Critical Backend Roles
SDE-2, SDE-3, Lead Frontend Engineer
25 Days
Lead Frontend Engineer onboarded
after last-minute offer drop
RPO + Pipeline Acceleration
Enabled early-stage team
expansion (Bangalore)
Uniqode is a SaaS company operating in the QR technology space, focused on bridging the gap between the physical and digital world through intelligent QR-based solutions. As the company entered a rapid growth phase, scaling its engineering, product, and design teams became a top priority.
When Uniqode began scaling, several hiring challenges surfaced simultaneously:
High-Volume Engineering Openings
The organisation had multiple critical engineering roles open at the same time, creating pressure on internal hiring bandwidth.
Need for Faster Pipeline Movement
While candidates were available, interview cycles and decision-making needed acceleration to avoid delays and drop-offs.
Critical Role Risk
Key positions, including senior backend and frontend leadership roles, were business-critical. Any delay or offer fallout had a direct impact on delivery timelines.
Uniqode partnered with Anzy Global to build momentum across engineering hiring through a focused, execution-driven model.
Our approach centred on:
Dedicated Pipeline Ownership
Through an RPO-style engagement, a dedicated recruiter worked closely with Uniqode to actively manage and move pipelines for priority roles.
Role-Focused Execution
Special emphasis was placed on backend engineering roles (SDE-2 and SDE-3), ensuring consistent candidate flow and faster shortlisting.
Speed, Urgency & Candidate Engagement
Maintained speed and hiring momentum through active backup pipelines, notice-period negotiations, and post-offer candidate engagement.
The partnership delivered measurable impact across speed, quality, and hiring confidence.
Successfully closed key engineering roles (SDE-2 & SDE-3 and Lead Frontend Engineer)
Accelerated interview cycles reducing time-to-offer and time-to-join
Recovered from a last-minute Lead Frontend Engineer offer drop by:
Rolling forward active backup candidates
Making a new offer within 7–8 days
Onboarding the replacement candidate within 25 days
Reduced risk on long-open roles that had remained vacant for months
Enabled faster onboarding during a critical growth quarter
The quality of profiles was strong, and the sense of urgency they brought made
a big difference, especially when a critical frontend offer fell through at the last minute.
