This series is dedicated to sharing the experiences and challenges of high-volume recruiters, while also guiding the next generation. The second instalment comes from Alex Kovalenko, Senior IT Recruiter and Managing Partner at Kovasys IT Recruitment Inc. Alex has been recruiting for the IT tech sector nearly two decades. He’s placed more than a thousand IT professionals, ranging from junior developers to senior architects and C-suite executives, also managing recruitment teams along the way, which he says “has been its own kind of education.” Read the full interview with Alex below.

1. How has the practice of recruitment changed since you began your career? Any memorable moments?

It's night and day. When I started, recruitment was straightforward: post a job, wait for applications, filter candidates, schedule interviews. Done. 

Now? It's complicated. We've got AI sourcing, automated screening, skills-based hiring frameworks, remote-first expectations, and candidates who are way more informed (and often overwhelmed with options). The moment that really stuck with me was COVID. Suddenly, "remote" became the default overnight. But here's the thing: once it settled down, everyone defined "remote" differently. I still get calls from clients insisting their once-a-week office role is "remote." Those moments remind me how fast the market shifts and how easily we stop speaking the same language.

2. What does a good day look like? 

Three things need to happen: quality candidates actually respond, clients move fast, and nobody ghosts anybody. That's the dream.

3. What systems and processes make it work?

I run on a pretty lean tech stack: an ATS, LinkedIn Recruiter, a few job boards, and analytics tools. The fundamentals: process discipline and the right tools. But honestly? It's the discipline that matters most. Anyone can buy software. Not everyone can stick to a system.

For high-volume IT work, data is everything. Clean notes, consistent candidate scoring, and ruthless prioritization. I lean heavily on structured intake calls with clients, ranking matrices, and standardized submission formats so hiring managers get exactly what they need upfront. When those processes click, I can manage 10-15 active requisitions simultaneously without dropping anything.

4. How are the challenges of high-volume recruitment different?

You're constantly juggling dozens of openings, hundreds of candidates, shifting requirements, and hiring managers who want everything yesterday. It's controlled chaos.

Managing expectations is the biggest headache. A candidate thinks sending seven follow-ups in one week shows "initiative," while a client thinks three weeks to review a résumé is totally reasonable. You're stuck in the middle: buffer, translator, and firefighter all at once. Then there's the trend wave problem. One month, every client wants DevOps engineers. Next month, it's all ETL roles. Then, suddenly, the entire market swings back to data engineers. Staying ahead of these shifts is what separates seasoned high-volume recruiters from the "post and pray" crowd.

5. What advice would you give someone considering this career?

Treat this as a real career, not a quick money grab. Build relationships before you need them, that's your foundation. 

Track everything obsessively. Follow up with energy, but know the difference between persistence and being annoying.

Learn the technology you're recruiting for. Seriously. Candidates can tell instantly if you know your stuff, and it changes how they interact with you. 

And get comfortable with "no." You'll hear it constantly. But that one "yes" that works out? That can genuinely change someone's life. That's what keeps me going.

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HiringBranch would like to extend a sincere thank you to Alex Kovalenko of Kovasys IT Recruitment for participating in this important series. For the first article in the series, click here, and stay tuned for our next instalment coming next month.

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Image Credits

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