[{"data":1,"prerenderedAt":1377},["ShallowReactive",2],{"datawords":3,"cases":459},{"slug":4,"document":5,"documentId":456,"tags":457,"slices":19,"firstPublicationDate":458,"lastPublicationDate":458},"datawords",{"company":6,"case_thumbnail":7,"publish_date":18,"slices":19,"meta_title":453,"meta_description":454,"meta_image":455},"Datawords Group",{"dimensions":8,"alt":11,"copyright":11,"url":12,"id":13,"edit":14},{"width":9,"height":10},899,600,null,"https:\u002F\u002Fimages.prismic.io\u002Fremotecrew-website\u002FFvszCnUYkeSdhWtU_datawords.jpeg?auto=format,compress","FvszCnUYkeSdhWtU",{"x":15,"y":15,"zoom":16,"background":17},0,1,"transparent","2026-11-03",[20,41,74,116,142,156,294,380,433],{"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","How Datawords Group built an AI engineering team without adding permanent headcount",[],"ltr",[35],{"type":36,"text":37,"spans":38,"direction":33},"heading3","A 950-person content group working for L'Oréal, LVMH and Michelin needed engineers it could switch on when a client project landed and switch off when it ended.",[],"case_hero$f47f20ad-0180-4022-89ce-df0e727b20e2","case_hero",{"variation":21,"version":22,"items":42,"primary":43,"id":72,"slice_type":73,"slice_label":11},[],{"items":44,"testimonial_text":70,"testimonial_author":71},[45,54,62],{"icon":46,"number":52,"label":53},{"dimensions":47,"alt":11,"copyright":11,"url":49,"id":50,"edit":51},{"width":48,"height":48},64,"https:\u002F\u002Fimages.prismic.io\u002Fremotecrew-website\u002Faab4SVxvIZEnjR3N_Container-2-.png?auto=format,compress","aab4SVxvIZEnjR3N",{"x":15,"y":15,"zoom":16,"background":17},"12","Interviews their teams ran",{"icon":55,"number":60,"label":61},{"dimensions":56,"alt":11,"copyright":11,"url":57,"id":58,"edit":59},{"width":48,"height":48},"https:\u002F\u002Fimages.prismic.io\u002Fremotecrew-website\u002Faab4MFxvIZEnjR3J_Container-1-.png?auto=format,compress","aab4MFxvIZEnjR3J",{"x":15,"y":15,"zoom":16,"background":17},"4","Hires across two group companies",{"icon":63,"number":68,"label":69},{"dimensions":64,"alt":11,"copyright":11,"url":65,"id":66,"edit":67},{"width":48,"height":48},"https:\u002F\u002Fimages.prismic.io\u002Fremotecrew-website\u002Faab4FVxvIZEnjR3C_Container.png?auto=format,compress","aab4FVxvIZEnjR3C",{"x":15,"y":15,"zoom":16,"background":17},"1 in 3","Interviewed candidates hired",[],[],"lead_magnet_stats_card$a91b6b2a-866a-4344-81ee-29af336d698a","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. Datawords Group, a French multicultural content group founded in 2000 and headquartered just outside Paris. Around 950 people across 25 countries, adapting content for more than 160 cultures for brands including L'Oréal, LVMH, Michelin, Henkel and Carrefour. Its creative and video agency, 87seconds, is one of the companies inside the group.\n",[90],{"start":15,"end":91,"type":92},4,"strong",{"type":87,"text":94,"spans":95,"direction":33},"What they needed. Senior engineers on four different briefs over four years: a frontend engineer to lead a video adaptation platform, a Python engineer who grew into an AI engineer, an AI project manager, and an audiovisual AI engineer for 87seconds.\n",[96],{"start":15,"end":97,"type":92},17,{"type":87,"text":99,"spans":100,"direction":33},"Why it was hard. Datawords staffs against client projects. A permanent hire becomes a liability the moment a client cancels, so it needed senior people on terms it could end. Its internal engineering team is small, its technical bar is high, and it had no appetite for a long interview process.\n",[101],{"start":15,"end":102,"type":92},16,{"type":87,"text":104,"spans":105,"direction":33},"What we did. A separate role intake for every brief, signed off with the VP of Engineering. Sourcing in Portugal and across Europe instead of France, starting with our own community. Our own technical screening on every candidate before anyone reached them. A technical challenge built together with Datawords when the AI brief was still forming. Contractor terms throughout.\n",[106],{"start":15,"end":107,"type":92},12,{"type":87,"text":109,"spans":110,"direction":33},"What happened. Four hires from twelve interviews across two companies in the group. When the first project was not renewed, we moved our engineer to another client instead of ending his contract. Datawords has come back four times in four years without adding a single permanent engineer.\n",[111],{"start":15,"end":112,"type":92},14,{},"text_content$e8e6f28c-a0bd-4473-b379-6cfaa99c0ef1","text_content",{"variation":21,"version":22,"items":117,"primary":140,"id":141,"slice_type":115,"slice_label":11},[118],{"text":119,"textid":11},[120,123,125,135,137],{"type":79,"text":121,"spans":122,"direction":33},"About Datawords Group",[],{"type":83,"text":84,"spans":124,"direction":33},[],{"type":83,"text":126,"spans":127,"direction":33},"Datawords was founded in 2000 to solve a problem global brands still have: content that works in Paris rarely works untouched in Seoul, São Paulo or Riyadh. The group now runs around 950 people across 25 countries, adapting content for more than 160 cultures for clients including L'Oréal, LVMH, Michelin, Henkel and Carrefour. It does that work on its own platforms, Wezen and Whatsquare, which is why engineering sits at the centre of the business rather than off to one side of it.",[128],{"start":15,"end":129,"type":130,"data":131},9,"hyperlink",{"link_type":132,"url":133,"target":134},"Web","https:\u002F\u002Fdatawords.com\u002F","_self",{"type":83,"text":84,"spans":136,"direction":33},[],{"type":83,"text":138,"spans":139,"direction":33},"Across the group, Datawords has moved further into AI than most of its competitors, using it to produce and adapt content at a speed manual localization cannot match. That runs from text and translation to AI-generated video, synthetic voice and lip-sync, which is where 87seconds and tools like ElevenLabs and HeyGen come in. Those tools only pay off if you have engineers who can actually build with them, and in 2021 those engineers were not easy to find in France.",[],{},"text_content$c1888c22-e0ea-4e96-8f04-be7fc0962851",{"variation":21,"version":22,"items":143,"primary":144,"id":154,"slice_type":155,"slice_label":11},[],{"title":145,"text":150},[146],{"type":83,"text":147,"spans":148,"direction":33},"The brief",[149],{"start":15,"end":129,"type":92},[151],{"type":83,"text":152,"spans":153,"direction":33},"Datawords did not give us one role to fill. It gave us four, each one arriving as the business changed underneath it, and each one needing to be staffed on terms the group could unwind if a client walked away. We ran every search from role intake to signed contract, sourced across Portugal and Europe instead of France alone, screened every candidate ourselves, and kept the shortlists small enough that a stretched internal team only met people worth its time. Twelve interviews later they had four engineers and no permanent headcount.",[],"lead_magnet_yellow_box$540ccbb6-29f1-44ff-a09d-50dcd3323426","lead_magnet_yellow_box",{"variation":21,"version":22,"items":157,"primary":158,"id":292,"slice_type":293,"slice_label":11},[],{"title":159,"items":163},[160],{"type":79,"text":161,"spans":162,"direction":33},"The 5 problems we had to solve",[],[164,190,214,240,266],{"problem_title":165,"description":169,"highlight":176,"more_description":177,"solution":183},[166],{"type":36,"text":167,"spans":168,"direction":33},"Problem #1: \"We cannot put permanent headcount against project work.\"",[],[170,173],{"type":83,"text":171,"spans":172,"direction":33},"Datawords is a services group. Its engineering capacity is funded by client projects, and client projects end, get cut or get postponed. Hiring a permanent engineer against revenue that might disappear in six months is how services businesses end up carrying salaries they cannot justify. But the alternative, going without the engineer, means turning down the work.",[],{"type":83,"text":174,"spans":175,"direction":33},"It is the classic agency squeeze, and it is the reason Datawords was not simply posting a job ad.",[],[],[178],{"type":83,"text":179,"spans":180,"direction":33},"What we did",[181],{"start":15,"end":182,"type":92},11,[184,187],{"type":83,"text":185,"spans":186,"direction":33},"We placed every engineer on contractor terms Datawords could end when the underlying project ended. No notice periods to negotiate, no redundancy conversations, no permanent contracts on their books across four years of working together.",[],{"type":83,"text":188,"spans":189,"direction":33},"That structure was tested almost immediately. Our first placement, a frontend engineer, was on a project that was not renewed inside the first year. Datawords ended the engagement exactly as the arrangement allowed. We then moved him to another of our clients, where he is still working today. The group got the flexibility a services business needs, and the engineer did not pay for it with his job.",[],{"problem_title":191,"description":195,"highlight":202,"more_description":203,"solution":207},[192],{"type":36,"text":193,"spans":194,"direction":33},"Problem #2: \"The engineers we want are not in France at a price we would pay.\"",[],[196,199],{"type":83,"text":197,"spans":198,"direction":33},"The first brief was a senior frontend engineer to lead the front end of a video adaptation platform, the product clients use to upload video and order subtitling, voice-over and format changes. React and Next on the front, Python and Django behind it, talking over a REST API, inside an innovation team of two or three developers running Scrum on Jira. Datawords wanted someone senior enough to own that front end and shape the architecture around it.",[],{"type":83,"text":200,"spans":201,"direction":33},"Hiring that profile in Paris meant competing with every other French company for the same short list of people, at Paris rates. Guilherme, who is Portuguese, thought the group could do better elsewhere.",[],[],[204],{"type":83,"text":179,"spans":205,"direction":33},[206],{"start":15,"end":182,"type":92},[208,211],{"type":83,"text":209,"spans":210,"direction":33},"We sourced in Portugal and across Europe rather than France, which is the argument Guilherme had already won internally with the CTO. Datawords works remotely on European time, so location mattered far less than the group had assumed.",[],{"type":83,"text":212,"spans":213,"direction":33},"We started with our own community rather than cold outreach. Rui Fonseca, the engineer who took the role, answered a post we put up in the Remote Crew Slack. Every engineer we have placed at Datawords since has been in Portugal or Spain, working remotely, and the group has not once needed to open a French search to fill one of these roles.",[],{"problem_title":215,"description":221,"highlight":228,"more_description":229,"solution":233},[216],{"type":36,"text":217,"spans":218,"direction":33},"Problem #3: \"Our teams are too small to interview a lot of people.\"",[219],{"start":107,"end":220,"type":92},67,[222,225],{"type":83,"text":223,"spans":224,"direction":33},"Datawords' internal engineering team is small, and 87seconds is smaller still. When a squad is two or three developers, every hour spent in an interview is an hour not spent shipping the client work that pays for the squad. The standard agency answer, forwarding every CV that half-matches the brief and letting the client sort it out, would have cost Datawords more time than it saved them.",[],{"type":83,"text":226,"spans":227,"direction":33},"Their technical bar is also high, which makes volume actively counterproductive. Sending ten mediocre profiles to a demanding team does not increase the odds of a hire. It just burns the team's patience.",[],[],[230],{"type":83,"text":179,"spans":231,"direction":33},[232],{"start":15,"end":182,"type":92},[234,237],{"type":83,"text":235,"spans":236,"direction":33},"We interviewed heavily and shared sparingly. Every candidate went through our own technical screening before Datawords saw a name, and we only forwarded people who had already cleared it.",[],{"type":83,"text":238,"spans":239,"direction":33},"Across all four roles their teams sat twelve interviews and made four hires. On the first search that meant five profiles, four of which Datawords approved, two of which they interviewed, and one they hired. On the two most recent roles, at Datawords and at 87seconds, they interviewed two people each and hired from both. Everybody else was filtered out before reaching their calendar.",[],{"problem_title":241,"description":247,"highlight":254,"more_description":255,"solution":259},[242],{"type":36,"text":243,"spans":244,"direction":33},"Problem #4: \"We do not fully know what this AI role is yet.\"",[245],{"start":107,"end":246,"type":92},60,[248,251],{"type":83,"text":249,"spans":250,"direction":33},"By the time Datawords needed Python and AI depth, the market was moving faster than anybody's job description. The group knew it needed to build with LLMs. It had not settled on whether that meant a backend engineer who could work with models, a machine learning specialist, or something in between, and the internal answer kept shifting as the group learned what it actually wanted to ship.",[],{"type":83,"text":252,"spans":253,"direction":33},"Screening against a brief that vague is guesswork. Good candidates get rejected for the wrong reasons and weak ones look fine, which is exactly what started happening: this is the one search where we put a lot of profiles in front of them before it clicked.",[],[],[256],{"type":83,"text":179,"spans":257,"direction":33},[258],{"start":15,"end":182,"type":92},[260,263],{"type":83,"text":261,"spans":262,"direction":33},"We changed the process mid-search rather than pushing more candidates through a broken one. Together with Datawords we built a technical challenge and made it a screening step.",[],{"type":83,"text":264,"spans":265,"direction":33},"It did two jobs at once. Candidates were tested on the work instead of on a CV, and Datawords was forced to make the requirement concrete enough to write a challenge for it, which is what finally pinned the role down. We briefed candidates, set deadlines, chased submissions and delivered them to the team, who owned the evaluation. That role became João Martinho, a senior Python developer who now works almost entirely on AI and has been with the group since 2024. The challenge stayed in their process afterwards.",[],{"problem_title":267,"description":273,"highlight":280,"more_description":281,"solution":285},[268],{"type":36,"text":269,"spans":270,"direction":33},"Problem #5: \"Our video agency needs a different engineer, sometimes for a week at a time.\"",[271],{"start":107,"end":272,"type":92},90,[274,277],{"type":83,"text":275,"spans":276,"direction":33},"87seconds does not need what Datawords needs. It produces video, and its AI work is audiovisual: synthetic voice, lip-sync, generated footage, using tools like ElevenLabs, HeyGen, ArcadsAI and N8N, alongside Node and PHP. That is a genuinely rare skill set, and it sits closer to the marketing team than to a backend squad.",[],{"type":83,"text":278,"spans":279,"direction":33},"It also does not need that person full time. The work arrives in bursts, a week here, two weeks on a project there, tied to whatever the agency is producing. No permanent role could be justified, and most agencies will not staff at that granularity.",[],[],[282],{"type":83,"text":179,"spans":283,"direction":33},[284],{"start":15,"end":182,"type":92},[286,289],{"type":83,"text":287,"spans":288,"direction":33},"When 87seconds came to Datawords needing an AI engineer, Guilherme recommended us to the group company directly. We ran the brief the same way we run the others, and placed an audiovisual AI specialist who works with the agency on demand rather than on a fixed contract, coming in for a week or a fortnight when a project calls for it.",[],{"type":83,"text":290,"spans":291,"direction":33},"87seconds set the location it wanted and we found the person near its Barcelona office. Two candidates, two interviews, one hire.",[],"lead_magnet_problems$660cc836-63ec-4db8-9677-46eae2a06569","lead_magnet_problems",{"variation":21,"version":22,"items":295,"primary":296,"id":378,"slice_type":379,"slice_label":11},[],{"title":297,"items":301},[298],{"type":79,"text":299,"spans":300,"direction":33},"How we actually ran it",[],[302,315,328,341,353,365],{"icon":303,"step_title":304,"description":310,"highlight":314},{},[305],{"type":36,"text":306,"spans":307,"direction":33},"1. One intake per brief, signed off by the manager who owned it.",[308],{"start":309,"end":48,"type":92},3,[311],{"type":83,"text":312,"spans":313,"direction":33},"We never recycled a job description across roles. Each brief got its own intake with Guilherme Gaspar: the product and the daily work, the exact stack, essential versus preferred skills, the seniority band and day rate, the timezone, and the interview loop with a named owner on every step. The frontend role, for example, was scoped as a senior engineer inside the innovation team at 300 to 350 euros per day, with a technical and behavioural interview owned by Guilherme and a final owned by the CTO.",[],[],{"icon":316,"step_title":317,"description":323,"highlight":327},{},[318],{"type":36,"text":319,"spans":320,"direction":33},"2. Our own technical screening on every candidate.",[321],{"start":309,"end":322,"type":92},50,[324],{"type":83,"text":325,"spans":326,"direction":33},"Not a CV sift and a friendly phone call. A full interview where we described the role honestly, went through the person's experience, asked technical questions and wrote down what came back: years on the stack, availability, notice period, day rate expectation, location and our own read on them. Only people who cleared that reached Datawords.",[],[],{"icon":329,"step_title":330,"description":336,"highlight":340},{},[331],{"type":36,"text":332,"spans":333,"direction":33},"3. Sourcing in Portugal and Europe, starting with our own community.",[334],{"start":309,"end":335,"type":92},68,[337],{"type":83,"text":338,"spans":339,"direction":33},"For the engineering roles we worked Portugal and the wider European market instead of France, on the basis that Datawords already runs remotely on European time. Rui Fonseca came directly from the Remote Crew Slack. For 87seconds we searched near its Barcelona office because that is where the agency wanted the person. Everyone we placed works remotely from Portugal or Spain.",[],[],{"icon":342,"step_title":343,"description":348,"highlight":352},{},[344],{"type":36,"text":345,"spans":346,"direction":33},"4. A short shortlist, approved before anyone entered a loop.",[347],{"start":309,"end":246,"type":92},[349],{"type":83,"text":350,"spans":351,"direction":33},"The hiring manager gave a yes or a no on each profile before it went further, so nobody entered a technical stage the team had not already agreed was worth its time. Twelve interviews across four searches is the result of that filter, not of a thin pipeline.",[],[],{"icon":354,"step_title":355,"description":360,"highlight":364},{},[356],{"type":36,"text":357,"spans":358,"direction":33},"5. A technical challenge, built with them and run end to end by us.",[359],{"start":309,"end":220,"type":92},[361],{"type":83,"text":362,"spans":363,"direction":33},"For the AI role we built the challenge with Datawords and then managed it completely: briefing candidates, setting deadlines, chasing submissions and delivering them to the team, who owned the evaluation. It screened candidates and sharpened a brief that was still forming, and it stayed in their process after the hire.",[],[],{"icon":366,"step_title":367,"description":373,"highlight":377},{},[368],{"type":36,"text":369,"spans":370,"direction":33},"6. Contractor terms, and somewhere for our people to go.",[371],{"start":309,"end":372,"type":92},56,[374],{"type":83,"text":375,"spans":376,"direction":33},"Every placement was structured so Datawords could end it with the client project behind it. When that happened on the first search, we moved our engineer to another client rather than ending his work. The flexibility we sold Datawords is only sustainable because we carry the other side of it.",[],[],"lead_magnet_steps$93b535de-9a92-4e9e-ba9b-0bb94279946a","lead_magnet_steps",{"variation":381,"version":22,"items":382,"primary":383,"id":431,"slice_type":432,"slice_label":11},"blueChecks",[],{"title":384,"text":388,"bulletpoints":389,"first_bulletpoints1":390},[385],{"type":79,"text":386,"spans":387,"direction":33},"What Datawords ended up with",[],[],[],[391,396,401,406,411,416,421,426],{"bullet_point":392},[393],{"type":83,"text":394,"spans":395,"direction":33},"Four engineers across two companies in the group, covering frontend, Python and AI, AI project management, and audiovisual AI, from a single partner.",[],{"bullet_point":397},[398],{"type":83,"text":399,"spans":400,"direction":33},"Four years of hiring without a single permanent engineering contract on their books.",[],{"bullet_point":402},[403],{"type":83,"text":404,"spans":405,"direction":33},"Twelve interviews for four hires, because their teams only met candidates we had already screened.",[],{"bullet_point":407},[408],{"type":83,"text":409,"spans":410,"direction":33},"Access to the Portuguese and Spanish engineering markets for roles they were struggling to fill in France, at rates that made the argument for themselves.",[],{"bullet_point":412},[413],{"type":83,"text":414,"spans":415,"direction":33},"A first engineer sourced from our own community rather than a cold search, hired after two interviews.",[],{"bullet_point":417},[418],{"type":83,"text":419,"spans":420,"direction":33},"A technical challenge, built with their team, that both screened candidates and forced a vague AI brief to become a real one. They kept using it.",[],{"bullet_point":422},[423],{"type":83,"text":424,"spans":425,"direction":33},"An engineer at 87seconds who works by the week when a project needs him, which no permanent hire could have covered.",[],{"bullet_point":427},[428],{"type":83,"text":429,"spans":430,"direction":33},"A partner they have come back to four times as the business changed, including once by internal recommendation to another company in the group.",[],"lead_magnet_bullet_points$b7c0b4a4-49d5-4f47-97dc-e2bfb6fd7ac5","lead_magnet_bullet_points",{"variation":21,"version":22,"items":434,"primary":435,"id":451,"slice_type":452,"slice_label":11},[],{"author":436,"title":440,"authorimage":445},[437],{"type":83,"text":438,"spans":439,"direction":33},"Manuel Lourenço",[],[441],{"type":442,"text":443,"spans":444,"direction":33},"heading6","COO @ Remote Crew",[],{"dimensions":446,"alt":11,"copyright":11,"url":448,"id":449,"edit":450},{"width":447,"height":447},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$aac04a58-c5a7-469d-8f98-9b5256a16e13","signature_block_universal","Datawords case study: AI engineers on demand","How Datawords Group, a 950-person content group, hires senior AI and engineering talent for client projects without adding permanent headcount.",{},"amsjPxUAAC4ANI8O",[],"2026-11-03T17:25:46+0000",[460,776,1112],{"id":461,"uid":462,"url":11,"type":463,"href":464,"tags":465,"first_publication_date":466,"last_publication_date":466,"slugs":467,"linked_documents":469,"lang":470,"alternate_languages":471,"data":472},"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",[468],"2256-candidates-for-a-payments-platform-that-spans-49-countries",[],"en-us",[],{"company":473,"case_thumbnail":474,"publish_date":18,"slices":481,"meta_title":773,"meta_description":774,"meta_image":775},"Paymentology",{"dimensions":475,"alt":11,"copyright":11,"url":478,"id":479,"edit":480},{"width":476,"height":477},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},[482,497,522,552,575,587,676,712,753],{"variation":21,"version":22,"items":483,"primary":484,"id":496,"slice_type":40,"slice_label":11},[],{"case_study_hero":485,"case_study_title":488,"case_study_description":492},{"dimensions":486,"alt":11,"copyright":11,"url":478,"id":479,"edit":487},{"width":476,"height":477},{"x":15,"y":15,"zoom":16,"background":17},[489],{"type":30,"text":490,"spans":491,"direction":33},"2,256 candidates for a payments platform that spans 49 countries",[],[493],{"type":36,"text":494,"spans":495,"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":498,"primary":499,"id":521,"slice_type":73,"slice_label":11},[],{"items":500,"testimonial_text":519,"testimonial_author":520},[501,507,513],{"icon":502,"number":505,"label":506},{"dimensions":503,"alt":11,"copyright":11,"url":49,"id":50,"edit":504},{"width":48,"height":48},{"x":15,"y":15,"zoom":16,"background":17},"2,256","Candidates screened",{"icon":508,"number":511,"label":512},{"dimensions":509,"alt":11,"copyright":11,"url":57,"id":58,"edit":510},{"width":48,"height":48},{"x":15,"y":15,"zoom":16,"background":17},"144","Approved and put forward",{"icon":514,"number":517,"label":518},{"dimensions":515,"alt":11,"copyright":11,"url":65,"id":66,"edit":516},{"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":523,"primary":550,"id":551,"slice_type":115,"slice_label":11},[524],{"text":525,"textid":11},[526,528,530,534,538,542,546],{"type":79,"text":80,"spans":527,"direction":33},[],{"type":83,"text":84,"spans":529,"direction":33},[],{"type":87,"text":531,"spans":532,"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",[533],{"start":15,"end":91,"type":92},{"type":87,"text":535,"spans":536,"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",[537],{"start":15,"end":97,"type":92},{"type":87,"text":539,"spans":540,"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",[541],{"start":15,"end":102,"type":92},{"type":87,"text":543,"spans":544,"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",[545],{"start":15,"end":107,"type":92},{"type":87,"text":547,"spans":548,"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",[549],{"start":15,"end":112,"type":92},{},"text_content$41ead615-5560-4e8d-b2c8-2c4078db35eb",{"variation":21,"version":22,"items":553,"primary":573,"id":574,"slice_type":115,"slice_label":11},[554],{"text":555,"textid":11},[556,559,561,567,570],{"type":79,"text":557,"spans":558,"direction":33},"About Paymentology",[],{"type":83,"text":84,"spans":560,"direction":33},[],{"type":83,"text":562,"spans":563,"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.",[564],{"start":15,"end":107,"type":130,"data":565},{"link_type":132,"url":566,"target":134},"https:\u002F\u002Fwww.paymentology.com\u002Fen\u002F",{"type":83,"text":568,"spans":569,"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":571,"spans":572,"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":576,"primary":577,"id":586,"slice_type":155,"slice_label":11},[],{"title":578,"text":582},[579],{"type":83,"text":147,"spans":580,"direction":33},[581],{"start":15,"end":129,"type":92},[583],{"type":83,"text":584,"spans":585,"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":588,"primary":589,"id":675,"slice_type":293,"slice_label":11},[],{"title":590,"items":594},[591],{"type":79,"text":592,"spans":593,"direction":33},"The 4 problems we had to solve",[],[595,615,635,655],{"problem_title":596,"description":602,"highlight":606,"more_description":607,"solution":611},[597],{"type":36,"text":598,"spans":599,"direction":33},"Problem #1: \"We are merging two companies and still hiring through it.\"",[600],{"start":107,"end":601,"type":92},71,[603],{"type":83,"text":604,"spans":605,"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.",[],[],[608],{"type":83,"text":179,"spans":609,"direction":33},[610],{"start":15,"end":182,"type":92},[612],{"type":83,"text":613,"spans":614,"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":616,"description":622,"highlight":626,"more_description":627,"solution":631},[617],{"type":36,"text":618,"spans":619,"direction":33},"Problem #2: \"Almost everyone gets rejected, and we need to know why.\"",[620],{"start":107,"end":621,"type":92},69,[623],{"type":83,"text":624,"spans":625,"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\".",[],[],[628],{"type":83,"text":179,"spans":629,"direction":33},[630],{"start":15,"end":182,"type":92},[632],{"type":83,"text":633,"spans":634,"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":636,"description":642,"highlight":646,"more_description":647,"solution":651},[637],{"type":36,"text":638,"spans":639,"direction":33},"Problem #3: \"Inbound and outbound do not behave the same way.\"",[640],{"start":107,"end":641,"type":92},62,[643],{"type":83,"text":644,"spans":645,"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.",[],[],[648],{"type":83,"text":179,"spans":649,"direction":33},[650],{"start":15,"end":182,"type":92},[652],{"type":83,"text":653,"spans":654,"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":656,"description":662,"highlight":666,"more_description":667,"solution":671},[657],{"type":36,"text":658,"spans":659,"direction":33},"Problem #4: \"Our process is six stages long and candidates are dropping out of it.\"",[660],{"start":107,"end":661,"type":92},83,[663],{"type":83,"text":664,"spans":665,"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.",[],[],[668],{"type":83,"text":179,"spans":669,"direction":33},[670],{"start":15,"end":182,"type":92},[672],{"type":83,"text":673,"spans":674,"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":677,"primary":710,"id":711,"slice_type":115,"slice_label":11},[678],{"text":679,"textid":11},[680,682,684,690,695,700,705],{"type":79,"text":299,"spans":681,"direction":33},[],{"type":83,"text":84,"spans":683,"direction":33},[],{"type":685,"text":686,"spans":687,"direction":33},"o-list-item","A recruiter inside their talent team. RPO, not agency. One of ours embedded for around two years.\n\n",[688],{"start":15,"end":689,"type":92},37,{"type":685,"text":691,"spans":692,"direction":33},"A written intake per role. Backend and software engineers, support engineers, QA, DevOps.\n\n",[693],{"start":15,"end":694,"type":92},26,{"type":685,"text":696,"spans":697,"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",[698],{"start":15,"end":699,"type":92},38,{"type":685,"text":701,"spans":702,"direction":33},"Every candidate tracked stage by stage. Dates at each step, days between steps, rejection reason and rejecting party.\n\n",[703],{"start":15,"end":704,"type":92},39,{"type":685,"text":706,"spans":707,"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",[708],{"start":15,"end":709,"type":92},43,{},"text_content$930a8515-f427-49c6-8fe1-43986a4a1fc2",{"variation":381,"version":22,"items":713,"primary":714,"id":752,"slice_type":432,"slice_label":11},[],{"title":715,"text":719,"bulletpoints":720,"first_bulletpoints1":721},[716],{"type":79,"text":717,"spans":718,"direction":33},"What Paymentology ended up with",[],[],[],[722,727,732,737,742,747],{"bullet_point":723},[724],{"type":83,"text":725,"spans":726,"direction":33},"Engineering hiring that continued through a merger instead of pausing for it.",[],{"bullet_point":728},[729],{"type":83,"text":730,"spans":731,"direction":33},"2,256 candidates screened so that their engineers only met the 144 worth meeting.",[],{"bullet_point":733},[734],{"type":83,"text":735,"spans":736,"direction":33},"Around seven or eight hires in the first year, across backend, support, QA and DevOps.",[],{"bullet_point":738},[739],{"type":83,"text":740,"spans":741,"direction":33},"A rejection log with reasons and owners, which is what makes a hiring-manager conversation evidence-based rather than anecdotal.",[],{"bullet_point":743},[744],{"type":83,"text":745,"spans":746,"direction":33},"Separate conversion data for inbound and outbound, and therefore a defensible answer to where recruiter time should go.",[],{"bullet_point":748},[749],{"type":83,"text":750,"spans":751,"direction":33},"Measured time-in-stage across a six-step process, including the eighteen-day gap nobody had noticed.",[],"lead_magnet_bullet_points$9e5b19bd-10d8-4034-ae09-514af6c99c80",{"variation":21,"version":22,"items":754,"primary":755,"id":772,"slice_type":452,"slice_label":11},[],{"author":756,"title":760,"authorimage":764},[757],{"type":83,"text":758,"spans":759,"direction":33},"Miguel Marques",[],[761],{"type":442,"text":762,"spans":763,"direction":33},"Remote Crew",[],{"dimensions":765,"alt":768,"copyright":11,"url":769,"id":770,"edit":771},{"width":766,"height":767},1000,935,"white man smiling with gray tshirt","https:\u002F\u002Fimages.prismic.io\u002Fremotecrew-website\u002FZ-FuIndAxsiBv0F4_author_miguel.png?auto=format,compress","Z-FuIndAxsiBv0F4",{"x":15,"y":15,"zoom":16,"background":17},"signature_block_universal$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":777,"uid":778,"url":11,"type":463,"href":779,"tags":780,"first_publication_date":466,"last_publication_date":781,"slugs":782,"linked_documents":784,"lang":470,"alternate_languages":785,"data":786},"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",[783],"clever-advertisings-recruitment-partner-in-portugal-for-two-and-a-half-years",[],[],{"company":787,"case_thumbnail":788,"publish_date":18,"slices":795,"meta_title":1109,"meta_description":1110,"meta_image":1111},"Clever Advertising",{"dimensions":789,"alt":11,"copyright":11,"url":792,"id":793,"edit":794},{"width":790,"height":791},678,452,"https:\u002F\u002Fimages.prismic.io\u002Fremotecrew-website\u002F2LgLL2x7JwPOHLGX_clever.jpeg?auto=format,compress","2LgLL2x7JwPOHLGX",{"x":15,"y":15,"zoom":16,"background":17},[796,811,836,866,890,902,989,1027,1044,1051,1092],{"variation":21,"version":22,"items":797,"primary":798,"id":810,"slice_type":40,"slice_label":11},[],{"case_study_hero":799,"case_study_title":802,"case_study_description":806},{"dimensions":800,"alt":11,"copyright":11,"url":792,"id":793,"edit":801},{"width":790,"height":791},{"x":15,"y":15,"zoom":16,"background":17},[803],{"type":30,"text":804,"spans":805,"direction":33},"Clever Advertising's recruitment partner in Portugal for two and a half years",[],[807],{"type":36,"text":808,"spans":809,"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":812,"primary":813,"id":835,"slice_type":73,"slice_label":11},[],{"items":814,"testimonial_text":833,"testimonial_author":834},[815,821,827],{"icon":816,"number":819,"label":820},{"dimensions":817,"alt":11,"copyright":11,"url":49,"id":50,"edit":818},{"width":48,"height":48},{"x":15,"y":15,"zoom":16,"background":17},"3","Of our four engagement models, used by one client",{"icon":822,"number":825,"label":826},{"dimensions":823,"alt":11,"copyright":11,"url":57,"id":58,"edit":824},{"width":48,"height":48},{"x":15,"y":15,"zoom":16,"background":17},"76","Screening interviews we ran",{"icon":828,"number":831,"label":832},{"dimensions":829,"alt":11,"copyright":11,"url":65,"id":66,"edit":830},{"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":837,"primary":864,"id":865,"slice_type":115,"slice_label":11},[838],{"text":839,"textid":11},[840,842,844,848,852,856,860],{"type":79,"text":80,"spans":841,"direction":33},[],{"type":83,"text":84,"spans":843,"direction":33},[],{"type":87,"text":845,"spans":846,"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",[847],{"start":15,"end":91,"type":92},{"type":87,"text":849,"spans":850,"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",[851],{"start":15,"end":97,"type":92},{"type":87,"text":853,"spans":854,"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",[855],{"start":15,"end":102,"type":92},{"type":87,"text":857,"spans":858,"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",[859],{"start":15,"end":107,"type":92},{"type":87,"text":861,"spans":862,"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",[863],{"start":15,"end":112,"type":92},{},"text_content$016fd9db-74a5-420f-93d3-1cfd6dbcdf8e",{"variation":21,"version":22,"items":867,"primary":888,"id":889,"slice_type":115,"slice_label":11},[868],{"text":869,"textid":11},[870,873,875,882,885],{"type":79,"text":871,"spans":872,"direction":33},"About Clever Advertising",[],{"type":83,"text":84,"spans":874,"direction":33},[],{"type":83,"text":876,"spans":877,"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.",[878],{"start":15,"end":879,"type":130,"data":880},18,{"link_type":132,"url":881,"target":134},"https:\u002F\u002Fcleveradvertising.com\u002F",{"type":83,"text":883,"spans":884,"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":886,"spans":887,"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":891,"primary":892,"id":901,"slice_type":155,"slice_label":11},[],{"title":893,"text":897},[894],{"type":83,"text":147,"spans":895,"direction":33},[896],{"start":15,"end":129,"type":92},[898],{"type":83,"text":899,"spans":900,"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":903,"primary":904,"id":988,"slice_type":293,"slice_label":11},[],{"title":905,"items":908},[906],{"type":79,"text":592,"spans":907,"direction":33},[],[909,929,949,968],{"problem_title":910,"description":916,"highlight":920,"more_description":921,"solution":925},[911],{"type":36,"text":912,"spans":913,"direction":33},"Problem #1: “We do not have a recruitment partner in Portugal we can rely on.”",[914],{"start":107,"end":915,"type":92},78,[917],{"type":83,"text":918,"spans":919,"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.",[],[],[922],{"type":83,"text":179,"spans":923,"direction":33},[924],{"start":15,"end":182,"type":92},[926],{"type":83,"text":927,"spans":928,"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":930,"description":936,"highlight":940,"more_description":941,"solution":945},[931],{"type":36,"text":932,"spans":933,"direction":33},"Problem #2: “When we need someone, we needed them last week.”",[934],{"start":107,"end":935,"type":92},61,[937],{"type":83,"text":938,"spans":939,"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.",[],[],[942],{"type":83,"text":179,"spans":943,"direction":33},[944],{"start":15,"end":182,"type":92},[946],{"type":83,"text":947,"spans":948,"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":950,"description":955,"highlight":959,"more_description":960,"solution":964},[951],{"type":36,"text":952,"spans":953,"direction":33},"Problem #3: “We want the people, but not all of them on our payroll.”",[954],{"start":107,"end":621,"type":92},[956],{"type":83,"text":957,"spans":958,"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.",[],[],[961],{"type":83,"text":179,"spans":962,"direction":33},[963],{"start":15,"end":182,"type":92},[965],{"type":83,"text":966,"spans":967,"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":969,"description":975,"highlight":979,"more_description":980,"solution":984},[970],{"type":36,"text":971,"spans":972,"direction":33},"Problem #4: “We found these people ourselves, and we still do not want them on our payroll.”",[973],{"start":107,"end":974,"type":92},92,[976],{"type":83,"text":977,"spans":978,"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.",[],[],[981],{"type":83,"text":179,"spans":982,"direction":33},[983],{"start":15,"end":182,"type":92},[985],{"type":83,"text":986,"spans":987,"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":990,"primary":1025,"id":1026,"slice_type":115,"slice_label":11},[991],{"text":992,"textid":11},[993,995,997,1001,1006,1011,1016,1021],{"type":79,"text":299,"spans":994,"direction":33},[],{"type":83,"text":84,"spans":996,"direction":33},[],{"type":685,"text":998,"spans":999,"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",[1000],{"start":15,"end":709,"type":92},{"type":685,"text":1002,"spans":1003,"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",[1004],{"start":15,"end":1005,"type":92},34,{"type":685,"text":1007,"spans":1008,"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",[1009],{"start":15,"end":1010,"type":92},40,{"type":685,"text":1012,"spans":1013,"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",[1014],{"start":15,"end":1015,"type":92},48,{"type":685,"text":1017,"spans":1018,"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",[1019],{"start":15,"end":1020,"type":92},36,{"type":685,"text":1022,"spans":1023,"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",[1024],{"start":15,"end":699,"type":92},{},"text_content$faa1ebb6-9024-4d2d-95f0-ca1820932d9f",{"variation":21,"version":22,"items":1028,"primary":1042,"id":1043,"slice_type":115,"slice_label":11},[1029],{"text":1030,"textid":11},[1031,1034,1036,1039],{"type":79,"text":1032,"spans":1033,"direction":33},"Everything behind the placements",[],{"type":83,"text":84,"spans":1035,"direction":33},[],{"type":83,"text":1037,"spans":1038,"direction":33},"Most agencies show you placements. This is the work underneath them, split by role.",[],{"type":83,"text":1040,"spans":1041,"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":1045,"primary":1046,"id":1049,"slice_type":1050,"slice_label":11},[],{"image":1047,"caption":1048},{},[],"image$64caa88a-7b57-4467-9273-d8391f238a29","image",{"variation":381,"version":22,"items":1052,"primary":1053,"id":1091,"slice_type":432,"slice_label":11},[],{"title":1054,"text":1058,"bulletpoints":1059,"first_bulletpoints1":1060},[1055],{"type":79,"text":1056,"spans":1057,"direction":33},"What Clever Advertising ended up with",[],[],[],[1061,1066,1071,1076,1081,1086],{"bullet_point":1062},[1063],{"type":83,"text":1064,"spans":1065,"direction":33},"One point of contact for recruitment in Portugal, for two and a half years.",[],{"bullet_point":1067},[1068],{"type":83,"text":1069,"spans":1070,"direction":33},"Hires across project management, RPA, data engineering, identity access management, Golang and IT support.",[],{"bullet_point":1072},[1073],{"type":83,"text":1074,"spans":1075,"direction":33},"A two-step hiring process, because the technical screening happens before they see anyone.",[],{"bullet_point":1077},[1078],{"type":83,"text":1079,"spans":1080,"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":1082},[1083],{"type":83,"text":1084,"spans":1085,"direction":33},"Around half their placements off their own payroll, with the fixed cost that implies removed.",[],{"bullet_point":1087},[1088],{"type":83,"text":1089,"spans":1090,"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":1093,"primary":1094,"id":1108,"slice_type":452,"slice_label":11},[],{"author":1095,"title":1099,"authorimage":1103},[1096],{"type":83,"text":1097,"spans":1098,"direction":33},"André Silva",[],[1100],{"type":442,"text":1101,"spans":1102,"direction":33},"Tech Recruiter @ Remote Crew",[],{"dimensions":1104,"alt":11,"copyright":11,"url":1105,"id":1106,"edit":1107},{"width":447,"height":447},"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":1113,"uid":1114,"url":11,"type":463,"href":1115,"tags":1116,"first_publication_date":1117,"last_publication_date":1118,"slugs":1119,"linked_documents":1121,"lang":470,"alternate_languages":1122,"data":1123},"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",[1120],"how-we-helped-upsellguru-hire-engineers-in-portugal",[],[],{"company":1124,"case_thumbnail":1125,"publish_date":11,"slices":1132,"meta_title":1368,"meta_description":1369,"meta_image":1370},"UpsellGuru",{"dimensions":1126,"alt":11,"copyright":11,"url":1129,"id":1130,"edit":1131},{"width":1127,"height":1128},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},[1133,1146,1171,1193,1223,1240,1252,1300,1333,1354],{"variation":21,"version":22,"items":1134,"primary":1135,"id":1145,"slice_type":40,"slice_label":11},[],{"case_study_hero":1136,"case_study_title":1137,"case_study_description":1141},{},[1138],{"type":30,"text":1139,"spans":1140,"direction":33},"How we helped UpsellGuru hire engineers in Portugal",[],[1142],{"type":36,"text":1143,"spans":1144,"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$9f132e80-d05e-45ce-960c-a449c462a4e5",{"variation":21,"version":22,"items":1147,"primary":1148,"id":1170,"slice_type":73,"slice_label":11},[],{"items":1149,"testimonial_text":1168,"testimonial_author":1169},[1150,1156,1162],{"icon":1151,"number":1154,"label":1155},{"dimensions":1152,"alt":11,"copyright":11,"url":49,"id":50,"edit":1153},{"width":48,"height":48},{"x":15,"y":15,"zoom":16,"background":17},"6","Engineers hired in 15 months",{"icon":1157,"number":1160,"label":1161},{"dimensions":1158,"alt":11,"copyright":11,"url":57,"id":58,"edit":1159},{"width":48,"height":48},{"x":15,"y":15,"zoom":16,"background":17},"\u003C10","People when we started",{"icon":1163,"number":1166,"label":1167},{"dimensions":1164,"alt":11,"copyright":11,"url":65,"id":66,"edit":1165},{"width":48,"height":48},{"x":15,"y":15,"zoom":16,"background":17},"2x","Company size since then",[],[],"lead_magnet_stats_card$fc90b382-9bed-483e-9edd-d34ef5f1f980",{"variation":21,"version":22,"items":1172,"primary":1173,"id":1191,"slice_type":1192,"slice_label":11},[],{"rating":1174,"opinion":1175,"client_photo":1179,"client_name":1186,"client_position":1187,"review_link":1188},5,[1176],{"type":83,"text":1177,"spans":1178,"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":1180,"alt":1182,"copyright":11,"url":1183,"id":1184,"edit":1185},{"width":1181,"height":1181},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":1189,"url":1190},"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":1194,"primary":1221,"id":1222,"slice_type":115,"slice_label":11},[1195],{"text":1196,"textid":11},[1197,1199,1201,1205,1209,1213,1217],{"type":79,"text":80,"spans":1198,"direction":33},[],{"type":83,"text":84,"spans":1200,"direction":33},[],{"type":87,"text":1202,"spans":1203,"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",[1204],{"start":15,"end":91,"type":92},{"type":87,"text":1206,"spans":1207,"direction":33},"What they needed. More engineers to keep up with demand and build the product.\n",[1208],{"start":15,"end":97,"type":92},{"type":87,"text":1210,"spans":1211,"direction":33},"Why it was hard. Their network was in Germany, where they competed with large local companies for the same people.\n",[1212],{"start":15,"end":102,"type":92},{"type":87,"text":1214,"spans":1215,"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",[1216],{"start":15,"end":107,"type":92},{"type":87,"text":1218,"spans":1219,"direction":33},"What happened. UpsellGuru is now twice the size, with six engineers hired through us in 15 months.\n",[1220],{"start":15,"end":112,"type":92},{},"text_content$68fa0912-d602-4888-8697-223d855154b0",{"variation":21,"version":22,"items":1224,"primary":1238,"id":1239,"slice_type":115,"slice_label":11},[1225],{"text":1226,"textid":11},[1227,1230,1232,1235],{"type":79,"text":1228,"spans":1229,"direction":33},"About UpsellGuru",[],{"type":83,"text":84,"spans":1231,"direction":33},[],{"type":83,"text":1233,"spans":1234,"direction":33},"UpsellGuru is a SaaS platform that helps hotels upsell services and optimize the guest experience. The company is based in Germany and had a relatively small team when they started working with Remote Crew (under 10 people).",[],{"type":83,"text":1236,"spans":1237,"direction":33},"The business was growing and doing relatively well, but it needed more engineers to keep up with demand and build the features its product required.",[],{},"text_content$b3fc3e69-15ac-440f-a7b1-8c42b6f32d04",{"variation":21,"version":22,"items":1241,"primary":1242,"id":1251,"slice_type":155,"slice_label":11},[],{"title":1243,"text":1247},[1244],{"type":83,"text":147,"spans":1245,"direction":33},[1246],{"start":15,"end":129,"type":92},[1248],{"type":83,"text":1249,"spans":1250,"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":1253,"primary":1254,"id":1299,"slice_type":293,"slice_label":11},[],{"title":1255,"items":1259},[1256],{"type":79,"text":1257,"spans":1258,"direction":33},"The 2 problems we had to solve",[],[1260,1279],{"problem_title":1261,"description":1266,"highlight":1270,"more_description":1271,"solution":1275},[1262],{"type":36,"text":1263,"spans":1264,"direction":33},"Problem #1: \"Our network is in Germany.\"",[1265],{"start":107,"end":1010,"type":92},[1267],{"type":83,"text":1268,"spans":1269,"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.",[],[],[1272],{"type":83,"text":179,"spans":1273,"direction":33},[1274],{"start":15,"end":182,"type":92},[1276],{"type":83,"text":1277,"spans":1278,"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":1280,"description":1286,"highlight":1290,"more_description":1291,"solution":1295},[1281],{"type":36,"text":1282,"spans":1283,"direction":33},"Problem #2: \"We need to employ them locally.\"",[1284],{"start":107,"end":1285,"type":92},45,[1287],{"type":83,"text":1288,"spans":1289,"direction":33},"Finding the engineers was only half the problem. UpsellGuru also needed a way to employ them where they lived.",[],[],[1292],{"type":83,"text":179,"spans":1293,"direction":33},[1294],{"start":15,"end":182,"type":92},[1296],{"type":83,"text":1297,"spans":1298,"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":1301,"primary":1331,"id":1332,"slice_type":115,"slice_label":11},[1302],{"text":1303,"textid":11},[1304,1306,1308,1313,1317,1321,1326],{"type":79,"text":299,"spans":1305,"direction":33},[],{"type":83,"text":84,"spans":1307,"direction":33},[],{"type":685,"text":1309,"spans":1310,"direction":33},"The Role Intake Document. To understand properly what the team was looking for.\n",[1311],{"start":15,"end":1312,"type":92},25,{"type":685,"text":1314,"spans":1315,"direction":33},"Community, job board, local channels and outreach. Published in our channels and sent directly to qualified engineers in our network.\n",[1316],{"start":15,"end":322,"type":92},{"type":685,"text":1318,"spans":1319,"direction":33},"Detailed interview notes. A quick headline summary per candidate, plus a fuller breakdown of experience and technical level.\n",[1320],{"start":15,"end":1312,"type":92},{"type":685,"text":1322,"spans":1323,"direction":33},"Batches, not a firehose. UpsellGuru interviewed the candidates we shared and picked the ones they liked most in each batch.\n",[1324],{"start":15,"end":1325,"type":92},24,{"type":685,"text":1327,"spans":1328,"direction":33},"Offers and our payroll. We made the offers and employed the engineers they chose.\n",[1329],{"start":15,"end":1330,"type":92},23,{},"text_content$84ffa404-5d1c-4c26-a645-ae51f22aa871",{"variation":381,"version":22,"items":1334,"primary":1335,"id":1353,"slice_type":432,"slice_label":11},[],{"title":1336,"text":1340,"bulletpoints":1341,"first_bulletpoints1":1342},[1337],{"type":79,"text":1338,"spans":1339,"direction":33},"What UpsellGuru ended up with",[],[],[],[1343,1348],{"bullet_point":1344},[1345],{"type":83,"text":1346,"spans":1347,"direction":33},"A company twice the size of when we started.",[],{"bullet_point":1349},[1350],{"type":83,"text":1351,"spans":1352,"direction":33},"Six engineers in Portugal hired in 15 months, employed through our payroll without a local entity.",[],"lead_magnet_bullet_points$11172de1-c44f-41ca-80a1-a44c13a3bc5d",{"variation":21,"version":22,"items":1355,"primary":1356,"id":1367,"slice_type":452,"slice_label":11},[],{"author":1357,"title":1360,"authorimage":1364},[1358],{"type":83,"text":758,"spans":1359,"direction":33},[],[1361],{"type":442,"text":1362,"spans":1363,"direction":33},"Founder @ Remote Crew",[],{"dimensions":1365,"alt":768,"copyright":11,"url":769,"id":770,"edit":1366},{"width":766,"height":767},{"x":15,"y":15,"zoom":16,"background":17},"signature_block_universal$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":1371,"alt":1374,"copyright":11,"url":1375,"id":1130,"edit":1376},{"width":1372,"height":1373},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},1793788151538]