.",[],"lead_magnet_problems$d1be250b-386e-4ce1-abb8-881147020795",{"variation":21,"version":22,"items":567,"primary":598,"id":599,"slice_type":115,"slice_label":11},[568],{"text":569,"textid":11},[570,572,574,579,584,589,593],{"type":79,"text":254,"spans":571,"direction":33},[],{"type":83,"text":84,"spans":573,"direction":33},[],{"type":259,"text":575,"spans":576,"direction":33},"A recruiter inside their talent team. RPO, not agency. One of ours embedded for around two years.\n\n",[577],{"start":15,"end":578,"type":92},37,{"type":259,"text":580,"spans":581,"direction":33},"A written intake per role. Backend and software engineers, support engineers, QA, DevOps.\n\n",[582],{"start":15,"end":583,"type":92},26,{"type":259,"text":585,"spans":586,"direction":33},"Weekly KPI tracking, split by channel. Applications, candidates sourced, interviews conducted, candidates approved and interviews scheduled, inbound and outbound recorded separately, every week.\n\n",[587],{"start":15,"end":588,"type":92},38,{"type":259,"text":590,"spans":591,"direction":33},"Every candidate tracked stage by stage. Dates at each step, days between steps, rejection reason and rejecting party.\n\n",[592],{"start":15,"end":278,"type":92},{"type":259,"text":594,"spans":595,"direction":33},"Candidate management across a long process. Six stages including a delivered project is a long time to hold someone's attention, and that holding is the work.\n",[596],{"start":15,"end":597,"type":92},43,{},"text_content$930a8515-f427-49c6-8fe1-43986a4a1fc2",{"variation":287,"version":22,"items":601,"primary":602,"id":640,"slice_type":323,"slice_label":11},[],{"title":603,"text":607,"bulletpoints":608,"first_bulletpoints1":609},[604],{"type":79,"text":605,"spans":606,"direction":33},"What Paymentology ended up with",[],[],[],[610,615,620,625,630,635],{"bullet_point":611},[612],{"type":83,"text":613,"spans":614,"direction":33},"Engineering hiring that continued through a merger instead of pausing for it.",[],{"bullet_point":616},[617],{"type":83,"text":618,"spans":619,"direction":33},"2,256 candidates screened so that their engineers only met the 144 worth meeting.",[],{"bullet_point":621},[622],{"type":83,"text":623,"spans":624,"direction":33},"Around seven or eight hires in the first year, across backend, support, QA and DevOps.",[],{"bullet_point":626},[627],{"type":83,"text":628,"spans":629,"direction":33},"A rejection log with reasons and owners, which is what makes a hiring-manager conversation evidence-based rather than anecdotal.",[],{"bullet_point":631},[632],{"type":83,"text":633,"spans":634,"direction":33},"Separate conversion data for inbound and outbound, and therefore a defensible answer to where recruiter time should go.",[],{"bullet_point":636},[637],{"type":83,"text":638,"spans":639,"direction":33},"Measured time-in-stage across a six-step process, including the eighteen-day gap nobody had noticed.",[],"lead_magnet_bullet_points$9e5b19bd-10d8-4034-ae09-514af6c99c80",{"variation":21,"version":22,"items":642,"primary":643,"id":660,"slice_type":343,"slice_label":11},[],{"author":644,"title":648,"authorimage":652},[645],{"type":83,"text":646,"spans":647,"direction":33},"Miguel Marques",[],[649],{"type":333,"text":650,"spans":651,"direction":33},"Remote Crew",[],{"dimensions":653,"alt":656,"copyright":11,"url":657,"id":658,"edit":659},{"width":654,"height":655},1000,935,"white man smiling with gray tshirt","https:\u002F\u002Fimages.prismic.io\u002Fremotecrew-website\u002FZ-FuIndAxsiBv0F4_author_miguel.png?auto=format,compress","Z-FuIndAxsiBv0F4",{"x":15,"y":15,"zoom":16,"background":17},"signature_block_universal$a34356da-21cf-4b39-bda1-ea6393f284ee","Paymentology case study: two years inside hiring","How Remote Crew spent two years inside Paymentology's talent team through a merger, tracking 2,256 candidates for a platform spanning 49 countries.",{},{"id":665,"uid":666,"url":11,"type":354,"href":667,"tags":668,"first_publication_date":357,"last_publication_date":669,"slugs":670,"linked_documents":672,"lang":361,"alternate_languages":673,"data":674},"amxvwhUAACsANrym","clever","https:\u002F\u002Fremotecrew-website.cdn.prismic.io\u002Fapi\u002Fv2\u002Fdocuments\u002Fsearch?ref=ausAXBIAAC0ASVbz&q=%5B%5B%3Ad+%3D+at%28document.id%2C+%22amxvwhUAACsANrym%22%29+%5D%5D",[],"2026-11-03T21:32:45+0000",[671],"clever-advertisings-recruitment-partner-in-portugal-for-two-and-a-half-years",[],[],{"company":675,"case_thumbnail":676,"publish_date":18,"slices":683,"meta_title":994,"meta_description":995,"meta_image":996},"Clever Advertising",{"dimensions":677,"alt":11,"copyright":11,"url":680,"id":681,"edit":682},{"width":678,"height":679},678,452,"https:\u002F\u002Fimages.prismic.io\u002Fremotecrew-website\u002F2LgLL2x7JwPOHLGX_clever.jpeg?auto=format,compress","2LgLL2x7JwPOHLGX",{"x":15,"y":15,"zoom":16,"background":17},[684,699,724,754,778,790,876,912,929,936,977],{"variation":21,"version":22,"items":685,"primary":686,"id":698,"slice_type":40,"slice_label":11},[],{"case_study_hero":687,"case_study_title":690,"case_study_description":694},{"dimensions":688,"alt":11,"copyright":11,"url":680,"id":681,"edit":689},{"width":678,"height":679},{"x":15,"y":15,"zoom":16,"background":17},[691],{"type":30,"text":692,"spans":693,"direction":33},"Clever Advertising's recruitment partner in Portugal for two and a half years",[],[695],{"type":36,"text":696,"spans":697,"direction":33},"Two and a half years, six role types, and three different ways of employing the same people, all through one point of contact.",[],"case_hero$d75fb261-469c-462b-ba6a-a33c6b390f07",{"variation":21,"version":22,"items":700,"primary":701,"id":723,"slice_type":73,"slice_label":11},[],{"items":702,"testimonial_text":721,"testimonial_author":722},[703,709,715],{"icon":704,"number":707,"label":708},{"dimensions":705,"alt":11,"copyright":11,"url":49,"id":50,"edit":706},{"width":48,"height":48},{"x":15,"y":15,"zoom":16,"background":17},"3","Of our four engagement models, used by one client",{"icon":710,"number":713,"label":714},{"dimensions":711,"alt":11,"copyright":11,"url":57,"id":58,"edit":712},{"width":48,"height":48},{"x":15,"y":15,"zoom":16,"background":17},"76","Screening interviews we ran",{"icon":716,"number":719,"label":720},{"dimensions":717,"alt":11,"copyright":11,"url":65,"id":66,"edit":718},{"width":48,"height":48},{"x":15,"y":15,"zoom":16,"background":17},"2","Steps in their entire hiring process",[],[],"lead_magnet_stats_card$7e909511-a008-4f1d-96b1-b8a4e013f1af",{"variation":21,"version":22,"items":725,"primary":752,"id":753,"slice_type":115,"slice_label":11},[726],{"text":727,"textid":11},[728,730,732,736,740,744,748],{"type":79,"text":80,"spans":729,"direction":33},[],{"type":83,"text":84,"spans":731,"direction":33},[],{"type":87,"text":733,"spans":734,"direction":33},"Who. Clever Advertising, a customer acquisition company for the iGaming industry, headquartered in Porto with a second office in Malta. It buys media, runs SEO, PPC and influencer campaigns for operators including Bet365, Betway, Stake, 888 and Codere, and reports over 22 billion ad impressions in a year.\n",[735],{"start":15,"end":91,"type":92},{"type":87,"text":737,"spans":738,"direction":33},"What they needed. A recruitment partner in Portugal they could actually rely on. They had been working with a Brazilian consultancy and it was not going well locally. The immediate need was project managers to run their internal product teams.\n",[739],{"start":15,"end":97,"type":92},{"type":87,"text":741,"spans":742,"direction":33},"Why it was hard. Their needs arrive without warning and have to be filled fast. And over time what they wanted was not just people, but different ways of employing them: some on their payroll, some on ours, some they found themselves but did not want to hire directly.\n",[743],{"start":15,"end":102,"type":92},{"type":87,"text":745,"spans":746,"direction":33},"What we did. One named point of contact for the whole company. Candidates screened and technically assessed by us before anyone at Clever spends time. And three different commercial models, added as their strategy changed, instead of asking them to fit ours.\n",[747],{"start":15,"end":107,"type":92},{"type":87,"text":749,"spans":750,"direction":33},"What happened. Two and a half years, hires across project management, RPA, data engineering, identity access management and support, all through one point of contact.\n",[751],{"start":15,"end":112,"type":92},{},"text_content$016fd9db-74a5-420f-93d3-1cfd6dbcdf8e",{"variation":21,"version":22,"items":755,"primary":776,"id":777,"slice_type":115,"slice_label":11},[756],{"text":757,"textid":11},[758,761,763,770,773],{"type":79,"text":759,"spans":760,"direction":33},"About Clever Advertising",[],{"type":83,"text":84,"spans":762,"direction":33},[],{"type":83,"text":764,"spans":765,"direction":33},"Clever Advertising is a customer acquisition company for the iGaming industry. It buys media and runs SEO, PPC and influencer campaigns across five continents for operators including Bet365, Betway, Stake, 888 and Codere, and it reports more than 22 billion impressions, 1.5 million registrations and 727,000 first-time depositing customers in a year. It is headquartered in Porto and opened a second office in Malta.",[766],{"start":15,"end":767,"type":130,"data":768},18,{"link_type":132,"url":769,"target":134},"https:\u002F\u002Fcleveradvertising.com\u002F",{"type":83,"text":771,"spans":772,"direction":33},"Behind the media business there is a product organisation: internal platforms, sports news applications built with AI, and casual games. It is structured as several teams working on different projects at the same time, which is why project management capacity, rather than headcount in any one discipline, was the first thing they needed.",[],{"type":83,"text":774,"spans":775,"direction":33},"They came to us through a project manager we had placed at another client, who moved to Clever and made the introduction. That led to an online meeting, then an in-person one at their Porto office, where three of us went to meet them. We have been their recruitment partner in Portugal ever since.",[],{},"text_content$17365ab4-c9a2-4d06-99e8-566a7c8498ff",{"variation":21,"version":22,"items":779,"primary":780,"id":789,"slice_type":157,"slice_label":11},[],{"title":781,"text":785},[782],{"type":83,"text":148,"spans":783,"direction":33},[784],{"start":15,"end":151,"type":92},[786],{"type":83,"text":787,"spans":788,"direction":33},"Be the recruitment partner in Portugal. Cover whatever comes up, from project managers and product owners to RPA developers, data engineers, Golang developers, identity access management analysts and IT support, mostly hybrid out of Porto. Fill urgent needs quickly enough that the business does not have to postpone work while it waits.",[],"lead_magnet_yellow_box$67f94219-61fc-46fa-92ba-5fe5f33e9290",{"variation":21,"version":22,"items":791,"primary":792,"id":875,"slice_type":248,"slice_label":11},[],{"title":793,"items":796},[794],{"type":79,"text":163,"spans":795,"direction":33},[],[797,817,836,855],{"problem_title":798,"description":804,"highlight":808,"more_description":809,"solution":813},[799],{"type":36,"text":800,"spans":801,"direction":33},"Problem #1: “We do not have a recruitment partner in Portugal we can rely on.”",[802],{"start":107,"end":803,"type":92},78,[805],{"type":83,"text":806,"spans":807,"direction":33},"Clever was working with a consultancy from Brazil, where most of their team originally comes from. It was not working well for hiring in Portugal, which is a different market with different salary expectations, notice periods and employment law. What they wanted was not more CVs, it was one partner locally who would still be there in a year.",[],[],[810],{"type":83,"text":180,"spans":811,"direction":33},[812],{"start":15,"end":183,"type":92},[814],{"type":83,"text":815,"spans":816,"direction":33},"We gave them a single named point of contact and kept it that way. Fernando Guedes, their decision maker, and his team leads all come directly to one person here. There is no account handover, no ticket queue, and no explaining the company twice. Over two and a half years that has become the whole basis of the relationship.",[],{"problem_title":818,"description":823,"highlight":827,"more_description":828,"solution":832},[819],{"type":36,"text":820,"spans":821,"direction":33},"Problem #2: “When we need someone, we needed them last week.”",[822],{"start":107,"end":194,"type":92},[824],{"type":83,"text":825,"spans":826,"direction":33},"Requests at Clever appear from one day to the next. A team lead has a gap, the project cannot wait, and the answer has to arrive in days. A process that starts from zero on every request would have failed them repeatedly.",[],[],[829],{"type":83,"text":180,"spans":830,"direction":33},[831],{"start":15,"end":183,"type":92},[833],{"type":83,"text":834,"spans":835,"direction":33},"We check our own database before we source. Because we have been recruiting continuously in Porto and across Portugal, there is usually somebody already screened who fits, and they can be presented immediately. When there is not, we source and come back fast. Their own process is two steps: our screening interview, then a conversation with Fernando. That is possible only because the first step is a real technical assessment rather than a CV pass.",[],{"problem_title":837,"description":842,"highlight":846,"more_description":847,"solution":851},[838],{"type":36,"text":839,"spans":840,"direction":33},"Problem #3: “We want the people, but not all of them on our payroll.”",[841],{"start":107,"end":511,"type":92},[843],{"type":83,"text":844,"spans":845,"direction":33},"Partway through, Clever changed strategy. They wanted to keep growing their project teams without growing their fixed cost base, so a permanent hire stopped being the right answer for every role. Most agencies would have kept selling permanent placements anyway.",[],[],[848],{"type":83,"text":180,"spans":849,"direction":33},[850],{"start":15,"end":183,"type":92},[852],{"type":83,"text":853,"spans":854,"direction":33},"We moved to staffing. People we recruit sit on our payroll and are allocated to Clever projects, billed monthly, and released when the project ends. Roughly half the people we have placed there are now on this model. One delivery manager went in this way and worked for a year before Clever chose to bring him onto their own payroll, which is exactly how the model is supposed to work.",[],{"problem_title":856,"description":862,"highlight":866,"more_description":867,"solution":871},[857],{"type":36,"text":858,"spans":859,"direction":33},"Problem #4: “We found these people ourselves, and we still do not want them on our payroll.”",[860],{"start":107,"end":861,"type":92},92,[863],{"type":83,"text":864,"spans":865,"direction":33},"Then a third situation appeared. Clever had identified three people they wanted, sourced entirely by themselves, and still did not want them as direct employees. That is not a recruitment problem at all, and there was no reason for a recruitment agency to be able to solve it.",[],[],[868],{"type":83,"text":180,"spans":869,"direction":33},[870],{"start":15,"end":183,"type":92},[872],{"type":83,"text":873,"spans":874,"direction":33},"We employed them. Employer of record: the people go onto our payroll, we handle the contracts, the payroll, the holidays, the sick leave and the paperwork, and Clever manages them day to day. Because there was no sourcing or screening involved we charge a lower fee for it. Clever is now the one client using three of our four engagement models, which is the clearest measure of the relationship we have.",[],"lead_magnet_problems$08bffc48-c23c-4ace-b756-5c504b0934ba",{"variation":21,"version":22,"items":877,"primary":910,"id":911,"slice_type":115,"slice_label":11},[878],{"text":879,"textid":11},[880,882,884,888,892,897,901,906],{"type":79,"text":254,"spans":881,"direction":33},[],{"type":83,"text":84,"spans":883,"direction":33},[],{"type":259,"text":885,"spans":886,"direction":33},"One point of contact, and everyone uses it. Fernando and his team leads come directly to the same person here with what they need. No intake form, no round trip.\n",[887],{"start":15,"end":597,"type":92},{"type":259,"text":889,"spans":890,"direction":33},"A role intake document per search. What the person will work on, who they report to, the seniority, the salary band, the office pattern, and the interview steps with a named owner for each. Their project manager brief, for example, was €40 to €45k, hybrid in Porto, reporting straight to Fernando.\n",[891],{"start":15,"end":283,"type":92},{"type":259,"text":893,"spans":894,"direction":33},"Our own database first, sourcing second. Somebody already screened is the fastest possible answer to an urgent need, and it is the reason we can move in days rather than weeks.\n",[895],{"start":15,"end":896,"type":92},40,{"type":259,"text":898,"spans":899,"direction":33},"Our screening interview, cultural and technical. Every candidate. Questions built for the specific role, whether that is RPA, Golang or identity access management. Where useful we bring in someone from our team to run the technical part.\n",[900],{"start":15,"end":214,"type":92},{"type":259,"text":902,"spans":903,"direction":33},"Then Clever, and usually that is it. A conversation with the team, and Fernando gives the final yes. Two steps in total, two to three interviews, decided quickly.\n",[904],{"start":15,"end":905,"type":92},36,{"type":259,"text":907,"spans":908,"direction":33},"We keep managing the people we employ. For everyone on staffing or employer of record, contracts, payroll, holidays, sick leave and performance reviews stay with us. Clever manages the work, not the employment.\n",[909],{"start":15,"end":588,"type":92},{},"text_content$faa1ebb6-9024-4d2d-95f0-ca1820932d9f",{"variation":21,"version":22,"items":913,"primary":927,"id":928,"slice_type":115,"slice_label":11},[914],{"text":915,"textid":11},[916,919,921,924],{"type":79,"text":917,"spans":918,"direction":33},"Everything behind the placements",[],{"type":83,"text":84,"spans":920,"direction":33},[],{"type":83,"text":922,"spans":923,"direction":33},"Most agencies show you placements. This is the work underneath them, split by role.",[],{"type":83,"text":925,"spans":926,"direction":33},"The three models, in the order they arrived: permanent placement, where the person joins Clever and we are paid a fee; staffing, where the person stays on our payroll and is allocated to a Clever project; and employer of record, where Clever finds the person themselves and we employ them.",[],{},"text_content$245bfe3b-b7fd-4276-9810-2f3eeb545dd0",{"variation":21,"version":22,"items":930,"primary":931,"id":934,"slice_type":935,"slice_label":11},[],{"image":932,"caption":933},{},[],"image$64caa88a-7b57-4467-9273-d8391f238a29","image",{"variation":287,"version":22,"items":937,"primary":938,"id":976,"slice_type":323,"slice_label":11},[],{"title":939,"text":943,"bulletpoints":944,"first_bulletpoints1":945},[940],{"type":79,"text":941,"spans":942,"direction":33},"What Clever Advertising ended up with",[],[],[],[946,951,956,961,966,971],{"bullet_point":947},[948],{"type":83,"text":949,"spans":950,"direction":33},"One point of contact for recruitment in Portugal, for two and a half years.",[],{"bullet_point":952},[953],{"type":83,"text":954,"spans":955,"direction":33},"Hires across project management, RPA, data engineering, identity access management, Golang and IT support.",[],{"bullet_point":957},[958],{"type":83,"text":959,"spans":960,"direction":33},"A two-step hiring process, because the technical screening happens before they see anyone.",[],{"bullet_point":962},[963],{"type":83,"text":964,"spans":965,"direction":33},"Three ways of employing the same quality of person, so a change in strategy did not mean a change in supplier.",[],{"bullet_point":967},[968],{"type":83,"text":969,"spans":970,"direction":33},"Around half their placements off their own payroll, with the fixed cost that implies removed.",[],{"bullet_point":972},[973],{"type":83,"text":974,"spans":975,"direction":33},"Contracts, payroll, holidays, sick leave and performance reviews handled by us for everyone we employ.",[],"lead_magnet_bullet_points$69814cc4-baa2-4c0f-8d73-cb33e7fb6b0e",{"variation":21,"version":22,"items":978,"primary":979,"id":993,"slice_type":343,"slice_label":11},[],{"author":980,"title":984,"authorimage":988},[981],{"type":83,"text":982,"spans":983,"direction":33},"André Silva",[],[985],{"type":333,"text":986,"spans":987,"direction":33},"Tech Recruiter @ Remote Crew",[],{"dimensions":989,"alt":11,"copyright":11,"url":990,"id":991,"edit":992},{"width":338,"height":338},"https:\u002F\u002Fimages.prismic.io\u002Fremotecrew-website\u002FO_Q5kQcIxDr-W8w4_1749657546223.jpeg?auto=format,compress","O_Q5kQcIxDr-W8w4",{"x":15,"y":15,"zoom":16,"background":17},"signature_block_universal$95063981-7ce7-4ead-b763-8a81d8f92332","Clever Advertising case study: hiring in Portugal","How Clever Advertising, an iGaming marketing company in Porto, filled six role types in Portugal with one recruitment partner and three ways of hiring.",{},{"id":998,"uid":999,"url":11,"type":354,"href":1000,"tags":1001,"first_publication_date":1002,"last_publication_date":1003,"slugs":1004,"linked_documents":1006,"lang":361,"alternate_languages":1007,"data":1008},"ZzMbDRAAACcAwbwz","upsellguru","https:\u002F\u002Fremotecrew-website.cdn.prismic.io\u002Fapi\u002Fv2\u002Fdocuments\u002Fsearch?ref=ausAXBIAAC0ASVbz&q=%5B%5B%3Ad+%3D+at%28document.id%2C+%22ZzMbDRAAACcAwbwz%22%29+%5D%5D",[],"2024-11-12T09:18:43+0000","2026-11-03T17:25:45+0000",[1005],"how-we-helped-upsellguru-hire-engineers-in-portugal",[],[],{"company":1009,"case_thumbnail":1010,"publish_date":11,"slices":1017,"meta_title":1253,"meta_description":1254,"meta_image":1255},"UpsellGuru",{"dimensions":1011,"alt":11,"copyright":11,"url":1014,"id":1015,"edit":1016},{"width":1012,"height":1013},768,872,"https:\u002F\u002Fimages.prismic.io\u002Fremotecrew-website\u002FZzNx5q8jQArT0xQh_test-2.png?auto=format,compress","ZzNx5q8jQArT0xQh",{"x":15,"y":15,"zoom":16,"background":17},[1018,1031,1055,1077,1107,1124,1136,1184,1218,1239],{"variation":21,"version":22,"items":1019,"primary":1020,"id":1030,"slice_type":40,"slice_label":11},[],{"case_study_hero":1021,"case_study_title":1022,"case_study_description":1026},{},[1023],{"type":30,"text":1024,"spans":1025,"direction":33},"How we helped UpsellGuru hire engineers in Portugal",[],[1027],{"type":36,"text":1028,"spans":1029,"direction":33},"A German hotel-tech startup of under ten people needed engineers beyond its home network, employed locally. We found them in Portugal and put them on our payroll.",[],"case_hero$9f132e80-d05e-45ce-960c-a449c462a4e5",{"variation":21,"version":22,"items":1032,"primary":1033,"id":1054,"slice_type":73,"slice_label":11},[],{"items":1034,"testimonial_text":1052,"testimonial_author":1053},[1035,1040,1046],{"icon":1036,"number":52,"label":1039},{"dimensions":1037,"alt":11,"copyright":11,"url":49,"id":50,"edit":1038},{"width":48,"height":48},{"x":15,"y":15,"zoom":16,"background":17},"Engineers hired in 15 months",{"icon":1041,"number":1044,"label":1045},{"dimensions":1042,"alt":11,"copyright":11,"url":57,"id":58,"edit":1043},{"width":48,"height":48},{"x":15,"y":15,"zoom":16,"background":17},"\u003C10","People when we started",{"icon":1047,"number":1050,"label":1051},{"dimensions":1048,"alt":11,"copyright":11,"url":65,"id":66,"edit":1049},{"width":48,"height":48},{"x":15,"y":15,"zoom":16,"background":17},"2x","Company size since then",[],[],"lead_magnet_stats_card$fc90b382-9bed-483e-9edd-d34ef5f1f980",{"variation":21,"version":22,"items":1056,"primary":1057,"id":1075,"slice_type":1076,"slice_label":11},[],{"rating":1058,"opinion":1059,"client_photo":1063,"client_name":1070,"client_position":1071,"review_link":1072},5,[1060],{"type":83,"text":1061,"spans":1062,"direction":33},"“Working with RemoteCrew is always easy and pleasant. They are always open for feedback and available for a meeting. They really take the time to understand what kind of profiles you look for and adjust their candidates pipeline accordingly.”",[],{"dimensions":1064,"alt":1066,"copyright":11,"url":1067,"id":1068,"edit":1069},{"width":1065,"height":1065},80,"Matteo G image","https:\u002F\u002Fimages.prismic.io\u002Fremotecrew-website\u002FZzMdA68jQArT0upm_matteo-g.png?auto=format,compress","ZzMdA68jQArT0upm",{"x":15,"y":15,"zoom":16,"background":17},"Matteo G.","CTO at UpsellGuru",{"link_type":132,"key":1073,"url":1074},"4cf2b1f6-3794-424e-b897-38ce8c41105f","https:\u002F\u002Fwww.g2.com\u002Fproducts\u002Fremote-crew-remote-crew\u002Freviews","client_rating$913804ba-769a-4887-b1af-8e8f79a00a47","client_rating",{"variation":21,"version":22,"items":1078,"primary":1105,"id":1106,"slice_type":115,"slice_label":11},[1079],{"text":1080,"textid":11},[1081,1083,1085,1089,1093,1097,1101],{"type":79,"text":80,"spans":1082,"direction":33},[],{"type":83,"text":84,"spans":1084,"direction":33},[],{"type":87,"text":1086,"spans":1087,"direction":33},"Who. UpsellGuru, a SaaS platform that helps hotels upsell services and optimise the guest experience. Based in Germany, under ten people when we started.\n",[1088],{"start":15,"end":91,"type":92},{"type":87,"text":1090,"spans":1091,"direction":33},"What they needed. More engineers to keep up with demand and build the product.\n",[1092],{"start":15,"end":97,"type":92},{"type":87,"text":1094,"spans":1095,"direction":33},"Why it was hard. Their network was in Germany, where they competed with large local companies for the same people.\n",[1096],{"start":15,"end":102,"type":92},{"type":87,"text":1098,"spans":1099,"direction":33},"What we did. Found engineers in Portugal through our community, job board, local channels and network, and employed the ones they chose on our payroll.\n",[1100],{"start":15,"end":107,"type":92},{"type":87,"text":1102,"spans":1103,"direction":33},"What happened. UpsellGuru is now twice the size, with six engineers hired through us in 15 months.\n",[1104],{"start":15,"end":112,"type":92},{},"text_content$68fa0912-d602-4888-8697-223d855154b0",{"variation":21,"version":22,"items":1108,"primary":1122,"id":1123,"slice_type":115,"slice_label":11},[1109],{"text":1110,"textid":11},[1111,1114,1116,1119],{"type":79,"text":1112,"spans":1113,"direction":33},"About UpsellGuru",[],{"type":83,"text":84,"spans":1115,"direction":33},[],{"type":83,"text":1117,"spans":1118,"direction":33},"UpsellGuru is a SaaS platform that helps hotels upsell services and optimize the guest experience. The company is based in Germany and had a relatively small team when they started working with Remote Crew (under 10 people).",[],{"type":83,"text":1120,"spans":1121,"direction":33},"The business was growing and doing relatively well, but it needed more engineers to keep up with demand and build the features its product required.",[],{},"text_content$b3fc3e69-15ac-440f-a7b1-8c42b6f32d04",{"variation":21,"version":22,"items":1125,"primary":1126,"id":1135,"slice_type":157,"slice_label":11},[],{"title":1127,"text":1131},[1128],{"type":83,"text":148,"spans":1129,"direction":33},[1130],{"start":15,"end":151,"type":92},[1132],{"type":83,"text":1133,"spans":1134,"direction":33},"Find qualified engineers outside Germany and employ them locally, for a team of under ten competing with large German companies for the same people.",[],"lead_magnet_yellow_box$08a0f676-8e2d-479d-969a-f25c31d99756",{"variation":21,"version":22,"items":1137,"primary":1138,"id":1183,"slice_type":248,"slice_label":11},[],{"title":1139,"items":1143},[1140],{"type":79,"text":1141,"spans":1142,"direction":33},"The 2 problems we had to solve",[],[1144,1163],{"problem_title":1145,"description":1150,"highlight":1154,"more_description":1155,"solution":1159},[1146],{"type":36,"text":1147,"spans":1148,"direction":33},"Problem #1: \"Our network is in Germany.\"",[1149],{"start":107,"end":896,"type":92},[1151],{"type":83,"text":1152,"spans":1153,"direction":33},"Hiring was not easy, especially at the beginning of the venture. Their network was essentially in Germany, and it was hard to compete against large local companies domestically.",[],[],[1156],{"type":83,"text":180,"spans":1157,"direction":33},[1158],{"start":15,"end":183,"type":92},[1160],{"type":83,"text":1161,"spans":1162,"direction":33},"Daniel, one of our Senior Recruiters, collected the requirements and filled out the Role Intake Document with the team. We published the role in our community, on our job board and in local channels, and reached out to qualified engineers in our network who were looking for opportunities.",[],{"problem_title":1164,"description":1170,"highlight":1174,"more_description":1175,"solution":1179},[1165],{"type":36,"text":1166,"spans":1167,"direction":33},"Problem #2: \"We need to employ them locally.\"",[1168],{"start":107,"end":1169,"type":92},45,[1171],{"type":83,"text":1172,"spans":1173,"direction":33},"Finding the engineers was only half the problem. UpsellGuru also needed a way to employ them where they lived.",[],[],[1176],{"type":83,"text":180,"spans":1177,"direction":33},[1178],{"start":15,"end":183,"type":92},[1180],{"type":83,"text":1181,"spans":1182,"direction":33},"We made offers to the candidates they selected and employed them on our payroll, the option the team chose as the way forward.",[],"lead_magnet_problems$8a722722-0208-4563-92c1-f8d8e129403c",{"variation":21,"version":22,"items":1185,"primary":1216,"id":1217,"slice_type":115,"slice_label":11},[1186],{"text":1187,"textid":11},[1188,1190,1192,1197,1202,1206,1211],{"type":79,"text":254,"spans":1189,"direction":33},[],{"type":83,"text":84,"spans":1191,"direction":33},[],{"type":259,"text":1193,"spans":1194,"direction":33},"The Role Intake Document. To understand properly what the team was looking for.\n",[1195],{"start":15,"end":1196,"type":92},25,{"type":259,"text":1198,"spans":1199,"direction":33},"Community, job board, local channels and outreach. Published in our channels and sent directly to qualified engineers in our network.\n",[1200],{"start":15,"end":1201,"type":92},50,{"type":259,"text":1203,"spans":1204,"direction":33},"Detailed interview notes. A quick headline summary per candidate, plus a fuller breakdown of experience and technical level.\n",[1205],{"start":15,"end":1196,"type":92},{"type":259,"text":1207,"spans":1208,"direction":33},"Batches, not a firehose. UpsellGuru interviewed the candidates we shared and picked the ones they liked most in each batch.\n",[1209],{"start":15,"end":1210,"type":92},24,{"type":259,"text":1212,"spans":1213,"direction":33},"Offers and our payroll. We made the offers and employed the engineers they chose.\n",[1214],{"start":15,"end":1215,"type":92},23,{},"text_content$84ffa404-5d1c-4c26-a645-ae51f22aa871",{"variation":287,"version":22,"items":1219,"primary":1220,"id":1238,"slice_type":323,"slice_label":11},[],{"title":1221,"text":1225,"bulletpoints":1226,"first_bulletpoints1":1227},[1222],{"type":79,"text":1223,"spans":1224,"direction":33},"What UpsellGuru ended up with",[],[],[],[1228,1233],{"bullet_point":1229},[1230],{"type":83,"text":1231,"spans":1232,"direction":33},"A company twice the size of when we started.",[],{"bullet_point":1234},[1235],{"type":83,"text":1236,"spans":1237,"direction":33},"Six engineers in Portugal hired in 15 months, employed through our payroll without a local entity.",[],"lead_magnet_bullet_points$11172de1-c44f-41ca-80a1-a44c13a3bc5d",{"variation":21,"version":22,"items":1240,"primary":1241,"id":1252,"slice_type":343,"slice_label":11},[],{"author":1242,"title":1245,"authorimage":1249},[1243],{"type":83,"text":646,"spans":1244,"direction":33},[],[1246],{"type":333,"text":1247,"spans":1248,"direction":33},"Founder @ Remote Crew",[],{"dimensions":1250,"alt":656,"copyright":11,"url":657,"id":658,"edit":1251},{"width":654,"height":655},{"x":15,"y":15,"zoom":16,"background":17},"signature_block_universal$c56e512b-83e9-4016-82ef-0e443c121dc9","UpsellGuru case study: hiring engineers in Portugal","How Remote Crew helped UpsellGuru, a German hotel-tech startup, hire engineers in Portugal and employ them on our payroll while the company doubled in size.",{"dimensions":1256,"alt":1259,"copyright":11,"url":1260,"id":1015,"edit":1261},{"width":1257,"height":1258},2400,1260,"person working on laptop","https:\u002F\u002Fimages.prismic.io\u002Fremotecrew-website\u002FZzNx5q8jQArT0xQh_test-2.png?auto=format%2Ccompress&rect=0%2C0%2C768%2C403&w=2400&h=1260",{"x":15,"y":15,"zoom":16,"background":17},1793788151484]