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MARTSUN AND PARTNERS
An engineering approach to hiring is a system where analytics meets empathy, and results are driven by consistency—not chance
ABOUT US
“I view recruiting as an engineering discipline, where result quality is defined by process architecture, analytical precision, and feedback speed.”
“I don’t support process for the sake of process. I believe in data, initiative, and accountability.”
Anastasia Martsun
Tatiana Leahova
What We Value
Time
We work within proven expertise and a validated candidate pool—without false promises or wasted client time.
Every stage, from defining the hiring profile to offer approval, is designed as a single, cohesive process to minimize errors and close roles within up to 14 days.
Engineering Approach
We don’t search at random. We design hiring as a technological system where every decision is reasoned, tested, and outcome-driven.
Drawing on experience from Russian and international IT companies, we deliver solutions precisely tailored to each challenge—like the right key for a system.
Accountability
We don’t embellish experience or reshape reality for short-term gain. We measure facts and build our work on what can be verified.
Long-term partnerships matter to us. We don’t look for excuses—we look for solutions and take responsibility for results.
What We Value
Time
We work within proven expertise and a validated candidate pool—without false promises or wasted client time.
Every stage, from defining the hiring profile to offer approval, is designed as a single, cohesive process to minimize errors and close roles within up to 14 days.
Accountability
We don’t embellish experience or reshape reality for short-term gain. We measure facts and build our work on what can be verified.
Long-term partnerships matter to us. We don’t look for excuses—we look for solutions and take responsibility for results.
3. Engineering Approach
We don’t search at random. We design hiring as a technological system where every decision is reasoned, tested, and outcome-driven.
Drawing on experience from Russian and international IT companies, we deliver solutions precisely tailored to each challenge—like the right key for a system.
WORKFLOW SYSTEM
Problem Definition
Just as an engineer defines the problem before building a solution, a recruiter must understand the real need—not just the job title.
Defining the Search Profile
What should change once the candidate is hired:
— at the project level;
— at the process level;
— at the team level.
What we can and cannot say about the candidate as a person and as a professional.
Constraints and requirements.
— at the project level;
— at the process level;
— at the team level.
What we can and cannot say about the candidate as a person and as a professional.
Constraints and requirements.
Hypothesis Testing & Analytics
Testing: sourcing channels, job description messaging, and more.
Analytics: hiring funnel, quality metrics, and source analysis.
Analytics: hiring funnel, quality metrics, and source analysis.
Evaluation
Candidate fit assessment through structured screening, based on the Barry Deutsch method and hard skills analysis
Case Studies
We deliver results through proven expertise and a curated candidate pool—no false promises, no wasted time.
Java dev
Level: Middle–Senior / Tech & Team Lead · English: B2+
frontend dev
Middle / Senior / Tech Lead / Team Lead· English: B2+
DevOps Engineer
Middle–Senior / Tech Lead · English B2+
AWS Engineer
Senior / Tech Lead · English B2+
Business/System analyst
Middle–Senior / Lead · English B2+
Product Owner, Project Manager
Senior · English B2+
QA Engineer (automation)
Senior · English B2+
Product Designer
Senior · English B2+
Blockchain Engineer
Middle–Senior
Sales, CMO, CRO
English С-1
CEO, CIO
Hiring Geography
Our search is global, allowing us to attract the right specialists regardless of location.
Decision-Making Support
Pricing
Flexible Payment Options
One-time payment upon candidate start
6 or 12-month installment plans with equal payments
Fixed Fees
middle
400,000 ₽ / € 4,000
senior
500,000 ₽ / € 5,000
lead, архитектор
650,000 ₽ / € 6,500
CEO
800,000 ₽ / € 8,000
Describe Your Hiring Need
Fill out the form, and we’ll get in touch to propose a tailored HR solution for your needs.
Managing Partner / Expert in Systematic Hiring and HR Process Efficiency
10+
years of leadership experience
in technology and industrial companies across the CIS and U.S. markets
She held senior roles including HR Director, Director of Organizational Development, and Chief of Staff, built HR functions from the ground up, and managed the full recruitment lifecycle in highly competitive markets.
Under Anastasia’s leadership, time-to-hire was reduced from 3–4 months to two weeks, the offer acceptance rate reached 90%, and employee turnover decreased from 80% to 5%. She developed scalable hiring and onboarding models, implemented grading systems, T&D frameworks, performance reviews, and EBM metrics that directly linked HR processes to business outcomes.
Her educational background includes Human Resource Management and Psychology. She is an ICAgile-certified specialist and a proponent of the hiring approach described in Barry Deutsch’s book “You’re Not the Person I Hired.”
Her primary focus is recruitment operational efficiency: measurable results, predictable processes, and increasing the business value of every new hire.
“I don’t support process for the sake of process. I believe in data, initiative, and accountability.”
Anastasia Martsun
Talent Acquisition Expert / HR Manager with International Experience
15+
years of experience across
European, Asian, and CIS markets
She specializes in building the full recruitment lifecycle — from analyzing business needs and profiling positions to onboarding and employee adaptation.
Tatyana’s experience spans Europe, Asia, and the CIS, including recruitment in highly competitive sectors such as FinTech, IT, Digital, and Sales.
She develops talent attraction strategies, manages candidate pools, and builds effective relationships with clients.
She applies a data-driven approach to evaluating and forecasting hiring outcomes: analyzing stage conversion rates, assessing recruitment quality through performance review data, and measuring the business impact of new hires.
She holds a Master’s degree in Psychology and views recruitment as an engineering discipline, where the quality of results is determined by process architecture, feedback speed, and analytical precision.
“I view recruiting as an engineering discipline, where result quality is defined by process architecture, analytical precision, and feedback speed.”
Tatiana Leahova
ИНН 550517560364
Mis-hire Audit (After an Unsuccessful Hire)
An analysis of a failed hire: why the person didn’t succeed and where the expectation contract broke down.
-updated job description and a revised 30/60/90-day expectation contract for the role, without repeating past mistakes;
-adjustments to the hiring and interview process that reduce the risk of repeated mis-hires and speed up role closure.
- What it includes:
-updated job description and a revised 30/60/90-day expectation contract for the role, without repeating past mistakes;
-adjustments to the hiring and interview process that reduce the risk of repeated mis-hires and speed up role closure.
- Value: reduces the risk of repeated mis-hires by identifying the real reasons behind the failure and turns a negative hiring experience into actionable management decisions for the next successful hire.
Role Design Before Hiring
Structuring the role before going to market: defining the problem the hire is meant to solve, goals, scope of responsibility, and boundaries of influence.
-setting clear 30/60/90-day expectations for each key role (what should be done/achieved);
-defining the scope of responsibility and role requirements.
- What it includes:
-setting clear 30/60/90-day expectations for each key role (what should be done/achieved);
-defining the scope of responsibility and role requirements.
- Value: helps prevent a mis-hire.
Hiring Advisory for CEOs
Strategic hiring support: decision-making before opening vacancies to ensure the business hires exactly the people it needs.
-a prioritized hiring plan: which roles to hire and in what sequence;
-for each role, a clearly defined 30/60/90-day expectation contract with measurable success criteria and outcomes.
-design of the organizational structure, areas of responsibility, and interactions;
-setup of core processes to support the new roles.
- What it includes:
-a prioritized hiring plan: which roles to hire and in what sequence;
-for each role, a clearly defined 30/60/90-day expectation contract with measurable success criteria and outcomes.
- Format:
-design of the organizational structure, areas of responsibility, and interactions;
-setup of core processes to support the new roles.
- Value: reduces the risk of mis-hires and unnecessary hires, and accelerates results by defining roles and expectations before the search begins.
30/60/90-Day Onboarding Support
- What it includes: a ready-to-use 30/60/90-day onboarding plan with owners, steps, and checkpoints.
- Value: integrates the new hire as a managed process with clear goals and measurable outcomes during the first 30/60/90 days.
Interviews as a Product
- What it looks like:
-interviewers use a shared evaluation language and make comparable decisions;
-initial interviews are conducted with quality control, and the format is refined into a stable, repeatable process.
- Value: a controlled selection tool that reduces the risk of mis-hires and candidate drop-off, while improving the quality and consistency of interviewer evaluations.
Describe Your Hiring Need
Fill out the form, and we’ll get in touch to propose a tailored HR solution for your needs.
