Основными обязанностями личного ассистента являются:
/01 Организация времени: планирование и координация ежедневных задач и встреч управление электронной почтой, календарем и системами управления задачами
/02 Организация досуга: бронирование билетов и гостиниц, помощь с организацией мероприятий, поиск подарков
/03 Доставка: организация транспорта и доставка на работу, в магазин и к другим местам, доставка цветов
/04 Бытовые поручения: организация работы домашнего персонала и служб
СМОТРЕТЬ ОБЯЗАННОСТИ
Основными обязанностями бизнес-ассистента являются:
/01 Организация рабочего расписания руководителя, контроль за выполнением задач в срок
/02 Подготовка документации (например, отчетов, презентаций, корреспонденции), в том числе на английском языке
/03 Организация деловых встреч и переговоров, в том числе с участниками из других стран, и подготовку необходимых материалов (рефератов, справок, презентаций)
/04 Контроль за бухгалтерской документацией
/05 Координация мероприятий внутри компании и наружу, в том числе сотрудничество с партнерами и клиентами
/06 Помощь в управлении проектами
СМОТРЕТЬ ОБЯЗАННОСТИ
Основные обязанности:
/01 Включает все обязанности личного и бизнес-ассистентов
/02 Дополнительные обязанности обговариваются индивидуально, укажите их в заявке через форму подбора
/03 Бытовые поручения: организация работы домашнего персонала и служб
/04 Бытовые поручения: организация работы домашнего персонала и служб
Analytics and research
/01 Blockchain Analyst /02 Research Scientist /03 Security Analyst /04 Data Scientist /05 Market Research Analyst /06 Data Engineer /07 Crypto Analyst /08 Research Manager
Marketing and community
/01 Chief Marketing Officer /02 Community Manager /03 Growth Marketer /04 Social Media Manager /05 Brand Manager /06 PR Manager /07 Influencer Marketing Manager
This way, we get an accurate candidate profile with a description of the employee's responsibilities and personal qualities.
/02 Conducting market research
We assess whether there are suitable candidates in the market, their salary expectations, and other conditions.
/03 Signing the contract
The contract outlines the interaction process, candidate profile, work conditions, service costs, and replacement guarantee.
/04 You get only top candidates
We leverage years of experience in Web3 to find the best specialists in the market. Only interested and vetted candidates are forwarded.
/05 Aid in getting the candidate on board faster
Should it be necessary, we support you in getting in touch with the candidate, signing essential documents, and defining early tasks.
/06 Replacement guarantee
If our candidate does not pass the probation period, we will replace them at no extra cost (generously, but only once).
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Secrets of successful cases: How we found great employees
A fintech company targeting the Latin American market needed a CMO. We had to find a chief marketing officer with financial marketing experience, knowledge of the region, and the ability to create and execute an effective strategy.
<goal>
Chief marketing officer for a payment system in Latin America
КАК МЫ ЭТО СДЕЛАЛИ
Payment system in Latin America
<project>
After a thorough selection process and interviews, one candidate was chosen. They are now successfully working and have established effective communication with the international team.
<result>
When hiring in Latin America, it’s crucial to verify candidates' reputations. We enlisted an external specialist to check candidates through tax records, police databases, and other local services, which led to eliminating 4 candidates with issues in their backgrounds. The selection process then involved three stages: an initial interview with our recruiter, a test assignment to assess technical skills, and a final interview with the project director. After the test assignment, we submitted 6 resumes.
<solution>
<клиент> Лидер финтех стартапа, занимающийся системой денежных переводов.
<решение> Мы разработали детализированный профиль кандидата и начали поиск. Создали большой список из 18 кандидатов, которые подходили под наш запрос, провели комплексную оценку их soft и hard skills. Мотивация и компетенция кандидатов были определены через разработанное нами тестовое задание. Успешно прошедшие тестовое задание кандидаты были проверены службой безопасности. По итогу анкеты 6 лучших кандидатов были предоставлены клиенту.
Payment system in Latin America
<project>
When hiring in Latin America, it’s crucial to verify candidates' reputations. We enlisted an external specialist to check candidates through tax records, police databases, and other local services, which led to eliminating 4 candidates with issues in their backgrounds. The selection process then involved three stages: an initial interview with our recruiter, a test assignment to assess technical skills, and a final interview with the project director. After the test assignment, we submitted 6 resumes.
<solution>
A prominent crypto platform from Singapore needed a producer to promote their platform, create guides, engage celebrities, and find ambassadors. They required someone with extensive marketing experience, especially with celebrities and ambassadors, and a deep understanding of crypto.
<goal>
Producer for a major cryptocurrency exchange
КАК МЫ ЭТО СДЕЛАЛИ
A well-known crypto platform from Singapore
<project>
Thanks to our thorough approach to candidate selection and verification, we found a specialist with the required marketing experience and crypto knowledge, successfully filling the position within 3 weeks.
<result>
In our search for this employee, we posted job listings on job sites, in crypto communities on Telegram channels, and on Facebook. The selection process had two stages: an interview and skills assessment by our recruiter, followed by an interview with the client. The recruiter evaluated promotion cases, including those with celebrities and influencers, as well as knowledge of the crypto industry and marketing channels.
After the recruiter’s interview, we shortlisted 8 potential candidates. However, one candidate was a perfect fit for the role and was hired immediately after the client interview.
<solution>
<клиент> Известный инвестор в сфере недвижимости по всему миру
<решение> Мы разработали детальный профиль идеального кандидата, сделав акцент на опыт работы в сфере недвижимости и инвестиций. Подобрали список из более чем 50 специалистов. Провели оценку их профессиональных навыков, опыта и знания в сфере недвижимости. Пригласили 20 кандидатов на собеседование на английском языке, предложили пройти тестовое задание. На этом этапе отсеялись 8 кандидатов. Для каждого из оставшихся кандидатов была проведена тщательная проверка безопасности – социальные сети, обратная связь от предыдущих работодателей. По результатам отбора мы представили клиенту 6 кандидатов.
A well-known crypto platform from Singapore
<project>
In our search for this employee, we posted job listings on job sites, in crypto communities on Telegram channels, and on Facebook. The selection process had two stages: an interview and skills assessment by our recruiter, followed by an interview with the client. The recruiter evaluated promotion cases, including those with celebrities and influencers, as well as knowledge of the crypto industry and marketing channels.
After the recruiter’s interview, we shortlisted 8 potential candidates. However, one candidate was a perfect fit for the role and was hired immediately after the client interview.
<solution>
They needed a Chief Product Owner with deep expertise in crypto and comprehensive knowledge of the field. The candidate should also have experience as a CPO with IT products and fintech, including traditional banking, since the product involves both crypto and banking components.
<goal>
Chief Product Owner for a crypto bank in Australia
КАК МЫ ЭТО СДЕЛАЛИ
A crypto bank in Australia offers a debit card that instantly converts cryptocurrency to fiat.
<project>
One candidate successfully passed all stages and received a job offer. He is currently working effectively at the crypto bank. The recruitment process was completed within 3 weeks.
<result>
The difficulty in finding such employees lies in the fact that they are nearly impossible to locate: by the time individuals reach such a position, they usually have all the skills, connections, and market understanding to launch their own product or have enough financial resources to never work in the traditional sense. Therefore, our task was not only to find suitable candidates but also to **motivate them**: beyond a high salary, we needed to sell the bank's vision, the product, and future plans. We posted job listings and searched through our own network, crypto communities on Telegram, Facebook, and other industry channels. After analyzing portfolios and conducting initial interviews, we presented 5 candidates to the client.
<solution>
<клиент> Известный российский спортсмен
<решение> Начав поиск, мы поняли, что кандидату на эту роль предстоит решать разнообразные задачи: от организации путешествий и переговоров со спонсорами до участия в подготовке к соревнованиям. Проанализировав уже имеющую у нас базу кандидатов, мы отобрали лишь 5 человек, подходящих по заданным параметрам. Мы подключили хэдхантинг. В результате было отобрано 15 кандидатов, которые подходили под требования профиля. Далее следовал этап комплексной проверки безопасности кандидатов. Из пятнадцати кандидатов, прошедших проверку безопасности, восемь отсеялись на этапе тестового задания. Клиент запросил присутствовать лично на интервью с кандидатами, прошедшими тестовое задание. Были отобраны 3 финальные анкеты трех кандидатов.
A crypto bank in Australia offers a debit card that instantly converts cryptocurrency to fiat.
<project>
The difficulty in finding such employees lies in the fact that they are nearly impossible to locate: by the time individuals reach such a position, they usually have all the skills, connections, and market understanding to launch their own product or have enough financial resources to never work in the traditional sense. Therefore, our task was not only to find suitable candidates but also to **motivate them**: beyond a high salary, we needed to sell the bank's vision, the product, and future plans. We posted job listings and searched through our own network, crypto communities on Telegram, Facebook, and other industry channels. After analyzing portfolios and conducting initial interviews, we presented 5 candidates to the client.
<solution>
One of the major apps was expanding into Indonesia and needed a local marketer. The role involved promoting the app in the region, communicating with users, and developing the local community.
<goal>
Marketer for a major trading app in the Indonesian region
КАК МЫ ЭТО СДЕЛАЛИ
A major trading app
<project>
As a result of our search, we found the perfect candidate within just 2 weeks due to our tailored approach. The department head is very pleased with the new employee, who is successfully meeting all assigned tasks.
<result>
We needed an experienced local marketer with expertise in mobile app promotion, digital marketing, and effective advertising campaigns. The company faced challenges due to cultural differences in Indonesia, where candidates carefully evaluate an organization’s management style before committing. To address these concerns and present the opportunity effectively, we sourced candidates through Facebook, LinkedIn, and other industry channels. After preemptively addressing potential objections during initial interviews, we evaluated candidates on their experience and skills, giving suitable ones a test assignment. We then selected 2 top candidates for a final interview with the Chief Marketing Officer.
<solution>
<клиент> Известный бизнесмен, проживающий в Дубае и Москве. <решение> Разработка детального профиля ассистента. Мы подобрали пул из 25 кандидатов, которые казались подходящими для данной роли, и провели комплексную оценку их hard и soft skills, а также проверку знаний в области бизнес-этикета и особенностей работы в международной среде. Далее - тестовое задание, чтобы оценить способность кандидатов быстро реагировать на задачи и управлять временем. Далее - тщательная проверка безопасности, которая включала анализ активности в социальных сетях, проверку рекомендаций и наличие исполнительных производств и судебных исков. После всех этапов отбора мы представили бизнесмену 5 кандидатов.
A major trading app
<project>
We needed an experienced local marketer with expertise in mobile app promotion, digital marketing, and effective advertising campaigns. The company faced challenges due to cultural differences in Indonesia, where candidates carefully evaluate an organization’s management style before committing. To address these concerns and present the opportunity effectively, we sourced candidates through Facebook, LinkedIn, and other industry channels. After preemptively addressing potential objections during initial interviews, we evaluated candidates on their experience and skills, giving suitable ones a test assignment. We then selected 2 top candidates for a final interview with the Chief Marketing Officer.
<solution>
They needed a smart contract developer with deep expertise in blockchain technology and experience in developing and deploying smart contracts.
<goal>
Smart Contract Developer for a DeFi Startup
КАК МЫ ЭТО СДЕЛАЛИ
Leading DeFi startup with a cutting-edge platform that integrates decentralized finance solutions.
<project>
One candidate successfully passed all stages and received a job offer. He is now thriving in the DeFi startup. The recruitment process was completed within 4 weeks.
<result>
The challenge in finding such a specialist is that highly skilled smart contract developers are rare, often having either their own projects or the financial means to avoid traditional roles. Therefore, our task was not only to identify suitable candidates but also to motivate them: in addition to offering a competitive salary, we needed to present the startup's vision, the innovative nature of their platform, and their future plans. We posted the vacancy and conducted searches through our network, blockchain communities on Telegram, LinkedIn, and other industry-specific channels. After analyzing portfolios and conducting initial interviews, we presented 5 candidates to the client.
<solution>
<клиент> Директор маркетинга крупной компании
<решение> Мы начали с разработки подробного профиля кандидата. Нам нужен был человек, обладающий не только стандартными навыками организации работы отдела, но и с глубоким пониманием процессов маркетинга. При отборе кандидатов мы использовали комплексный подход, оценивая их hard и soft skills, уровень образования и профессиональный опыт. Отобрав изначальный пул кандидатов, мы провели собеседования и дополнительные проверки для определения наиболее подходящих кандидатов. Всего на собеседование были приглашены 15 человек, из которых 5 были выбраны для прохождения тестового задания. В итоге 3 кандидата успешно справились с заданием, их анкеты были представлены клиенту
Leading DeFi startup with a cutting-edge platform that integrates decentralized finance solutions.
<project>
The challenge in finding such a specialist is that highly skilled smart contract developers are rare, often having either their own projects or the financial means to avoid traditional roles. Therefore, our task was not only to identify suitable candidates but also to motivate them: in addition to offering a competitive salary, we needed to present the startup's vision, the innovative nature of their platform, and their future plans. We posted the vacancy and conducted searches through our network, blockchain communities on Telegram, LinkedIn, and other industry-specific channels. After analyzing portfolios and conducting initial interviews, we presented 5 candidates to the client.
<solution>
Our international capabilities enable us to find specialists in nearly every country.
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Quick and quality Web3 staffing solutions
01
We are knowledgeable about regional laws and market specifics.
02
We employ cutting-edge technology.
03
We elevate analytics and a systematic approach to team building to a priority.