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TRANSCRIPTION WITH SPEAKERS
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[00:00] SPEAKER_01: It's Vancouver's podcast on the Canada's podcast network.
[00:26] SPEAKER_01: Hello, this is Robert Smigel coming to the day with a Vancouver entrepreneur.ca where we talk to the entrepreneurs who are making it happen here in British Columbia.
[00:33] SPEAKER_01: Today we're with Ilya Brodsky, the CEO and founder of VanHack. After graduating from Cornell University with a degree in Applied Economics and Management, Ilya spent four years working in the Brazilian startup scene where he joined the country's most successful early stage accelerator.
[00:50] SPEAKER_01: It was there he discovered a large community of talented software engineers who were interested in relocating to Canada but didn't always have the soft skills needed to work abroad.
[01:02] SPEAKER_01: Upon moving back to Vancouver, he founded VanHack as a way of empowering people who wanted to have more out of life and live in Canada.
[01:11] SPEAKER_01: VanHack now has over 170,000 members from 73 countries and has helped over 200 companies hire and relocate 446 developers across Canada and Europe.
[01:27] SPEAKER_01: Ilya is fluent in Russian, Portuguese and English. Well, Ilya, welcome to the show. Thanks for taking the time today to be here for all our listeners.
[01:37] SPEAKER_00: My pleasure, Robert. Thank you so much for the invite. I'm really excited to share our story and yeah, we'll set it up with you today.
[01:44] SPEAKER_01: Awesome. Okay, I want you to tell us about VanHack and why did you select Vancouver Canada as your ideal location for the company?
[01:55] SPEAKER_00: Yeah, well, it's kind of funny when we started and everyone always asked about the name, you know, why is it VanHack? What does that mean? Is it the city of Vancouver? Is it an actual van?
[02:04] SPEAKER_00: When I first had the idea, it was just kind of a small thing. I didn't think it would be a business. Really, I thought it would just be a project to help a few of my friends or a few people that I kind of knew on Facebook who wanted to relocate, like you mentioned in the intro.
[02:16] SPEAKER_00: And I thought it would just be for one city for Vancouver, but since then, you also said plus and then two across Canada, across Europe, we're also looking at other places in the world.
[02:27] SPEAKER_00: And so, yeah, it's kind of grown from there, but the roots are still very much in Vancouver. The Vancouver ecosystem is very strong. There's a lot going on. There's a lot of demand there for tech talent.
[02:39] SPEAKER_00: And it's also one of the best places in the world to live, so a lot of people want to relocate there. So, yeah, it's definitely a great place with a lot of support from the community.
[02:48] SPEAKER_01: Okay, what is the advantage of hiring internationally, and why is it working so well for Canada?
[02:56] SPEAKER_00: Yeah, well, it's a good question. I guess the biggest advantage is that you always have that.
[03:02] SPEAKER_00: And locally, there's always a kind of a challenge for tech talent, especially that senior level. There's a lot of really good junior developers being created by the coding boot camps and things like that people learning on their own.
[03:15] SPEAKER_00: But there's not that many people who learned how to code 10 years ago, working professionally for 10, 15 years in Canada, because of our population really.
[03:23] SPEAKER_00: And so, combined that with the fact that a lot of our talent is going down south, we're going to have to find another way to replenish that.
[03:31] SPEAKER_00: And that's where VanHack comes in. We help you find the best developers around the world that want to move to your city.
[03:36] SPEAKER_00: And usually that allows you to find really, really great candidates who are in place. You just would never have thought of places like Cuba or Venezuela or Nigeria where you don't think it's good software developers are there, but that they actually are.
[03:50] SPEAKER_00: And by allowing them to relocate to your city, you can kind of entice them to join your team for faster than if you were to look for a local candidate.
[04:00] SPEAKER_00: We had a few companies that couldn't find candidates for six months or more. And we've helped them find candidates in a few days or a few weeks.
[04:08] SPEAKER_00: And with Canada right now, what's so special is that there's this global town stream visa that is coming up to one year that's been around and basically allows fast track of work permits for technical talent.
[04:20] SPEAKER_00: So if you're a developer, you can get a job. You can get a visa in about about a month, sometimes a little bit more depending on some factors, but it's pretty quick.
[04:28] SPEAKER_00: And essentially, you know, you can start remote so you can kind of ramp up that way and kind of hit the ground running when you join the team in person.
[04:34] SPEAKER_00: So that allows companies to really tap into global talent pool and be able to be more competitive and grow faster.
[04:43] SPEAKER_01: Okay. I want you to give us some success cases and what made them successful? What were the circumstances that you think made them work so well?
[04:53] SPEAKER_00: Yeah, good question. Probably our biggest success case is a company called Ski with the dishes. They're not even cooler than Winnipeg, but they fired over 90 software engineers from us.
[05:03] SPEAKER_00: So they just were going through some hyper girls with massive scale after they were bought at just in 2016 and really starting to just go all across the country.
[05:15] SPEAKER_00: I'm sure you've seen the stickers everywhere in the restaurants.
[05:18] SPEAKER_00: And their problem was that they were scaling so fast that their infrastructure wasn't able to handle it sometimes.
[05:23] SPEAKER_00: And if they crash, like if their system goes down even for a half an hour to an hour, that kind of backs everything up and it really leads to hundreds of thousands or millions of dollars lost revenue.
[05:35] SPEAKER_00: So they really needed people to help with that or technical talent to help with that.
[05:40] SPEAKER_00: And a place like Winnipeg is even harder than Vancouver to hire there.
[05:43] SPEAKER_00: So we were able to bring in quite a bit of senior developers, DevOps engineers, people who have that experience of scaling and help them solve that problem.
[05:53] SPEAKER_00: So that's probably our biggest success case. And we've had quite a few others think if it's another company that's local in Vancouver.
[06:00] SPEAKER_00: That's hired for engineers from us.
[06:02] SPEAKER_00: One of our first success cases, they hired a four senior Ruby developers from us in about six months I think.
[06:10] SPEAKER_00: And those were core team members now who are leading teams, being able to help grow the platform now.
[06:18] SPEAKER_00: So that's a good one.
[06:20] SPEAKER_00: And then I guess another one we were just chatting before this.
[06:23] SPEAKER_00: It's a company in multiple places, multiple small island, and mentoring and not too many people there, but a large tech scene actually.
[06:31] SPEAKER_00: And there's a company that had a higher 10 software engineers from us in about three months.
[06:36] SPEAKER_00: So we're really seeing that if companies scale fast and they don't need just one person, they need multiple people or even more than 10, we can really fit that because of all the talent that we have in our community.
[06:48] SPEAKER_01: Okay, now you've already touched on the global talent stream, but I want you to talk a little bit more about that.
[06:54] SPEAKER_01: Does Van Hack handle the immigration process?
[06:57] SPEAKER_01: And what does that look like for people wanting to come here to Vancouver or even Canada?
[07:02] SPEAKER_00: Yeah, definitely.
[07:02] SPEAKER_00: We handle the, it's a part of our, the way we work is this recruiting model.
[07:06] SPEAKER_00: So we had so one time fee for hire and embedded within that fee is our immigration services.
[07:11] SPEAKER_00: So we actually have it in house immigration person.
[07:13] SPEAKER_00: Immigration consultant who helps with every case.
[07:15] SPEAKER_00: And then we also have a partnership with Ernst & Young to make sure that we get all the best advice that we can and kind of guide the company through the process.
[07:22] SPEAKER_00: And so we get go through everything and it can be a little bit scary companies, you know, every time they think immigration visas, paperwork, foreigners, oh my God, there's a lot of maybe events unconscious bias that exists and we really work on removing that.
[07:40] SPEAKER_00: And we've, you know, show all the things you have to do.
[07:43] SPEAKER_00: So basically in a nutshell, the only thing you really have to do is create something called a labor market benefit plan, which is a fancy government term for three items or such as hosting lunch and learning hosting meetups in your office, going to universities, giving talk, time clubs and things that will benefit the Canadian labor market, right?
[08:01] SPEAKER_00: That it's just three or three things you have to choose from a list of government provides and you have to do them consistently for the two year period that the work visa is valid for.
[08:10] SPEAKER_00: So the Canada gets a two year closed work permit.
[08:13] SPEAKER_00: And so that's really it's pretty simple and a lot of times companies are already doing things like that.
[08:19] SPEAKER_00: And you know, who wouldn't want to contribute and give back to the Canadian labor market, it's a pretty good thing to do.
[08:26] SPEAKER_00: So we help companies find things that they're already doing or things that are kind of not super difficult to do that they can kind of add on to their really or to their even monthly activities in the office to be able to.
[08:39] SPEAKER_00: To benefit what you know the labor market and that's just the way of you know you bring in the international talent people saying, oh no, the immigrants are stealing our jobs will with this program.
[08:48] SPEAKER_00: The actually immigrants are helping contribute and train.
[08:51] SPEAKER_00: I was actually in waterloo for a conference last week and it was really cool to meet one of our customers.
[08:57] SPEAKER_00: It's a company else guy watches that kind of started the out of community tech there and they hate it was really cool.
[09:03] SPEAKER_00: There's like actually literally one of our members was senior senior price on engineer was was training another junior developer at the whiteboard.
[09:11] SPEAKER_00: So they're having one of the whiteboard sessions where they're going through and talking about something I couldn't understand very technical messaging queue or something like this.
[09:19] SPEAKER_00: And that was really cool to see you know it was like a literal factual example of candidates helping our art art and I guess employees in this case our members helping their count can even count apart.
[09:30] SPEAKER_00: So that's really what you have to do in the labor market benefit plan and then you can hire candidates and there's no limit to the amount of candidates you can hire you have to do more benefits in order to hire more candidates.
[09:41] SPEAKER_00: But you know it's always negotiated with the came with the government and they're pretty proactive about this in terms of like helping you actually get this done.
[09:49] SPEAKER_00: So the government works with you on this they call you they're actually holding your hand and making sure that you're successful.
[09:55] SPEAKER_00: So yeah it's it's really great and really nice to see Canada doing that and kind of helping us become a more innovative economy versus other countries around the world.
[10:03] SPEAKER_01: Great. Okay now that we're on the subject of hiring international when you travel to places like Brazil and go to these conferences what are the skill sets companies are looking for technically and the soft skills like English ability to work internationally etc.
[10:18] SPEAKER_01: What are the companies looking for?
[10:21] SPEAKER_00: Yeah most of the most of the thing they're looking for is is leadership so people who can really you know not maybe not from day one but grow into a leadership role.
[10:28] SPEAKER_00: We had a company called Law 47 in Vancouver that hired a senior deaf from us senior Ruby developer and their CTO got sick and had to take some at leave and now that that that developer is now a team lead in the meantime.
[10:43] SPEAKER_00: So things like that are really needed by companies they need that person to to bring in that knowledge and kind of be the scrum master and bring things forward you get things done.
[10:52] SPEAKER_00: That's probably the biggest soft skill in terms of technical skills there's a whole range of skills that are in demand right now but the probably the hottest language right now is is is react as anyone who's familiar with the tech team and probably knows that react is just going crazy how how strong that is is the kind of go to JavaScript library.
[11:14] SPEAKER_00: Versus other other ones but you know other other kind of tech skills like like Python Ruby on Rails artificial intelligence.
[11:22] SPEAKER_00: You know these these kind of more difficult skills to fill especially in the senior roles that's really where we can come in and help out.
[11:29] SPEAKER_01: Okay what about the companies that are searching for talent internationally what's the process that fan hack undertakes to make it happen can you just briefly kind of describe you know right from kind of the start and some contacts you we're looking for this person.
[11:42] SPEAKER_01: Just briefly walk us through that process.
[11:45] SPEAKER_00: Yeah it's it's pretty straightforward we we just you know get to get as much details as possible as we can from the company a lot of times there's things that they don't put in the job description that would be that would be really good.
[11:57] SPEAKER_00: And to have where they're really looking for but they just either didn't write it down or they wrote down but we didn't know that was like the most important thing so we just really try and get that briefing on boarding call that we do with companies and.
[12:08] SPEAKER_00: Yeah as much information as possible there from there we we search our talent pool and that's kind of the biggest difference in us and everyone else we already kind of have talent ready whereas maybe other platforms have to go and hunt for candidates or search or kind of being more and more out outbound where we're a little more.
[12:26] SPEAKER_00: I guess the town comes to us because of our education training training.
[12:30] SPEAKER_00: And so we post the job we can't it is for example yesterday we had a Microsoft DBA role for a company Toronto we were able to get you know to candidates them on the same day.
[12:40] SPEAKER_00: And so you know that that's kind of how the process we send over candidates and then once we get feedback we book the interviews or of course go back and try and improve the search.
[12:50] SPEAKER_00: So yeah that's that's how it works we we make sure that it's the right person and try and try and be as fast as possible because when the company comes to us it's usually they need somebody yes they.
[13:00] SPEAKER_01: So you got to turn this around pretty quick imagine.
[13:03] SPEAKER_00: Yeah exactly yeah yeah our fastest hire was 24 hours which is pretty cool for senior Ruby and react developer out of Toronto.
[13:10] SPEAKER_00: So it's it's something that we're we're kind of specialized that is this is fast quality.
[13:15] SPEAKER_01: Excellent okay can you tell me about Vanhack premium and how do members get jobs faster and get the much needed piece of mind needed to work abroad.
[13:26] SPEAKER_00: Yeah so actually Vanhack really knows how we started so Vanhack started as a English school to teach developers the soft skills that they need to be able to relocate and I actually didn't know anything about recruiting when they started the company or even the start the project I should say.
[13:39] SPEAKER_00: I thought it would just be you know what kind of a membership side where we help a few people learn English and they kind of can get the soft skills that they need and that's that's what Vanhack premium is we we have an online English school where they they take courses with a community and professors who are you know focused 100% on tech tech interviews helping them understand how to do the you know the job interview process usually they're good at coding they're good at reading writing listening but speaking is a big challenge especially if you're.
[14:09] SPEAKER_00: You know English is your first language and if you're a developer more often that you might be a little bit introverted so we help them get that confidence and understanding how to do that international interview online a lot of times that that's their biggest challenge and so we we have a you know very very reasonably price we're actually going to be lowering the price even even more a program for developers to learn English and get out all those skills that they need and we also have kind of less English help for people for free just for you know because we want to help as many people as possible but.
[14:40] SPEAKER_00: Yeah it's it's something that we're we're seeing as kind of a nice compliment because this is this is usually their biggest challenge and what it allows us to do is kind of unlock this person in a way where before maybe they you know they just had no success and then they take a couple months of our course and all of a sudden they're they're now you know much more likely to get hired and so it's kind of good for them good for us good for the company.
[15:00] SPEAKER_01: Okay now how are our local companies here in Vancouver and BC in Canada benefiting from talent coming from abroad and what areas and skill sets or talents are finding the most success here in Vancouver in Canada.
[15:14] SPEAKER_00: Yeah so we brought over eight million dollars in annual salary to Canada in the last six months so local businesses are definitely benefiting from you know having that that salary being done.
[15:30] SPEAKER_00: So we're seeing a lot of people are getting paid to Canadians now instead of maybe that candidate going to I don't know Australia or something else and so that money staying in our economy those jobs are being filled by you know by the international talent but then soon they'll become Canadian right and you know they're they're buying groceries in Canada and going movie theaters in Canada they're renting apartments in Canada so local businesses and local economies are definitely beginning a lot of benefit from from having these talented folks in town and then the kind of candidates that are are being you know successful are our
[16:00] SPEAKER_00: really those that are I guess the senior technical talent right like the people who are five ten years experience they they often have kind of young families so for them it's really about quality of life so they get to live in a great country
[16:14] SPEAKER_00: I'm very city like Vancouver where they can you know have their kids they go bust the school or or they can just generally feel that piece of mind of living in an awesome place so yeah it's kind of a benefit for everybody right the Canada is happy they got a great place to live and a great job and then company is it's got a great employee hard working very loyal person that's kind of join their team and then the local community is is benefiting a lot because you know we have all these great people that are not only
[16:44] SPEAKER_00: now spend money.
[16:46] SPEAKER_01: You're spending money.
[16:47] SPEAKER_01: Yeah, spending money, yeah, exactly.
[16:48] SPEAKER_00: And paying taxes, right?
[16:49] SPEAKER_00: So, yeah.
[16:50] SPEAKER_00: Yeah, so like, if jobs aren't filled, then, you know, the economy's not growing because
[16:55] SPEAKER_00: you can't build the product, ship them, and you can get more revenue from that.
[16:58] SPEAKER_00: And then, yeah, these people are, yeah, exactly.
[17:01] SPEAKER_00: They're just very simple to spend money.
[17:04] Speaker UNKNOWN: Yeah, obviously.
[17:04] SPEAKER_00: Yeah.
[17:05] SPEAKER_01: Cool.
[17:06] SPEAKER_01: Okay, can you tell our listeners more about recruiting fair going on cell Paulo on June
[17:12] SPEAKER_01: 23rd and 24th, and how can companies get involved?
[17:16] Speaker UNKNOWN: Yeah, definitely.
[17:18] SPEAKER_00: So, right now, we found that we've kind of, one of our customers told us, you know, what
[17:24] SPEAKER_00: could we do to take things to the next level, and we had this idea of going down to Brazil
[17:29] SPEAKER_00: and doing an impressive recruiting fair in March.
[17:32] SPEAKER_00: What we had the idea in January, February, and then we decided to do it in March this year.
[17:36] SPEAKER_00: And so, we did our first event in the middle of March, and we got 77 tires and 48 hours.
[17:42] SPEAKER_00: So, 77 hours over the weekend.
[17:45] SPEAKER_00: And that was just, I think, a record, I don't know.
[17:49] SPEAKER_00: Maybe Amazon's done more tires than we can before, but I don't know any other local Canadian
[17:53] SPEAKER_00: company that's done that.
[17:55] SPEAKER_00: And so, we realized that there's this magic that happens where if you meet a person in
[17:59] SPEAKER_00: face to face in person, and have that conversation that you just can tell right away or tell
[18:06] SPEAKER_00: faster if you want to work with them.
[18:09] SPEAKER_00: And so, the quality of the match is better and the quantity can be higher as well because
[18:14] SPEAKER_00: you can do a lot of interviews in the short amount of time.
[18:17] SPEAKER_00: And so, we decided to do it again, and this time we're actually bringing down three companies.
[18:22] SPEAKER_00: In this case, all the companies are from the Prairies, so we're actually, instead of,
[18:26] SPEAKER_00: along with the companies, we're actually also bringing down representatives from Innovation
[18:29] SPEAKER_00: and Sketch1 and Iktam, which is a government program in Manitoba.
[18:35] SPEAKER_00: And also, we're bringing down representatives from the government of Manitoba and Sketch1.
[18:39] SPEAKER_00: So, it's going to be a pretty exciting weekend, two weeks, and there's not really a way
[18:45] SPEAKER_00: for you to participate right now.
[18:46] SPEAKER_00: So, if you're listening to this, you probably, it's probably definitely as too late to participate,
[18:49] SPEAKER_00: but we will have another event in the fall.
[18:52] SPEAKER_00: And then we're still trying to figure out when exactly probably October.
[18:56] SPEAKER_00: And we'll have a bigger event that's national or maybe even international.
[19:01] SPEAKER_00: We have companies from all over Canada, all over the world coming down to either South Paolo
[19:06] SPEAKER_00: or somewhere else.
[19:07] SPEAKER_00: And this is something we're seeing as a product that we want to do in many different places.
[19:11] SPEAKER_00: So, go to the countries of the Brazil and bring companies all over the world.
[19:16] SPEAKER_00: And just because this is really the best way, I would say, the most efficient way,
[19:21] SPEAKER_00: especially if you're doing bulk hiring, you're feeling to hire 5-10 people.
[19:26] SPEAKER_00: You can kind of get that done in five days or three days, including travel, etc.
[19:32] SPEAKER_00: That's much more efficient than spending months, months searching online, having these interviews,
[19:36] SPEAKER_00: get to meet the people, get to talk to them, and see how they work, and make that decision
[19:40] SPEAKER_00: much faster with much more confidence.
[19:42] SPEAKER_00: So yeah, we're really excited about the event and helping you up coming up and then seeing
[19:46] SPEAKER_00: how this rolls out as part of the evolution of Vanhack.
[19:48] SPEAKER_01: So, we'll probably see a lot more of these conferences coming up, I imagine.
[19:54] SPEAKER_00: Yeah, yeah, exactly.
[19:55] SPEAKER_00: We're thinking of just having this as maybe like once a quarter kind of thing, we choose
[20:00] SPEAKER_00: different locations around the world.
[20:02] SPEAKER_00: We're thinking of potentially calling them either Vanhack missions or Vanhack vacations,
[20:06] SPEAKER_00: try to put a different spin on it.
[20:08] SPEAKER_00: Yeah, yeah.
[20:09] SPEAKER_00: Lucky they're recruiting trip, recruiting mission, or a nice kind of time to go to exotic
[20:13] SPEAKER_00: country and meet some great devs.
[20:15] SPEAKER_00: But the point is that you can, it's just so hard to find that senior talent and you
[20:21] SPEAKER_00: can never really know until you actually meet the person in face to face and spend some
[20:25] SPEAKER_00: time working with them.
[20:26] SPEAKER_00: And this is all about reducing that risk and getting those people in front of you as a
[20:31] SPEAKER_00: hiring manager and getting you to understand whether it's the right fit or not.
[20:35] SPEAKER_00: And yeah, it was really successful the first time around.
[20:38] SPEAKER_00: We're excited for the second one.
[20:39] SPEAKER_00: Looks like it's going to be equally successful if not more.
[20:42] SPEAKER_00: And then, yeah, we'll do another one in the fall.
[20:45] SPEAKER_00: So if you are interested in learning more about that, please get in touch because we were
[20:49] SPEAKER_00: always looking for more companies to come down with us.
[20:51] SPEAKER_00: And we think it's a much more efficient way than the current model.
[20:55] SPEAKER_01: Great.
[20:56] SPEAKER_01: Okay, Alia, we're going to wrap things up here.
[20:58] SPEAKER_01: How can our listeners get whole of you?
[20:59] SPEAKER_01: Is there anything you'd like to add before you leave us today?
[21:03] SPEAKER_00: Yeah, I guess easy to get hold me, ILYA, at vanhack.com.
[21:07] SPEAKER_00: It's probably the fastest way to get hold of you or you can also sign up to Vanhack for
[21:10] SPEAKER_00: our talent pool is available for you to search for free.
[21:15] SPEAKER_00: You can just go to vanhack.com and click on want to hire.
[21:18] SPEAKER_00: It takes you to the page right there where you can query our talent pool so you can see
[21:22] SPEAKER_00: how many candidates we have with what the different skills gives you an idea of the
[21:26] SPEAKER_00: type of talent that we have available.
[21:28] SPEAKER_00: And yeah, I guess the last thing I'll say is just feel free to reach out.
[21:31] SPEAKER_00: We're always open.
[21:33] SPEAKER_00: We're kind of this interesting phase in the company where we're now not really a startup
[21:38] SPEAKER_00: anymore, but around for three years.
[21:39] SPEAKER_00: We're kind of more of a scale up.
[21:40] SPEAKER_00: I'm very much started.
[21:41] SPEAKER_00: I guess the mentality where it's pretty small still and we're still kind of very accessible
[21:47] SPEAKER_00: and want to be in touch with our customers as much as possible.
[21:50] SPEAKER_00: So yeah, feel free to reach out.
[21:52] SPEAKER_00: And if you know they're citing me and be your entrepreneur, you're trying to get things
[21:55] SPEAKER_00: off the ground and also happy to help and give back and mentor anyone who's looking for
[21:59] SPEAKER_00: help on that side of things too.
[22:00] SPEAKER_01: Awesome.
[22:01] SPEAKER_01: Great.
[22:01] SPEAKER_01: Okay, ILYA, thanks for coming on the show today.
[22:04] SPEAKER_01: I've learned a lot about you and Vanhack and I'm sure our listeners have as well.
[22:09] SPEAKER_01: Great.
[22:10] SPEAKER_01: Okay.
[22:10] SPEAKER_00: Thanks for having me.
[22:11] SPEAKER_00: It was a pleasure.
[22:12] SPEAKER_01: Okay.
[22:12] SPEAKER_01: Great.
[22:12] SPEAKER_01: We'll see you next time.
[22:14] SPEAKER_01: Hey there.
[22:15] SPEAKER_01: Thanks for taking the time to listen to the Vancouver entrepreneur dot CA podcast.
[22:19] SPEAKER_01: We hope you enjoyed the show today.
[22:20] SPEAKER_01: Make sure you sign up for our newsletters and write a review for us on iTunes and then connect
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[22:28] SPEAKER_01: And you'll get all the latest news including the BC Weekly Business Report where you can
[22:32] SPEAKER_01: find out more, but what's going on is fabulous promise of ours.
[22:35] SPEAKER_01: See you next time.
[22:38] Speaker UNKNOWN: Bye.
