How High-Velocity Tech Teams Are Redefining Hiring

HR and technology leaders are under increasing pressure to deliver engineering capacity faster, with greater predictability and lower execution risk. Product roadmaps cannot wait months for full-time hires, and even short staffing gaps slow delivery and compound risk. Traditional hiring models fail here. Long requisition cycles, fragmented workflows, and résumé-driven sourcing introduce friction precisely when execution speed matters most.

In this landscape, Adeva’s model shows how high-growth, technology-driven companies are restructuring workforce strategy around delivery, not headcount. Adeva’s globally distributed, technology-powered, delivery-first approach shortens the gap between approved demand and productive execution while enabling scalable, automated talent operations.

For product and engineering leaders, the core question is simple: How do you shorten time-to-capacity without increasing delivery risk? The following takeaways from Adeva’s evolution, shared by CFO Aleksandra Simeonova, illustrate how hiring systems can drive faster, more predictable delivery.

Delivery bottlenecks exposed the limits of traditional hiring

Adeva’s clients cannot afford execution slowdowns when critical engineering roles remain unfilled. In fast-moving product environments, even short capacity gaps translate directly into missed milestones, increased delivery risk, and cascading downstream impact.

As Simeonova explains, “When the right talent does not arrive on time, product and engineering delivery slips. Technical debt accumulates, operational drag increases, and costs rise without a corresponding increase in output.”

Traditional outsourcing does not solve the problem, she says. “It often adds complexity, additional layers, slow ramp-up, and résumé management, without the speed or accountability required to deliver.”

Adeva responds with a delivery-first staffing model, embedding senior global engineers who contribute from day one. “We embed senior engineers who integrate quickly, take ownership, and deliver meaningful contributions in the first week.”

For HR and technology leaders, this reflects a broader shift in how talent value is measured. Impact is no longer defined by hours worked or roles filled, but by outcomes delivered. Digitized and automated talent systems must ultimately serve one goal: faster, more predictable execution.

Adeva’s strategic shift: a lesson in “better growth”

Over the past year, Adeva shifted from maximizing scale to optimizing delivery quality and predictability. The focus moved from expanding reach to building a model that compounds trust, reliability, and execution outcomes.

Reflecting on the company’s evolution, Simeonova notes, “A year ago, we were focused on scale. Today, the focus is growth with quality and measurable impact.”

Adeva’s current priorities include AI-driven matching and screening, scaling enterprise-grade global delivery pods, ensuring consistent high-quality execution, and deepening expertise across software engineering, platform engineering, and AI.

Simeonova frames the strategy as less about more growth and more about better growth. Growth that compounds trust, delivery confidence, and outcomes over time.

For HR and technology leaders, the takeaway is clear. Sustainable growth depends on talent systems that prioritize delivery reliability over volume.

Speed and experience: HR’s most misunderstood trade-off

Speed and experience are often treated as competing priorities in hiring. In practice, both directly influence delivery timelines and execution risk.

Slow hiring processes delay delivery. Poor candidate experience reduces acceptance rates and increases early attrition, creating additional execution risk. In both cases, the result is the same: longer time-to-capacity and less predictable delivery.

“We invest heavily in AI and automation so clients see the right people faster and developers avoid long, repetitive processes,” Simeonova says. “At the same time, we deliberately add human touch through clear communication, constructive feedback, and support throughout the journey.”

The result is an operating model built on a simple principle: Automate the process and humanize the journey.

What forced Adeva to digitize its recruiting engine

Adeva’s original recruiting approach delivered high quality but depended heavily on manual effort. As demand increased, those processes became a constraint on speed, predictability, and, ultimately, delivery execution.

To remove this constraint, Adeva digitized and automated core parts of its talent engine, including matching, screening, scheduling, contracting, and onboarding. The goal was not efficiency for its own sake but faster activation of delivery-ready engineers whenever execution capacity was required.

“Digitization allowed us to scale delivery without compromising quality,” Simeonova says. “We could respond faster, improve match accuracy, and onboard talent with far greater consistency.”

A critical part of this shift was standardizing contracting and onboarding across borders. Fragmented agreement flows had previously delayed onboarding and introduced unnecessary risk into delivery timelines.

By implementing Docusign across contracts and approvals, Adeva removed a major source of friction from global hiring and client onboarding. “The speed and reliability of signing contracts with Docusign enabled significantly faster onboarding of vetted professionals, allowing our customers to access delivery-ready talent quickly and reliably,” she says.

Docusign enabled secure templates, streamlined revisions, audit trails, and centralized documentation, helping Adeva reduce onboarding cycles by up to 90%. Faster contracting translated directly into earlier execution and faster time-to-value for clients.

“The expedited signing process had a measurable business impact,” she adds. “It improved onboarding speed and supported revenue growth as we scaled.”

The impact: a more scalable, more predictable talent engine

For Adeva, digital transformation means:

• The ability to handle significantly higher demand without sacrificing delivery quality

• Stronger strategic insight through consistent data capture

• Increased client trust driven by predictable performance

• Clear differentiation in a crowded market

For candidates, it means:

• Quicker feedback

• More relevant opportunities

• Smoother, clearer onboarding

Simeonova summarizes the impact: “The shift reduced friction on both sides while strengthening trust in Adeva as a long-term partner.”

This dual impact—minimizing friction while building trust—is exactly what modern HR teams are striving for.

The future of HR is flexible, automated, and delivery-first

Adeva’s journey reflects a broader shift in how modern organizations build and scale teams. As product cycles accelerate and execution windows narrow, resourcing can no longer be separated from delivery outcomes.

The companies that succeed will digitize hiring, adopt flexible talent models, and remove friction between business demand and execution. Global delivery pods, AI-powered matching, and outcome-based engagement models are becoming foundational capabilities.

For HR and technology leaders, the message is clear. Speed, quality, and experience are no longer trade-offs—they are requirements. When talent systems are designed around delivery, organizations gain the agility and predictability required to execute at scale.

Adeva’s model demonstrates what becomes possible when hiring is treated as a strategic lever for execution rather than a support function.

Read more about how Adeva is scaling its business with Docusign.