Within the global games industry, delivering immersive, localized experiences at scale requires more than technical expertise, it demands the right people, in the right places, at the right time. At Testronic, the LQA recruitment team is proving that rapid growth and exceptional quality are not mutually exclusive.

Led by Recruitment Manager Marianna Swiderska, Testronic’s LQA hiring strategy is a masterclass in global recruitment: hybrid, agile, inclusive, and deeply aligned with the needs of both business and talent. With a recruitment engine capable of high-volume hiring and a global talent pool spanning five global regions, Testronic is redefining how localization teams are built in a distributed world.

Recruiting Across Regions: Challenges and Advantages of a Multisite, Hybrid Team

With active operations across Poland, the UK, Portugal, Romania, and Serbia, the Testronic LQA team is truly multi-national. Managing recruitment for such a broad landscape is complex, but also offers immense opportunity.

“Recruiting across multisite locations brings both unique challenges and exciting opportunities,” Marianna shares. “You need to coordinate across time zones and understand different labour laws and market nuances, which requires working closely with Operations Directors, HR teams, and local managers.”

But this complexity is balanced by the strengths of a hybrid model. “It broadens access to diverse talent who value flexible, project-based work,” she explains. “It also enhances candidate attraction and retention. People today prioritise work-life balance, and we offer that.”

Testronic’s recruitment strategies are customised to each market, whilst building connected, high- performing teams that thrive both remotely and on-site.

Hybrid models also encourage diversity – a critical ingredient for creativity. “Diverse perspectives and cultural backgrounds spark innovation. That’s what drives the creativity that makes our LQA teams so strong.”

Building from the Ground Up: Restructuring LQA Recruitment

When Marianna assumed leadership of the LQA recruitment team, she was met with immediate challenges: a high volume of open positions, new team members needing guidance, and processes that need to be optimised for scale.

“The first step was to rebuild trust and create a culture of cooperation between operations and recruitment,” she says. “And our major focus was to build an international talent pool to maintain a strong pipeline of qualified candidates across multiple regions.”

She introduced a faster, more tailored recruitment model that met the specific needs of high-volume LQA hiring. This included redesigning recruitment steps, revamping job descriptions by location, and transitioning to real-time Zoom-based language assessments – a change that significantly improved evaluation speed and accuracy.

“I wanted to simplify everything,” she explains. “From application to onboarding, we streamlined the journey while ensuring quality and consistency.”

Marianna also focused on enhancing collaboration with external vendors, opening new job boards, and launching employer branding campaigns through social media. She introduced modern ATS tools and reinforced internal communication between recruitment, HR, and project management teams. And embracing diversity and inclusion was critical, adapting strategies to fit the unique cultures and needs of each site.

“These efforts have significantly reduced backlog, accelerated hiring, and strengthened the quality and consistency of our recruitment for LQA.”

Capacity in Action: How Testronic Delivers Fast, Global Hiring

Testronic’s recruitment engine is built for agility. On average, the LQA team processes over 15,000 applications per year, with over 120 successful placements annually, plus 68 specialised linguists recruited from a pool of 2,000 vetted profiles.

“Our recruitment capacity varies depending on the project, region, market and candidate availability,” explains Marianna. “But we’re always ready to adapt. With our extensive global talent pool and a mix of internal and external resources, time-to-fill can range from a few days to several weeks. The rapidly changing market requires flexibility, and our streamlined processes and strong collaboration help us maintain quality hires while adapting to demand.”

That flexibility is supported by a recruitment infrastructure that combines experienced recruiters, advanced tools, and close collaboration with operations and HR. “By following well-established processes and utilizing all available resources – including internal talent pools, external partners, and social media channels – we maximise our reach.”

Speed Meets Precision: A One-Day Recruitment Success Story

Testronic’s recruitment model was put to the test in one of its fastest-ever ramp-ups – filling a specialised Korean LQA role in just one day.

“It was a tough language to recruit for, but we made it happen,” Marianna recalls. “Thanks to our recruiter’s quick thinking, a strong talent pool, and deep relationships in the localization market, we delivered.”

Moments like these underscore the team’s agility. “If there’s an urgent client need, we’re ready. That’s the value of having a well-oiled recruitment operation and a team that genuinely cares.”

Planning Ahead: How Testronic Builds for Scalability

Fast hiring isn’t enough – you need to stay ahead of demand. Testronic invests heavily in pipeline building and proactive sourcing to ensure a constant flow of qualified talent.

“We work with universities, leverage social media, and maintain strong partnerships across the industry,” says Marianna. “Internally, we run campaigns to support cross-department development and talent mobility.”

The recruitment team also focuses on continuous improvement of assessments and job matching. “We listen to our candidates and contacts – understanding their skills and goals – so we can match them with the right projects and locations, balancing business needs with individual aspirations.”

This human-centric approach enables a long-term strategy that balances business needs with individual career growth.

Technology as an Enabler: Streamlining Without Losing the Human Touch

Part of Testronic’s scalability stems from its technology stack. Marianna and her team helped implement a new Applicant Tracking System (ATS) that tracks candidate progress, automates communication, and supports reporting across regions.

“Technology enables us to stay fast and organised,” she reveals, “but it doesn’t replace the human touch. We use tech to enhance – not replace – our relationships with candidates.”

And by collaborating closely with HR and onboarding teams, the recruitment team ensures a seamless experience from application to first day.

Culture, Commitment, and the Power of People

For Marianna, success ultimately comes down to people: “Our recruiters are incredible. They’re passionate, skilled, and always ready to rise to the challenge. I couldn’t have done any of this without them.”

She continues: “Our job isn’t just to fill roles. It’s to connect people with meaningful work, and help shape the teams behind some of the most creative projects in the world.”

In a rapidly evolving industry where agility and excellence must go hand-in-hand, Testronic’s recruitment team stands out as a force multiplier – combining global scale, local insight, and a relentless drive for quality.

A Team Built for the Future

With evolving demands in games localization, the ability to scale quickly – and smartly – is more critical than ever.

“We’re building a future-proof recruitment model,” says Marianna. “One that’s global, inclusive, and built on relationships, not just requisitions.”

From one-day ramp-ups to multi-lingual global projects, Testronic’s LQA recruitment team has shown what’s possible when talent strategy is both scalable and human.