DNA325

DNA325 is a tech recruitment agency with 9+ years on the market. We work with product companies, startups, and tech-driven businesses across the US and Europe, helping them hire mid-to-senior specialists and executives from Europe.

We’re not a high-volume agency. Our focus is on quality of hires and long-term matches, not on sending as many CVs as possible.

🔹 What we do

We provide full-cycle recruitment, RPO, and talent market research for international clients. Most of our work involves cross-border hiring — helping companies build teams in different European countries while staying aligned with local markets and expectations.

🔹 How we work

Our process is structured and fairly straightforward:

— Recruiters own the full hiring cycle: from sourcing to offer stage
— Screening is not optional — we expect proper qualification calls, not just CV forwarding
— Every candidate is evaluated using structured scorecards and role-specific questions
— We combine manual expertise with automation (AI tools for scheduling, note-taking, reporting), but decision-making stays human

Speed matters — we usually deliver first profiles within a few days. But we don’t sacrifice quality for speed. If the market is complex, we go deeper instead of faster.

🔹 What kind of work to expect

Most of our roles are mid-level to senior, often hard-to-fill:

— AI/ML engineers, DevOps, senior backend/frontend developers
— Product and engineering leadership roles
— Niche or emerging profiles where sourcing is not straightforward

We work across industries like SaaS, fintech, gaming, IT services, and product companies. Many clients are scaling teams or entering new markets, so roles often require a more thoughtful approach than standard hiring.

🔹 How recruiters operate here

Recruiters at DNA325 are expected to be independent and structured in their work:

— You manage your pipeline and communication with candidates
— You run screening calls and make your own assessment
— You interact with clients as a partner, not just a supplier

There is no heavy bureaucracy or micromanagement, but also no “just source and pass” model. Ownership is real — and so is responsibility for the result.

🔹 What makes this environment different

— Focus on quality over quantity
— Real ownership of the hiring process
— Direct exposure to international clients
— Cross-border hiring cases (not limited to one market)
— Structured approach to evaluation, not intuition-based hiring

🔹 This environment works best for recruiters who:

— Can independently run full-cycle recruitment
— Are comfortable with structured interviews and candidate assessment
— Think analytically and work in a systematic way
— Prefer fewer, more complex roles over high-volume pipelines