Recruiting IT for Startups

I’ve been working in IT recruitment since 2015, during which I’ve had the opportunity to review an extensive number of CVs, take part in countless interviews, and collaborate with organizations of all sizes — from large corporations to startups.

Over these years, Romania has become an important tech hub in Europe, and for certain roles the competition has grown fierce. That’s why I want to share a few insights I’ve gathered through my experience, especially when it comes to hiring in startups.

Experience with a specific tech stack is a deal-breaker

Startups don’t have the time or resources to train people from scratch on new technologies. If a team works in Go, they’ll look for someone with proven Go experience. If they use Kubernetes, the candidate needs to know how to use it already.

The only exceptions are with rarer languages (like Scala or Rust), where the candidate pool is smaller. Even then, companies tend to look for adjacent profiles — for example, a Java developer might pick up Go faster than someone who has worked exclusively in Python.

So, if you’re interested in a role, read the job description carefully and highlight directly relevant experience in your CV. Don’t just list generic skills — describe the projects where you’ve actually used the required technologies.

The difference between graduates and juniors comes down to projects

Most graduate CVs look very similar: a degree in computer science, a few academic projects, and maybe an internship. If you want to stand out, tailor your projects to the role you’re applying for (cloud, API, mobile, etc.).

If you’ve contributed to open-source projects or hackathons, include that in your CV. Show the results, show the technologies — not just “university project.”By 2025, the difference between a hired junior and a rejected one often comes down to presentation strategy, not just technical skill.

Moving from corporate to startup

Some developers want to move from corporations to startups, hoping for more dynamism. It’s a possible transition, but it’s not enough to just say you want to “escape bureaucracy.”

Startups need initiative, autonomy, the ability to build processes from scratch, and the willingness to wear multiple hats (sometimes even beyond your job description). If your only motivation is “I don’t like processes,” think carefully about whether a startup is truly right for you.

Technical interviews are not only about tech

And this doesn’t apply just to startups. Even in technical discussions, you might face behavioral questions.Soft skills matter almost as much as technical skills. Many technically strong candidates are rejected because they can’t collaborate well or adapt to rapid changes.

Gaps in your CV are not a tragedy

If you’ve had breaks due to layoffs or project interruptions, don’t hide them — explain them. A simple note like “company acquired” or “affected by restructuring” clears up any doubt.

What matters is whether you used that time to learn something new or stayed connected to the field. Were you engaged, or completely disconnected?

Clarify mixed roles

If you’ve worn multiple hats (a bit of development, some QA, maybe even design), create CV versions for different directions. Use your cover letter to clarify your main focus and where you want to grow.

Diversity — the real story

Startups, including those in Romania, value diversity of thought, background, and experience. But let’s be clear: no one hires unprepared candidates just to tick a box.

Diversity and EEOC data are confidential and generally not available to recruiters. What truly matters is competence, role fit, and the energy you bring to the team.

As an IT recruiter, I can confidently say: the best candidate isn’t the one with the longest list of skills, but the one who connects their experience to the company’s needs and clearly explains why they want that job.