EPAM: How it works to hire talent with them

Published on
Mar 6, 2024
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Teilur, Inc.
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Navigating the landscape to find the perfect tech talent can be akin to embarking on a challenging journey with obscured vision. This is where outsourcing and nearshoring companies enter the scene, committed to skillfully traversing complex terrain and delivering top-tier developers. Before you embark on this expedition with EPAM, let's closely examine how it operates, considering both its strengths and potential drawbacks, all tailored to suit your unique needs.

Climbing the peaks of tech talent with EPAM 

EPAM's journey to the summit of tech talent has been marked by significant milestones. With a client roster featuring giants like SAP AG and a presence in over 50 countries, EPAM offers a vast pool of expertise. The company's ascent to the top of Fortune's 100 Fastest-Growing Companies list in 2020 and its billion-dollar revenue quarter in 2021 underscore its rapid growth.

  • Diverse Client Roster: EPAM Systems showcases its prowess by maintaining a distinguished client portfolio, featuring industry titans like SAP AG. This underscores EPAM's capability to not only attract but effectively cater to major players within the IT sector.
  • Global Presence: With a footprint spanning over 50 countries, EPAM ensures a vast and varied pool of expertise. Clients benefit from access to a diverse range of talent and perspectives, enriching their projects with a global outlook.
  • Rapid Growth and Recognition: In 2020, EPAM soared to the summit of Fortune's 100 Fastest-Growing Companies list, a testament to its rapid ascension in the competitive IT services sector. The achievement of a billion-dollar revenue quarter in 2021 further solidifies EPAM's success and growth trajectory.

But before you summit, check the base camp

While EPAM has demonstrated transparency in certain aspects, we wanted to delve into the opinions of both clients and employees to gain a more comprehensive understanding. In a review on G2.com, a client praised the experience and technical prowess of the staff in a project involving the development of customer-facing big data-based applications.

However, the client noted a need for improvement in communication and business understanding capabilities. This observation underscores the importance of not only having a skilled team but also providing a quality service where transparency, communication, and teamwork are crucial to achieving optimal results and ensuring excellence in every aspect.

EPAM reviews

Continuing our research, we found several reviews in Trustpilot echoing similar concerns, particularly regarding false job postings. This issue raises concerns among applicants, as there seems to be a lack of solid support from EPAM when advertising vacancies for various positions. Here are some of these experiences:

EPAM reviews from Trustpilot

‍

EPAM reviews - Trustpilot

After analyzing the various perspectives obtained, there are considerations to keep in mind before scaling their services:

  • Minimum Commitments: EPAM requires a NDA for detailed budget discussions, potentially hindering transparency and making it challenging for clients to assess costs beforehand.
  • Pricing Transparency: EPAM lacks clarity on cost breakdowns, including commissions and the process if a client wishes to bring a candidate onto their payroll, posing potential challenges for clients.
  • Reimbursement: EPAM's policy focuses on finding replacements for departing candidates, without offering reimbursement, potentially leading to unexpected costs for clients.
  • Flexibility in Replacements: While quick replacements are advantageous, some clients may prefer involvement in the selection process rather than having replacements automatically assigned.

So, should you scale EPAM with your tech talent needs?

Determining whether to scale your tech talent needs with EPAM is contingent upon a thoughtful consideration of your unique requirements and priorities. EPAM, positioned as a global IT powerhouse, presents an enticing solution for those in pursuit of a partner with a proven track record of growth and diversification. However, the decision-making process should be informed by a careful assessment of key factors.

Transparency in operations, clarity regarding costs, and the degree of control over the hiring process are pivotal considerations. While EPAM's strengths are evident, aligning these with your organizational needs will ensure a strategic and symbiotic partnership, fostering success in your tech talent endeavors.

Remember: Just as EPAM's journey has been paved with milestones, your path to tech talent success requires careful consideration. Take the time to assess your unique needs and goals before embarking on this climb.

Bonus Tip: Consider exploring platforms like Teilur Talent  that offer data-driven matching and personalized employer branding for a tailored recruitment experience. Efficient and rewarding climbs to tech talent success are built on informed decisions.

Also, uncover EPAM's client charges in our research into EPAM pricing model. Explore the details of our research to understand the costs associated with EPAM's services.

Introduction

Climbing the peaks of tech talent with EPAM

But before you summit, check the base camp

Should you scale EPAM with your tech talent needs?

‍

Need help with cost expectations? 

Costs vary depending on the final offer our candidate accepts. 80% of what you pay goes to the candidate, and the remaining 20% is our fee. We’ve put together some examples of price ranges with all fees included, to help you establish clear pricing expectations for the services we offer.

Monthly cost
Yearly cost
Pillars
Colombia
Argentina
Mexico
Brazil
Group 1. Coordinators, data analysts, tech sales

$1,500 - $2,000

$1,500 - $2,000

$1,750 - $2,500

$1,750 - $2,500

Group 2. Product, designers, growth marketers

$2,000 - $3,500

$2,000 - $3,500

$2,500 - $4,000

$2,500 - $4,000

Group 3. Developers and Sr. tech talent (4+ years)

$3,500- $5,000

$3,500- $5,000

$4,000 - $6,500

$4,000 - $6,500

Group 4. Sr. software & data engineering (7+ years)

$5,500- $8,500

$5,500- $8,500

$6,500 - $9,500

$6,500 - $9,500

1:1 recruiting support

via integration

Talent focus

Coming soon

Pillars
Colombia
Argentina
Mexico
Brazil
Group 1. Coordinators, data analysts, tech sales

$18,000 -$24,000

$18,000 -$24,000

$21,000-$30,000

$21,000-$30,000

Group 2. Product, designers, growth marketers

$24,000 -$42,000

$24,000 -$42,000

$30,000-$48,000

$30,000-$48,000

Group 3. Developers and Sr. tech talent (4+ years)

$42,000-$66,000

$42,000-$66,000

$48,000-$78,000

$48,000-$78,000

Group 4. Sr. software & data engineering (7+ years)

$66,000-$102,000

$66,000-$102,000

$78,000-$114,000

$78,000-$114,000

1:1 recruiting support

via integration

Talent focus

Coming soon

*Transparent pricing refers to understanding how much a company takes as a percentage of how much a client pays for hired talent. These prices are estimates and always depend on the final offer the candidate takes.

Need help with cost expectations?

Our hiring costs vary depending on the candidate's accepted offer. Use our calculator to estimate costs for different roles.

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At Teilur, Inc, we are committed to accuracy and fairness in all our content. Our discussions and comparisons, particularly those concerning other businesses in the recruitment industry, are grounded in the best interpretations made by our dedicated staff, based on publicly available information. We hold a deep respect for the unique qualities of each organization within our field and strive to offer valuable insights rooted in our core beliefs about the recruitment industry's workings. If you encounter any factual inaccuracies in our content, we encourage you to reach out to us at content-research@teilurtalent.com with the specific URL in question. Your feedback is invaluable, and we are committed to reviewing and addressing your concerns.

Got questions? We've got answers.

1

How is Teilur Talent different from other tech recruiting companies in LATAM?

At Teilur Talent, we take a mission-focused approach to recruiting, ensuring that our candidates are aligned with your company's vision and goals. Unlike other tech recruiting companies in LATAM, who may focus solely on technical skills, we prioritize the cultural fit and dedication of our team members to your company. For this reason, we do not support project contractor or freelancer roles. Instead, we focus on fully devoted team members who will help you achieve long-term success. If you are looking for freelancers to complete one-off projects, you probably are better off going to companies like fiver.com, toptal.com or upwork.com.

2

How does Teilur Talent attract and retain the best talent compared to other companies?

At Teilur Talent, we offer our candidates competitive salaries that are 2x to 3x higher than what tech companies would pay locally. This allows us to attract top talent and retain highly motivated and loyal team members. Additionally, we focus on finding candidates whose values align with the purpose, visoin, and mission of our clients. This approach ensures that our engineers and tech talent are not just coding and completing task—rather, they become part of a greater purpose, which gives them meaning and helps us attract and retain the best talent.

3

What are the typical tech roles that Teilur Talent recruits for?

At Teilur Talent, we specialize in recruiting for a wide range of tech roles that are typically in high demand. These include positions such as DevOps engineers, QA analysts and engineers, back-end and front-end developers, data scientists, product managers, business developers, and technical sales positions. Essentially, we recruit for most roles that are needed in B2B and B2C tech-focused businesses.

4

What are Teilur Talent's fees and pricing structure?

At Teilur Talent, we believe in transparency. We charge a flat rate fee of 20% of what the client pays. This way, our clients know exactly what they are paying for and how much the candidate gets. As an example: If a client hires a software engineer for $60,000 per year ($5,000 per month), Teilur's monthly fee would be $1,000 (20% of $5,000). We don't believe in hidden fees or unwanted surprises, so we disclose all costs upfront to both candidates hired and companies. When exploring other alternatives, make sure they are transparent about their pricing. We believe this is paramount for the benefit of all parties involved in this new era of remote work.

5

What is the candidate screening process at Teilur Talent, and how do you ensure a good fit for my company?

At Teilur Talent, we take candidate screening very seriously. We use a multi-layered approach to find the best candidates for our clients, starting with screening thousands of candidates from our internal and proprietary networks. We leverage AI technology to assess whether a candidate matches the technical skills required for a given job opening. We also perform additional personal evaluations to ensure that the candidate has the soft skills, culture fit, and English language skills required to excel in their new role. Our rigorous screening process ensures that only the best candidates make it through to our clients, saving them time and helping them find the best talent for their teams.

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