Michal Veselík, whom we call Vesly at TITANS, has been with us for two years. He started out as a complete recruitment rookie — and today he is a member of our internal Next Gen programme for talented individuals who are destined to change the game. As a recruiter, he has an eye for strong candidates, and he can also show companies what or who their team is missing the most. He believes it’s not the number of certificates that are the greatest superpower, but rather the ability to learn, grow, and be human.
What has changed in the market, what are some candidates doing wrong, and why should you practice like you are to star in a theatrical play before an interview? Vesly says things the way they are — that’s how we like it at TITANS.
Q&A with Vesly
Michal, what’s the IT market like today? Is it harder to find the perfect candidate than it used to be? It certainly is. The market has changed a lot — companies are more choosy, and not all IT specialists reflect that. There was a time when they had multiple offers to choose from, but that’s not the case anymore. They often have high demands in terms of salary and the added value of projects, they want to be fulfilled, they are looking for meaning. Environments where they need to follow strict rules aren’t very attractive to them. They want to create, influence, and be part of something that has an impact.
What makes a developer a truly senior candidate today? 7 years of experience isn’t enough. If you’ve spent 7 years working with a version of technology that is three years behind today, you can’t expect everyone to see you as you a top senior candidate. It’s not just about years, but how much you’re keeping up with the times. Are you learning? Are you growing? Then yes. But if you keep following the same procedure, you’ll become obsolete faster than you think.
What do you think hinders the chances of technically skilled people most? Weak soft skills; they don’t know how to sell themselves. There’s often a lack of preparation — they don’t know the company, they don’t ask questions, they don’t show interest. But this is often what sways the company’s decision. The paradox is that companies want proactive people, but they also don’t want those people to have a say in everything. It’s a delicate balance. What’s the most common reason why a technically excellent person doesn’t pass an interview? Lack of preparation and inability to sell their approach.
What advice do you have for candidates who are technically great but weak at communication? We role-play interview scenarios together. It’s not about learning a script, but rather understanding how they should talk about themselves. Why did I use this technology? How do I think? What do I enjoy about the work? I teach them to ask questions and show interest. It also helps to write down your own questions and answer them out loud. And most importantly — remember that it’s an interview, not an interrogation.
How do you perceive talent in IT? Talent doesn’t just mean you’ve got a good head on your shoulders, it’s about your approach. A talented person is someone who is curious, open-minded, and eager to learn and try new things. He may not be the smartest, but he has the biggest drive. This is stronger in the long run than someone who has been on autopilot for years and refuses to step out of their comfort zone. These people eventually catch up with all the ‘star pupils’.
You have a comparison thanks to the Next Gen programme — how does it help you grow as a recruiter? Immensely; this program allowed me to get to know the decision-making processes in the company, I meet people from management, and I learn to understand how the company works as a whole. I no longer see myself as someone who just looks for people, but as someone who helps them find the right path. I’ve gained more confidence — I’m not afraid to tell a candidate that their expectations are unrealistic. And I know how to do it in a fair way.
What is your ‘superpower’? Empathy; I can see a person’s strength even if he doesn’t realize it himself. I can work with different types of personalities, getting on their frequency naturally, without pretence. And I also really enjoy people, the diversity, different perspectives and life stories. That keeps me moving forward.
What do you enjoy most about working in IT recruitment? It’s a world that is endlessly interesting. I learn something new every day — about technology, companies and people. Before, I was only able to launch a browser or a game, now I can have a conversation with a cloud architect or data scientist. And that’s really great. It’s a field of the future, and I’m happy to be able to grow within it.
And what would you say to freelancers and companies reading this? Let’s stop holding on to black and white expectations. Freelancer, prepare and be open. Company, provide room. Let’s find the right fit, not what looks perfect on paper. It’s all about the people. And when both parties meet each other halfway, they can do big things.
Do you want to talk to Vesly about new opportunities, or are you interested in what’s happening in IT right now? Write to him on LinkedIn or send him an email.
