Founder: Pavel Podkorytov 
Business: TalentService 
Revenue/Month: $15K
Founders: 1 
Employees: 6
Website: linkedin.com/company/talent-service-com
Location: Operates globally 
Founded: 2020

TalentService is flipping the traditional hiring process on its head. Instead of forcing IT professionals to prove themselves to employers, the platform shifts the pressure onto recruiters, making them the ones who must showcase why their company is worth joining. It’s a bold, developer-first model—one that challenges long-standing industry norms and puts power back in the hands of skilled professionals. 

Pavel Podkorytov, the company’s founder, is clear about why this shift is necessary. “For years, hiring has been completely one-sided. Developers jump through hoops, complete endless tests, and wait weeks for responses—only to be ghosted or underpaid. We wanted to change that. Companies should compete for top talent, not the other way around.” 

Launched in early 2022, TalentService wasted no time gaining traction. Within just three months, nearly 3,500 IT specialists had signed up. At the same time, 400 companies engaged with assessments submitted by candidates, signaling a clear demand for this new approach. In those early months, 282 job openings were posted—each one a reflection of the growing interest from employers looking to attract high-quality developers. 

Podkorytov points out that this isn’t just about convenience—it’s about rebalancing a system that has long favored employers. “We’re giving developers real leverage. They showcase their skills on their own terms, and recruiters have to prove they can offer a compelling opportunity. It’s a fundamental shift.” 

The platform’s talent pool extends across the CIS region, Eastern Europe, and India, while hiring companies are concentrated in the US, Germany, and the UK. This global reach allows businesses to tap into a diverse, highly skilled workforce without the inefficiencies of traditional hiring methods. 

Podkorytov acknowledges that change in hiring practices doesn’t happen overnight, but he believes the numbers speak for themselves. “When you see thousands of developers signing up in just a few months, it tells you there’s a real need for this. People are tired of the old way of doing things.” 

The fast adoption of TalentService suggests that IT professionals are ready for a system where they’re valued, not just evaluated. 

A Career Spent Rethinking Recruitment 

Podkorytov’s push to transform hiring isn’t just a business decision—it’s the result of more than a decade spent confronting the inefficiencies of IT recruitment firsthand. From his early days training developers to his later work analyzing workforce trends, he’s seen how hiring practices fail both companies and candidates. 

His journey started in 2011 when he founded his first tech company, just as demand for mobile developers was outpacing supply. Rather than accept the talent shortage as a given, he partnered with universities to retrain students, shifting them from traditional programming tracks to mobile development. “Back then, there weren’t enough specialists to meet market demand,” he recalls. “So we asked, why not create them?” 

That question shaped much of his career. Over the years, he expanded his efforts, running educational programs at institutions like Stanford, Münster, and Vienna University of Technology. More than 7,000 students completed these initiatives, but many struggled to secure jobs—even those with strong technical skills. 

Through this work, he noticed a troubling pattern: IT professionals weren’t just finding jobs—they were leaving them just as quickly. “Turnover was a massive issue. Companies were hiring based on skills alone, completely ignoring whether the job actually fit the person. That mismatch was causing frustration on both sides,” he says. Hiring managers were focused on filling roles, while candidates were left to figure out—often too late—if the company was the right place for them. 

His perspective deepened when he joined Future Talents, a research initiative backed by SAP and leading universities, aimed at understanding global IT workforce shortages. In late 2021, a conversation with a Java developer at SAP crystallized everything. When Podkorytov asked about job search frustrations, the developer pulled up his LinkedIn inbox—dozens of generic recruiter messages, many irrelevant, most requiring time-consuming interviews or assessments. “He told me, ‘I’m constantly getting offers, but none of them feel like they’re actually for me,’” Podkorytov recalls. “It was just noise. And if even top developers felt this way, something was clearly broken.” 

That moment led him to a simple experiment. In December 2021, he shared a Google form with 30 developers, reversing the process—candidates listed their expectations, and recruiters had to respond accordingly. The results were striking. “Eighty percent of recruiters told us they actually preferred this approach. IT hiring is tough, and they liked knowing upfront what candidates wanted.” 

That feedback shaped the foundation of TalentService. The platform would consolidate job offers into a single dashboard, allowing developers to compare opportunities based on their own priorities. Instead of trying to fit themselves into a company’s hiring process, they could evaluate employers on their own terms. 

From Idea to Execution: Building a Smarter Hiring Platform 

Having a bold idea is one thing—turning it into a fully functional system that benefits both IT professionals and employers is another. Podkorytov understood that to fix the hiring process, he needed more than just theory. He and his team went straight to the source, speaking directly with developers and recruiters to pinpoint what wasn’t working. The objective was simple: cut down interview times for candidates while reducing recruitment costs for companies. 

They started by listening. IT specialists described sitting through the same repetitive questions across multiple interviews, wasting hours on irrelevant assessments, and dealing with recruiters who didn’t understand their actual needs. Employers, on the other hand, shared frustrations over high platform costs, inefficient hiring funnels, and struggling to find candidates who genuinely fit their teams. Instead of jumping straight into software development, the team tested the core idea with a low-tech solution: a Google form. “We needed proof that recruiters would actually engage with this kind of process,” Podkorytov says. “And they did—immediately.” 

Once they saw the demand, the real work began. The platform’s foundation was built on a structured matching system informed by research from three major universities. Instead of filtering candidates by technical skills first, TalentService assesses compatibility in four key areas: team dynamics, company workflows, the nature of assigned tasks, and individual motivation. “Skills matter, but they’re not the reason people leave jobs,” Podkorytov explains. “If the workplace itself isn’t a good match, it doesn’t matter how good the developer is.” Only after ensuring alignment in these areas does the system factor in technical qualifications. 

For candidates, the process is refreshingly simple. After joining the platform, an IT professional receives a personal link to share with recruiters. Instead of wading through a flood of job offers, they let companies respond to a structured assessment, flipping the hiring process in their favor. The responses feed into a dashboard that ranks employers based on how well they align with the candidate’s preferences. “It’s not about sifting through endless job listings—it’s about making sure the right ones find you,” Podkorytov says. 

Machine learning enhances the system over time, tracking hiring decisions, monitoring job retention rates, and checking whether expectations align with reality. The longer the platform runs, the more refined its recommendations become. 

Beyond its structured approach, two key features separate TalentService from conventional job platforms. First, unclaimed job offers don’t just sit idle—if a position remains open, it’s automatically suggested to other developers with similar preferences, ensuring opportunities reach the right people. Second, the “trust-hiring” model eliminates wasted time by only allowing companies that pass a rigorous filtering process to conduct interviews. Every conversation is a serious step toward a job that actually fits. 

Scaling Up and Looking Ahead 

TalentService has gained momentum, but Podkorytov sees this as just the beginning. The platform remains free for users, while recruitment services provide the revenue stream, functioning much like a traditional agency. Even without full monetization, the numbers tell a compelling story of steady growth. The cost per lead (CPL) is $1.80, and acquiring a new talent subscriber runs $7.40. Website traffic averages 9,500 visitors a month, with users spending three and a half minutes per session—an encouraging sign that people aren’t just landing on the site but actively engaging with it. 

The immediate focus is clear: reaching 50,000 IT professionals by the end of summer 2022. But Podkorytov’s ambitions extend well beyond that milestone. “This isn’t just about IT hiring—we’re flipping the recruitment process across industries,” he says. Expansion has already started, with project managers and designers now joining the platform, and plans are in motion to bring in professionals from other fields. Long-term, he envisions TalentService evolving into a global reverse hiring powerhouse, shifting control to job seekers rather than employers. “In ten years, I want this to be the go-to alternative to LinkedIn,” he states. An IPO is also in sight, reinforcing the company’s push to redefine hiring on a massive scale. 

Lessons from the Journey 

Building a fast-growing company is rarely a straight path, and Podkorytov has gained critical insights along the way. One of the biggest lessons? He should have launched sooner. The ongoing shortage of IT specialists created an ideal environment for TalentService to thrive, and any further delay would have meant missing a major opportunity. External events also played a role—geopolitical instability in Europe led to an influx of highly skilled professionals seeking new jobs, accelerating user growth. 

Not every move worked out immediately. Early marketing strategies leaned too heavily on intuition rather than data, which led to misjudgments about messaging and user behavior. A/B testing quickly exposed those flaws. “We had assumptions about what would resonate with people, but the numbers told a different story,” Podkorytov admits. “Testing everything—ads, outreach, platform design—became a priority.” 

Digital advertising presented another unexpected challenge. Running campaigns seemed simple at first, but navigating platform restrictions and optimizing ad placements required constant adjustments. “The rules kept changing, and we had to adapt quickly. It wasn’t just about spending money—it was about knowing exactly where and how to spend it.” 

One of the smartest decisions was partnering with top universities. Collaborating with institutions like Münster, Stanford, and Vienna University of Technology provided direct access to cutting-edge research and exceptional talent. “We weren’t just guessing our way through growth,” he says. “Daily reports from participants helped us fine-tune everything—from marketing and product development to customer engagement.” That structured approach to tracking progress has since become a core part of TalentService’s operations, ensuring that every major decision is backed by real data. 

Advice for Entrepreneurs: Start Now, Adjust Along the Way 

Podkorytov has one message for aspiring entrepreneurs: stop overthinking and start building. Too many founders get stuck refining ideas instead of testing them in the real world. In fast-moving industries, hesitation isn’t just a delay—it’s a risk. “You don’t need a perfect product on day one. You need something functional enough to validate the idea,” he says. “Every flaw you find early is an opportunity to improve. But if you wait too long, the market will move on without you.” 

One of the smartest choices TalentService made in its early days was avoiding unnecessary expenses. Many startups rush to hire developers, designers, and marketing teams before proving their concept, draining resources before they even know if the model works. Podkorytov and his team took the opposite approach, using no-code tools to build a prototype. “We didn’t throw money at the problem. We tested, refined, and tested again,” he says. By keeping costs low and focusing on iteration, they fine-tuned the platform without burning through capital. 

Gathering feedback was another essential step—but not from friends and family. Podkorytov warns against relying on people who are naturally inclined to be supportive. “Your inner circle will tell you it’s great because they want to encourage you,” he explains. “But real feedback—the kind that actually helps—comes from customers, industry experts, and even critics.” Seeking input from people with no personal stake in the business helped shape a stronger, more market-ready product. 

TalentService’s success is built on speed, adaptability, and a focus on what actually works. Podkorytov believes those same principles apply to any founder trying to turn an idea into reality. “Test ideas quickly, spend wisely, and listen to the right people,” he says. “Everything else will follow.” 

Success Factors: Why Did TalentService Succeed? 

• A Developer-First Hiring Model: Instead of following traditional recruitment practices that force IT professionals to compete for jobs, TalentService shifts the responsibility onto companies, requiring them to prove why their workplace is a good fit. This reversal of the hiring process resonated with developers, giving them leverage and attracting thousands of users early on. 

• Deep Industry Knowledge and Firsthand Experience: Podkorytov’s background in IT talent acquisition, education, and research allowed him to spot inefficiencies in the hiring process. His firsthand experience working with universities, training developers, and analyzing workforce trends gave him a clear understanding of the problems that needed solving. 

• Data-Driven Decision-Making: Rather than relying on assumptions, TalentService built its platform based on direct feedback from developers and recruiters. A/B testing, structured matching methodologies, and continuous learning through machine learning helped refine the product and improve hiring efficiency. 

• Lean and Cost-Efficient Development: Instead of rushing to hire a full team and invest heavily in development, the company started with a no-code prototype to test its concept. This approach allowed them to validate demand, gather insights, and fine-tune the platform before committing significant financial resources. 

• Strategic Partnerships with Universities: Collaborations with institutions like Stanford, Münster, and Vienna University of Technology gave TalentService access to top-tier research, industry insights, and a steady pipeline of skilled professionals. These partnerships strengthened the platform’s credibility and provided valuable user data for product improvements. 

• Strong Market Timing: The global shortage of IT specialists, combined with geopolitical shifts that forced skilled professionals to seek new opportunities, created a perfect window for TalentService’s growth. The company launched at the right time, offering a solution that met an urgent need in the industry. 

• A Scalable, AI-Powered Hiring Process: By leveraging machine learning, the platform continuously refines its job-matching process, tracking hiring outcomes and improving recommendations over time. This automated, intelligence-driven approach increases efficiency for both candidates and recruiters. 

• Smart Marketing Adjustments: Early marketing missteps—such as relying too much on intuition—were quickly corrected through data analysis and A/B testing. The company’s willingness to adapt its messaging and optimize ad placements ensured more effective outreach and user acquisition. 

• A Clear Long-Term Vision: Podkorytov isn’t just focused on short-term growth. His goal is to turn TalentService into a global reverse hiring powerhouse, eventually rivaling LinkedIn. The company is already expanding beyond IT professionals to include project managers and designers, with plans for further diversification and an eventual IPO. 

• Prioritizing Real, Unfiltered Feedback: Instead of seeking validation from friends, family, or overly supportive networks, TalentService actively gathered insights from real users, industry experts, and skeptics. This helped shape a product that genuinely addressed market needs rather than one built on assumptions. 

Key Lessons to Learn 

1. Launch Quickly—Perfection Can Wait: Podkorytov emphasizes the importance of getting an idea into the real world as soon as possible. Many founders waste time refining concepts instead of testing them. The sooner a product is launched, the sooner flaws can be identified and improved. “You don’t need a perfect product on day one,” he says. “You need something functional enough to validate the idea.” 

2. Test Before You Invest: Rather than pouring money into full-scale development, TalentService started with a no-code prototype. This allowed them to validate demand, refine the concept, and gather user feedback without burning through capital. Entrepreneurs can avoid costly mistakes by first proving their model with minimal resources. 

3. Let Data Guide Decisions, Not Gut Instinct: Early marketing efforts relied on intuition, leading to missteps. A/B testing and direct user feedback quickly revealed what worked and what didn’t. “We had assumptions about what would resonate, but the numbers told a different story,” Podkorytov admits. The takeaway? Data should drive decision-making at every stage of growth. 

4. Solve a Real Problem, Not Just a Theoretical One: TalentService succeeded because it addressed a genuine pain point—traditional hiring processes were frustrating for developers and inefficient for recruiters. Podkorytov’s deep industry experience helped him identify this problem early, proving that understanding your audience is critical to building something that truly matters. 

5. Timing Is Everything: Launching at the right moment can make or break a business. TalentService entered the market during a global IT talent shortage, giving it immediate relevance. External factors, such as geopolitical shifts, also played a role in accelerating growth. Entrepreneurs should be aware of market conditions and recognize when the timing is right for their idea. 

6. Don’t Rely on Friendly Feedback: Podkorytov warns against seeking validation from friends, family, or close colleagues, as they may be too supportive to provide honest criticism. Instead, feedback should come from real customers, industry experts, and even skeptics. “Real feedback—the kind that actually helps—comes from people who have no reason to sugarcoat their opinions,” he says. 

7. Keep Costs Low in the Beginning: Many startups make the mistake of hiring large teams too soon. TalentService took a lean approach, keeping costs low until the product was proven. By avoiding unnecessary expenses, they retained financial flexibility and reduced risk. 

8. Adapt Quickly—What Works Today Might Not Work Tomorrow: Digital advertising seemed straightforward at first, but platform restrictions and shifting algorithms required constant adjustments. Podkorytov and his team learned to adapt on the fly. Flexibility and a willingness to pivot are essential for long-term success. 

9. Leverage Strategic Partnerships: Collaborations with leading universities gave TalentService access to top-tier research, industry insights, and a strong talent pipeline. Strategic partnerships can accelerate growth, provide credibility, and open doors that would be difficult to access otherwise. 

10. Build for Scale from Day One: Podkorytov isn’t just focused on short-term growth—he has a clear long-term vision of making TalentService a global hiring powerhouse. By expanding beyond IT professionals and planning an eventual IPO, he ensures the company is built with scalability in mind. Entrepreneurs should think beyond their initial market and plan for growth from the start. 

Opportunity Matrix 

Founder Background 

Pavel Podkorytov, experienced in IT talent acquisition, tech entrepreneurship, and education. Founded his first tech company in 2011 and later worked with universities and research institutions, including Stanford, Münster, and Vienna University of Technology. 

Problem Identification 

Traditional hiring processes favored companies, making job searches inefficient for IT professionals. Developers faced repetitive assessments, poor job alignment, and impersonal recruiter outreach. High turnover rates indicated a mismatch between candidates and company culture. 

Market Opportunity 

A global shortage of IT specialists created strong demand for a hiring model that prioritizes candidates. Companies in the U.S., Germany, and the U.K. actively sought talent from the CIS region, Eastern Europe, and India. 

Competitive Landscape  

Competes with traditional job platforms (LinkedIn, Indeed) and recruitment agencies. Differentiates by reversing the hiring process, making companies apply to candidates rather than the other way around. 

Market Research 

Conducted extensive research through Future Talents (SAP-backed initiative). Interviewed developers and recruiters, identifying inefficiencies in hiring. Early user testing with a simple Google form validated demand. 

Business Model 

Free for candidates. Revenue generated from recruitment services, functioning similarly to an agency. Plans for expansion into premium features and additional industries. 

Initial Capital 

Bootstrapped in early stages. Focused on lean development by using no-code tools to create a prototype before scaling. 

Product/Service Development 

Built a structured matching system backed by university research. Prioritizes job fit based on team dynamics, company processes, assigned tasks, and motivation before assessing technical skills. Incorporates machine learning to improve matches over time. 

Marketing Strategy 

Initially relied on intuition but shifted to data-driven A/B testing. Leveraged digital advertising and partnerships with universities to build credibility and attract users. Prioritized cost-efficient user acquisition strategies. 

Milestones 

• 3,500 IT professionals joined in the first three months. 

• 400 companies engaged with candidate assessments. 

• 282 job openings posted in early stages. 

• Targeting 50,000 IT professionals by summer 2022. 

• Expansion beyond software developers to project managers and designers. 

• IPO planned for long-term growth. 

Scalability 

Designed for expansion into multiple industries beyond IT. Machine learning enhances job-matching efficiency over time. Plans to grow into a global hiring powerhouse, potentially rivaling LinkedIn. 

Potential Risks and Challenges 

• Market adoption—companies may resist changing traditional hiring processes. 

• Competition from established platforms with larger user bases. 

• Regulatory or platform restrictions affecting digital advertising. 

• Maintaining quality as the platform scales. 

Key Performance Indicators/Metrics 

• Cost per lead (CPL): $1.80 

• Cost per talent subscriber: $7.40 

• Website traffic: 9,500 monthly visitors 

• Average time spent on site: 3.5 minutes 

• Hiring success rate and job retention data 

• Growth in new user registrations and company participation