Hiring great engineers has never been easy. For companies building fast-growing digital products, the challenge is even greater: finding senior developers who not only have the right technical skills but also understand product development and can move quickly.
For Vancouver-based creator platform company RareDays, building the right team was critical to their growth. Over the years, they’ve partnered with VanHack to scale their engineering team globally—hiring 11 developers who have helped the company grow from a small team into a thriving remote organization.
From 20 to 50+ Employees
RareDays operates in the digital creator space, building membership platforms, community-driven tools, and products for creators and enterprise clients. When Sylvie joined RareDays as People & Culture Lead, the company had around 20 employees. Today, the team has grown to more than 50 people distributed across the world.
“It’s been an awesome transformation,” Sylvie explains. “Our team is fully remote and global, and we work on a wide range of products and projects.”
Scaling that team meant consistently finding experienced engineers who could contribute quickly.
That’s where VanHack came in.
Finding Senior Engineering Talent Globally
RareDays needed engineers with a mix of agency and product experience—developers who could adapt to different projects and move quickly in a fast-paced environment.
According to Sylvie, sourcing candidates with that combination of skills wasn’t easy.
“It can be really hard on your own to go out and source qualified candidates who are available, interested, and the right fit,” she says. “VanHack has been a steady constant for us.”
Over the years, RareDays has hired 11 engineers through VanHack, many of whom remain key contributors to the company today.
A More Predictable Hiring Model
Recently, RareDays began using VanHack’s subscription hiring model, which allows companies to access a continuous pipeline of vetted engineering talent.
For Sylvie and her team, this created a major advantage: the ability to hire more proactively.
“Often hiring is reactive—you need someone and you need them quickly,” she explains. “The subscription model lets you keep a pulse on the talent pipeline and hire at your own pace.”
Instead of restarting the hiring process each time a new role opens, RareDays can monitor candidates, start conversations early, and reach out when the timing is right.
“It gives us the opportunity to look ahead and be proactive about hiring.”
From Hire to Leadership
The impact of these hires has gone far beyond filling roles.
Several VanHack engineers have grown into leadership positions within RareDays. One example is Bruno, who was hired through VanHack and is now the company’s Director of Engineering.
“Bruno has been fantastic,” Sylvie says. “Now he’s actually involved in interviewing other engineers.”
As the team grows, the network effect continues—great engineers attracting more great engineers.
“Talented people are connected to other talented people,” Sylvie adds.
A Long-Term Hiring Partner
For RareDays, VanHack has become an essential part of their hiring strategy.
“We’ve tried different approaches to hiring over the years,” says Sylvie. “VanHack has always been a great partner and a huge support for our team.”
And her recommendation is clear:
“I would absolutely recommend VanHack to anyone looking to grow their team and access global talent.”
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