There is a joke in the IT field: "Finding the perfect candidate is like catching a unicorn." A lot of requirements, a high entry threshold, competition for talent and at the same time a limited startup budget are a typical reality of companies at the start.

But there is good news: successful HR in IT today is not only about "finding and hiring", but about a systematic approach to team formation.

1. From search to cultivation

Many startups spend months searching for Middle/Senior specialists, but at the same time underestimate the potential of juniors. In conditions of a shortage of personnel, it is more profitable to integrate into the processes of adaptation and mentoring programs for rapid growth of specialists within the company. Tip: Create a roadmap for employee development for 3-6 months and assign them a mentor.

2. HR as a partner, not a "decorator"

In a startup, HR must be involved in the product agenda. Understanding business goals and technical challenges allows HR to select people more accurately, and the team to adapt faster. Example: HR's involvement in release planning helps predict peak workloads and look for specialists in advance.

3. Culture - compensation

Yes, the IT market in Kazakhstan and the CIS is becoming more competitive in terms of salaries. But culture and flexibility remain important factors in choosing a company. Transparent processes, respect for personal time, regular feedback and the ability to influence the product are the keys to retaining people.

4. Use the Astana Hub community

As residents, we have a unique advantage — access to a community of founders, developers, and experts. 

Conclusion: in IT, the winners are not those who poach specialists the fastest, but those who build an ecosystem of growth within the company. You don't have to look for unicorns — you can grow them.