Inside Deviqon’s Recruitment Engine: How We Find Top Video Engineering Talent Fast

Recruitment: The Core of Deviqon's Success

At Deviqon Labs, recruitment isn’t a separate function, it’s at the core of every project. From Cloud DVR rollouts to streaming platform modernization, our ability to find and embed the right engineers, fast, is part of what makes us a trusted partner for video and cloud-native projects.

But how exactly do we do it? We asked founder and tech lead Robert Rotter to explain how Deviqon recruits and integrates engineers so efficiently.

Defining the Role: Listening Over Job Descriptions

“We rarely ask the client for a job description,” Robert explains. “We listen. Whether it’s a call, a product spec, or a roadmap session, we translate those needs into a clear, validated role profile.”

These profiles are then checked with the client for accuracy and alignment. Once approved, the internal recruitment team, led by Madalina with support from her colleague Rebeca, gets to work.

Active Sourcing and Screening

“Our recruitment team doesn’t just sit and wait for applications,” Robert says. “They target candidates directly on LinkedIn and niche platforms, filtering for the exact skills and domain knowledge we need.”

These candidates are quickly screened and shared with Robert or another senior engineer for an initial evaluation to assess fit before interviews even begin.

The Culture-First Interview

The first interview isn’t technical, it’s an open conversation to understand motivations, alignment with the role, and cultural fit.

“The first interview is a 'get-to-know-you' call, and during this we also want to see if there is a fit with our values. We want people who care about the product, and who want to grow with us and with the customer,” Robert says. “Are they looking for a stepping stone, or do they want to grow with a product and a team? That tells us everything.”

Candidates then undergo customized evaluations depending on the role, such as an online test (where appropriate) and a live technical interview with senior engineers.

Typically we will be looking at:

• System design skills for architects
• Protocol expertise for video engineers
• Problem-solving and coding expertise for backend or DevOps

“It’s never one-size-fits-all,” Robert notes. “It’s about evaluating how someone thinks and whether they’re a long-term fit.”

Investing in the Long-Term

Deviqon’s model favors dedicated, embedded teams. That means hiring for long-term potential, not just immediate availability.

“We’re not staffing for 3-month gigs, we prefer long-term, dedicated roles,” Robert explains. “We’re investing in engineers who can own roadmaps, contribute to architecture, and evolve with the customer.”

While Cluj-Napoca remains the heart of Deviqon’s engineering team, the model has expanded.

“Since COVID some of our best engineers are now remote across Romania,” Robert says. “We prioritize mindset and fit over location, especially since we’ve fine-tuned the onboarding and team integration process.”

Conclusion: Velocity Built for the Long Haul

Deviqon’s active recruitment approach, technical screening, and culture-first philosophy have made them a trusted partner for video and cloud-native engineering at scale.

Whether it’s launching a new product or maintaining a legacy system, Deviqon’s recruitment engine enables delivery velocity without compromise. It’s fast, but it’s built for the long haul. And because our engineers work as embedded team members, clients gain partners who integrate seamlessly into their workflows and stay invested in their success.

Contact Deviqon to Learn More: https://calendly.com/robertrotter/discovery-meeting