👋 Hello! I'm Liza Uspenskaya, HR Director. I'm looking for a Recruitment Lead for the Pragmatica team.

I am currently looking for a Recruitment Lead who will help us systematize and make the hiring pipeline more transparent, strengthen the current recruitment team, and build a more effective process for working with candidates: from the first contact to the person joining the company.

The key task: to see the entire hiring process as a manageable system. To understand where candidates are lost, which stages can be accelerated and automated, how to improve the quality of work of recruiters and hiring managers, and what tools can relieve the team of routine operational load. This includes continuing to hire for the team yourself.

About Us

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 have 100+ specialists, a warm environment, and a culture of initiative. We love functional design, experiments, and notable projects. In parallel, we are moving the industry forward: conducting research, teaching how to create beautiful UI, and educating the market on our approach. If you want to grow in a strong environment and work with people who love design – join us.

And here is a list of the company's projects: Pragmatica | Wonderpeek | Большая Практика | B2B Collective | Учебник Look&Feel | Mindset | 5heads

Who We Are Looking For

You are a Recruitment Lead. You know how to turn hiring into a clear and manageable system: build a transparent pipeline, find growth points, and strengthen the recruitment team. You can combine a strategic view with operational immersion, build processes, work with metrics, and improve candidate experience. Plus, you are interested in using AI and automation to eliminate routine and make recruiting faster, more effective, and higher quality. Experience working in design/creative/digital teams will be a significant advantage. Experience in recruiting designers specifically (product, communication, CG, AI, etc.). We consider all candidates geographically, but being in Moscow or St. Petersburg will be a big plus.

We Expect You To

We are looking for someone who can take leadership over recruitment as a system: build a transparent pipeline, strengthen the team, increase hiring predictability, and at the same time continue to close key positions independently.

It is important for us that the lead not only manages the process but also is a hands-on recruiter: participates in sourcing, conducts interviews, calibrates profiles, and closes difficult vacancies.

Main Tasks

1. Build a Transparent Hiring Pipeline

• Describe and implement a unified hiring process from request to candidate onboarding (it's already described, take a look at it).
• Review the current process and set up internal and commercial hiring processes for project teams.
• Make stages, statuses, areas of responsibility, and decision points clear.
• Organize Huntflow: eliminate stalled candidates, work duplication, and candidate loss between stages.
• Set up SLAs for key stages and regular funnel reviews.
• Implement a clear analytics system: conversions, hiring speed, sources, recruiter workload, reasons for rejection.

2. Strengthen the Recruitment Team

• Define roles and responsibilities of recruiters.
• Build a system for setting goals and evaluating performance.
• Regularly review vacancies and funnels with the team.
• Assist recruiters in complex cases and develop their expertise.
• Establish unified standards for working with candidates and hiring managers.
• If necessary, participate in hiring and onboarding new recruiters.

3. Independently Close Key Vacancies

• Manage the full hiring cycle for complex and priority positions.
• Independently source and evaluate candidates.
• Conduct interviews and participate in decision-making.
• Work with hiring managers and help them form a strong candidate profile.
• Be hands-on where the team needs additional expertise or speed.

4. Build Partnerships with the Business

• Work with hiring managers and unit leaders as internal clients.
• Help translate business needs into clear hiring tasks.
• Calibrate expectations regarding profiles, timelines, and the market.
• Proactively highlight risks on vacancies and propose solutions.
• For commercial hiring – synchronize with the business on demand forecasts and proactively form a pipeline of specialists for project teams.

5. Develop AI and Automation in Recruitment

• Identify routine operations that can be removed from recruiters' workload.
• Automate sourcing, screening, database work, deduplication, communications, and pipeline control.
• Use AI agents where they can speed up the process without loss of quality.
• Gradually transform recruiting from a set of manual operations into a manageable and technological system.

6. Manage Hiring Quality

• Monitor not only the number of closed vacancies but also the quality of candidates and the process.
• Analyze the reasons for rejections and drop-offs at various stages.
• Improve candidate experience.
• Establish feedback from hiring managers and use it to improve the process.

Main Result of the Role

After some time, recruiting should work as a predictable system where it is clear:

what we are hiring → why → who is responsible → where the candidate is → what happens next → who makes the decision → why the candidate was hired or rejected.

At the same time, the lead remains not only a process manager but also a strong practicing recruiter who can close complex positions themselves and set the standard for the team.

Team

You will work in conjunction with HRBP, unit leaders, and recruiters – with feedback, support, and the opportunity to learn from real tasks.

You will also interact closely with the HRD – joint discussions of ideas, solutions, and studio communications.

Conditions

Results-oriented work – without formalities and bureaucracy. We use spreadsheets and documents only as a tool for agreement and planning.

We are growing as a company and support team growth – we look for mentors, share knowledge, pay for courses, and help develop.

Constant novelty – projects from different fields, formats, and tasks.

Format – remote work, full-time. There is a coworking space in Moscow, a coworking space in St. Petersburg, and an office in Yekaterinburg; you can come in voluntarily.

Probationary period – 3 months

Salary net: for the probationary period up to 150,000 rubles net, after passing the probationary period up to 170,000 rubles net. Ready to discuss expectations with each candidate depending on experience.

How to Apply

To apply, fill out the form.