How This Tech Company Closed the Gap With Expert-Level Kubernetes, Docker, and Terraform Talent
Because we protect the privacy of our clients, this use case is a representative example based on real hiring trends and outcomes we’ve seen across multiple engagements.
The Challenge:
Too many tools. Too little time. And not enough engineers who’ve done this before.
A global tech leader was under pressure to scale its infrastructure fast. Their internal teams were rolling out multiple high-impact initiatives, including:
- Real-time data dashboards across global product teams
- Automated deployment pipelines for thousands of microservices
- Analytics tooling that could reveal product trends (e.g., which iPhone colors sell fastest, and where)
To power it all, they were implementing a stack that included Kubernetes, Docker, and Terraform—but couldn’t find engineers with the right mix of skills and experience.
Despite having a large in-house talent acquisition (TA) team, they ran into roadblocks:
- Too few qualified candidates with real-world experience using this tech in production.
- Top-tier candidates were off the market fast, often fielding 2–3 offers at once.
- The interview process dragged on—with multiple rounds that caused them to lose great fits before they could close.
Hiring managers were frustrated. Projects were falling behind. And there was no time to train junior talent from scratch. They needed DevOps pros who could contribute on day one—and they needed them yesterday.
The Red Oak Solution
We bring hard-to-find talent, tested and ready.
Red Oak stepped in with a high-touch, technically rigorous process tailored for DevOps hiring under pressure:
1. High-Impact Intake
We pulled in our resource managers and senior technical recruiters for a strategic intake with the client. Ahead of the call, we’d already:
- Researched the niche skills required
- Prepared targeted technical questions
- Streamlined priorities with multiple stakeholders
We used the short intake window to get crystal-clear on the team’s needs, timelines, and what “success” would look like in this hire.
2. Careful and In-Depth Evaluation
To ensure quality, we run live, proctored technical tests on each candidate. These tests covered:
- Kubernetes cluster orchestration
- Terraform infrastructure-as-code deployment
- Docker container configuration and optimization
- Additional CI/CD-related modules depending on the role
Candidates were stack-ranked by performance, and results were shared transparently with hiring managers—often benchmarked against internal engineers.
3. Culture + Soft Skills Screening
While DevOps is a tech-heavy function, we know team fit still matters. Our recruiters conducted behavioral interviews and real-time video screenings to assess:
- Communication style
- Problem-solving approach
- Fit with the client’s working culture and pace
We make it a point to understand how each team works, so we’re not just sending people who look good on paper—we’re sending people who will actually fit in and get the job done.
The Results
Red Oak quickly became the client’s #1 preferred vendor for DevOps and infrastructure hiring. Here’s why:
- Time-to-fill was cut by 40%, compared to internal TA efforts.
- Just 3–5 candidates per role—each pre-tested, screened, and ready to interview. No resume flood, just real contenders.
- Consultants placed by Red Oak have remained on projects for 5+ years—with regular 1:1 check-ins and 360° feedback through our Consultant Care Program (CCP).
Red Oak’s process even helped the client improve their own interview efficiency:
“They came in with such a tight process, we started rethinking how long we needed to vet candidates. They did half the work for us.”
— Director of Infrastructure, Enterprise Tech Client
The Takeaway
If you’re struggling to find DevOps engineers who can handle Kubernetes, Terraform, Docker, and whatever new tech tomorrow brings—Red Oak already knows them.
Our network runs deep. Our testing is real. And our recruiters are Subject Matter Experts in their own right.
Need engineers who are ready on day one? We’ve got you.
