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Hi! I'm Liza Uspenskaya, HR Director. I'm looking for a recruiter for the Pragmatica team.
Right now, I'm looking for a recruiter who will help us strengthen our teams with talented specialists and build a high-quality, predictable hiring process – from finding the right person to their onboarding.
The key task is not just to fill incoming vacancies, but to independently find strong specialists, understand the market, build a talent base around Pragmatica, and maintain long-term contact with them.
Who you'll be hiring: graphic, product, and web designers, 3D/CGI, motion, illustrators, and other creative professionals.
You will work at the intersection of creative, business, and HR, in close collaboration with HRBPs and unit design leaders.
Pragmatica is a design team with strong managers. We create digital design for products and corporations, working with VK, Yandex, Sber, Alfa, and others. We are 100+ specialists, with a warm environment and a culture of initiative. We love functional design, experiments, and impactful projects. In parallel, we move the industry forward: we conduct research, teach how to create beautiful UI, and educate the market on our approach. If you want to grow in a strong environment and work with people who are passionate about design – join us.
And here's a list of the company's projects: Pragmatica | Wonderpeek | Большая Практика | B2B Collective | Учебник Look&Feel | Mindset | 5heads
You understand how the designer market works and where to find strong specialists. You know Behance, Dribbble, Arena, LinkedIn, Telegram communities, design teams, and other places where creative specialists hang out.
You can find the right people independently, without waiting for applications. You use various search channels, know how to write personalized messages, and build rapport with candidates. You try/use AI for sourcing.
You can do a high-level assessment of a portfolio and determine if a specialist matches the task. You don't have to be a designer, but it's important to be able to see the relevance of experience and ask the right questions.
You are interested in understanding why a person changes jobs, what motivates them, what projects they are interested in, and why they might be a good fit for a specific task.
You don't just work on gut feeling; you look at the funnel: how many people were found, how many responded, how many reached the interview and offer stage, where candidates drop off. If you see a bottleneck, you look for ways to fix it.
If a usual search method doesn't work, you try a new one. If you see an interesting specialist who isn't actively looking for a job, you reach out and start building a relationship in advance.
You can keep many details in mind: position requirements, project specifics, candidate motivation, deadlines, work format, and team agreements. You don't lose details between hiring stages.
It's important to me that my future colleague isn't just a vacancy filler, but someone who is passionate about finding people: searching for unexpected sources, making connections, building relationships, understanding motivations, and identifying specialists who can truly strengthen the team!
Attention to detail, independence, and responsibility for the process are also very important: if a candidate enters your funnel, you understand what's happening with them, what the next step is, and who is responsible for it.
Here, a recruiter is not just someone who fills a current vacancy.
Your task is to systematically build a community of strong specialists around Pragmatica so that when a project arises, we already have a pool of relevant people.
You will work closely with HRBPs, Design Leads, and Unit Heads.
It's important to go beyond just getting a request like "we need a designer" and to understand:
If you see that the vacancy profile doesn't match the market, don't hesitate to say so and propose an alternative.
We want to gradually remove routine from recruitment and use AI where it genuinely helps.
It would be great if you are interested in:
You don't need to be an AI expert, but a willingness to try and improve processes is important.
Results-oriented work – without formalities and bureaucracy. We use tables and documents only as tools for agreement and planning.
We are growing as a company and support team growth – we find mentors, share knowledge, pay for courses, and help you develop.
Constant novelty – projects from different fields, formats, and tasks.
Format – remote work, full-time. We have a co-working space in Moscow, a co-working space in St. Petersburg, and an office in Yekaterinburg; you can come in if you wish.
Probationary period – 3 months.
Salary (net): up to 130,000 RUB net during the probationary period, up to 150,000 RUB net after its completion. Final amounts are discussed after the interview and depend on experience.
To apply, please fill out the form.
Pragmatica
Russia17 hours ago
up to 150,000 RUB
per month
Work Format
Remote
Employment
Full-time
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