Girls, you have been working on a project at T-mobile for some time now, can you tell us how long you have been working for T-Mobile and what roles are you most often looking for? 

Veronika: We have been collaborating with T-Mobile for the past two years, embarking on this journey by initially focusing on the IT internalization project. Initially, we started with the IT internalization project, which was a crucial step in streamlining and enhancing T-Mobile's IT operations. Since then, we have taken on various IT roles specific to the telecom industry. E.g. IP designer, RAN Quality & Monitoring specialist, ORAN Cloud System Engineer, Transport Network Architect. Each project has provided us with unique challenges and opportunities to apply our skills, ensuring that we deliver T-Mobile the most qualified profiles on the market.  

 
How many positions are you usually looking for per month? Is it a constant number or does it change? 

Irina: Currently we are looking to fill around 15 roles per month. However, this number is not constant and can vary throughout the year. During vacation periods, for instance, our recruitment activity tends to be slow down.This is due to a combination of factors such as reduced availability of candidates and a lower immediate need for new hires as the existing team members may be taking time off. Despite these fluctuations, we remain flexible and responsive to their staffing needs. During peak periods, we ramp up our recruitment efforts to ensure that we have the necessary talent to maintain our project timelines and operational efficiency.  

 
What is usually the first step in your hiring process when you are assigned a new position? 

Irina: When we are assigned a new position, the first step in our hiring process is to thoroughly understand the requirements and expectations of the role. This involves collaborating with the hiring manager and relevant stakeholders to gather detailed information about the position. Then we begin actively searching for candidates. Our role is identifying and reaching out to passive candidates who may not be actively looking for a job but could be a great fit for the role. This often involves personalized communication and highlighting the unique opportunities and benefits of the position. 

 
Do you face any specific challenges that you have to overcome when recruiting for T-Mobile? 

Veronika: Recruiting for T-Mobile is dynamic, and it does come with specific challenges. One of the primary issues we encounter is receiving requisitions without a clearly defined candidate profile, which makes it difficult to target the right individuals. To overcome this, we engage proactively with hiring managers to clarify and detail the job requirements and desired qualifications before commencing the search. 

Irina: Another challenge is providing timely feedback to candidates, which is crucial for maintaining a positive candidate experience. This can be difficult due to the busy schedules of hiring managers. Occasionally, there are shifts in profile requirements after the recruitment process has begun, necessitating quick adaptation to align our search with new criteria. We maintain flexibility and open communication with the hiring team to quickly pivot our strategies and update our candidate pipeline accordingly. 

 
What recruiting strategies work best for you? 

Irina: First and foremost, building strong relationships with hiring managers and understanding their specific needs is essential. By maintaining open and frequent communication, we ensure that we have a clear understanding of the job requirements and desired candidate profiles, which allows us to tailor our search accordingly. 

Veronika: Our most utilized recruiting strategy revolves around activating passive candidates. We prioritize reaching out to individuals who may not be actively seeking new opportunities but possess the skills and experience we're looking for. By directly engaging with these passive candidates, we can pique their interest in joining T-Mobile team and potentially fill our open positions with top-tier talent. This targeted approach allows us to leverage a pool of qualified individuals who may not have otherwise applied through traditional channels. 

 
What skills or qualities do you consider key when searching for candidates for T-Mobile? 

Veronika: When seeking candidates for T-Mobile, we place a high emphasis on individuals who possess specific IT qualifications and relevant job experience. These qualifications demonstrate technical proficiency and readiness to tackle the challenges of the telecom industry. Technical proficiency is a critical requirement for candidates at T-Mobile. While the specific IT skills may vary depending on the role, candidates should demonstrate expertise in their field, whether it's network engineering, cybersecurity, software development, or system administration. This proficiency ensures that candidates can effectively contribute to T-Mobile's IT initiatives and drive innovation within the organization. 

Irina: Effective communication and collaboration are also key qualities we prioritize. Clear communication of technical concepts and the ability to collaborate with colleagues from diverse backgrounds are essential for facilitating teamwork and driving projects forward. Candidates who possess strong communication and collaboration skills can contribute positively to group projects and initiatives, fostering a culture of innovation and excellence at T-Mobile. 

 
How do you cooperate with the internal T-Mobile HR team and how does this cooperation translate into recruitment? 

Irina: We work closely together with the internal T-Mobile HR team to align our strategies and processes, ensuring a seamless experience for candidates. While our collaboration is generally positive, there are instances where delays in candidate feedback or updates occur, which can impact the recruitment timeline. Regular check-ins and status updates help us stay informed about the progress of candidates and any potential issues that may arise. When delays occur, we proactively engage with the HR team to identify the root causes and find solutions to expedite the process. 

What does this project bring to you personally the most? 

Irina: This project brings us a sense of continuity-flows better particularly because of our long-term collaboration. On a personal level, stability is invaluable, providing us with a sense of security and consistency in our professional endeavours.  

Veronika: Moreover, being in constant contact with the IT recruitment industry enables us to stay updated on the latest trends, technologies, and best practices. This exposure not only enhances our knowledge and skills but also broadens our network within the industry. Whether it's identifying top talent, facilitating smooth recruitment processes, or fostering positive candidate experiences, each aspect of this project allows us to enhance our expertise within the recruitment domain.