LavoroSolutions executives shared in an interview with weproject.media how modern HR tools help companies work more efficiently: assembling teams faster, optimizing personnel costs, and filling complex positions. Read more about real cases and 2026 hiring trends.
What is LavoroSolutions
LavoroSolutions is an international staffing company that helps businesses find and develop people. Our team, with over 20 years of experience, operates in Uzbekistan and Kazakhstan and holds strong positions in both markets thanks to a modern approach, flexibility, and an understanding of local specifics.
Our team with over 20 years of experience operates in Uzbekistan and Kazakhstan
LavoroSolutions is a partner you turn to when you need to quickly strengthen a team, launch a large-scale project, or get professional HR support. We work with companies from various industries and provide a full range of solutions: from mass hiring to executive search and consulting.
The most frequent request is fast and effective personnel recruitment when business needs scale: dozens or hundreds of employees in a short time. This is especially relevant for retail, logistics, financial services, and manufacturing enterprises.
The second in-demand area is finding specialists with rare competencies: from IT experts to experienced managers.
We have been working with large companies for many years and know exactly how to select people who not only fit the competencies but also truly integrate into the business culture and stay with the company long-term. Our advantage is the combination of international practices and deep understanding of the regional market.
Today, solutions that provide companies with flexibility are especially in demand: mass recruitment, project staffing, and temporary teams—models that allow for quickly launching new directions or meeting seasonal needs.
Simultaneously, the demand for professional recruiting is growing—businesses need specialists who can strengthen teams and implement new approaches.
Business needs specialists who can strengthen teams and implement new approaches
For strategic tasks, HR consulting works well: it helps companies build a strong personnel policy, develop employees, and increase engagement.
How LavoroSolutions Helps Business – Real Cases and Results
I would like to talk about several interesting cases where our team demonstrated excellent response speed, discipline, and the ability to solve non-standard tasks under tight deadlines.
1. An operational solution for a client who is an internal service of a multinational company in the information technology sector. We launched the project in 2025.
Request: onboard over 20 employees to the project within a week.
Result: We met the deadline and onboarded the required number of people. Today, over 150 of our employees are working on the project!
Recently, the client launched a new project where we are onboarding new employees: from October until the end of the year, we plan to employ over 50 people.
2. The second case is a staffing project for a quick grocery delivery service in Uzbekistan and Kazakhstan, which we have been managing for the second year.
Request: The client opened dark kitchen locations last year and approached us for help in onboarding warehouse workers and food assemblers. We also took on the control of needs and distribution of workers across locations.
Results: The project started in November 2024. In the first month, we increased the number of employees to 60, and to date, we have onboarded over 400 employees.
In the staffing business, requests often change: the number of employees and timelines can be adjusted mid-process. This forces us to be flexible and adapt quickly.
3. The third case is an example of how seasonal staffing works.
Request: A large FMCG company faced a sharp increase in workload annually during the pre-New Year period from December to January. It was necessary to additionally attract over 100 employees.
Solution: We proposed and implemented a seasonal staffing project, taking on the full cycle of work. We scaled the workforce, providing the client with 130+ employees within the agreed timelines. All workers were employed by our company. We fully assumed maintaining work record books, calculating and paying wages, paying taxes and insurance contributions, as well as resolving all legal issues related to labor relations. Our specialists carried out daily coordination and replacement of personnel at the client’s sites.
Result and benefit for the client:
— Reduction of operational costs, which could have increased by 60-80%
— Optimization of the internal HR department’s work, allowing them to focus on strategic tasks: developing corporate culture and training the team
— Flexibility and management of personnel and legal risks.
Outstaffing transformed the team’s high seasonal personnel costs into a manageable, predictable, and effective expense item.
Sometimes, we need to work with complex or niche positions where candidates are scarce. In such cases, we shift from reactive recruiting to proactive headhunting and strategic partnership. The algorithm is usually as follows:
Deep analysis of the request: We clarify not only the formal requirements but the “pain point”—what real business task this specialist should solve. Often, this helps adjust the candidate profile or propose an alternative solution. For example, redistributing tasks within the team or considering a remote candidate.
Expanding the search geographically and methodologically: We use networking in professional communities, search through referrals, and analyze neighboring countries’ markets if permissible.
Working with the employer brand: We actively “sell” not the vacancy, but the opportunity. We prepare a detailed presentation for the candidate about the project, team, company mission, and career trajectory. In a talent shortage, the candidate chooses, and our ability to showcase the client’s uniqueness is a key factor.
On Market Trends
The employer’s request has shifted from “find quickly” to “find for the long term.” Cultural fit and soft skills come to the fore: flexibility, learnability. After a period of turbulence, companies value stability and loyalty. The demand for hybrid roles has also grown significantly, for example, in IT—an engineer with data analytics skills.
For candidates, the focus was and remains on earnings. But trends are slowly changing, and now candidates are looking not just for a job, but for meaning, balance, and development. They study corporate culture and even the company’s social responsibility. Transparency and respect at all stages of selection have become not an advantage, but a mandatory requirement.
The general trend for Kazakhstan and Uzbekistan is the digitalization and diversification of the economy. Everyone needs:
— Technical specialists: Boom in IT, especially fintech, e-commerce, green energy, and logistics. Acute shortage of AI specialists, data scientists, DevOps engineers, cybersecurity experts. Also high demand for geologists and engineers for the oil and gas sector considering modernization.
— Business roles: Growing demand for product managers, digital marketers, customer experience specialists, and data analysts across all industries—from retail to banking.
— Universal skills, soft skills: Regardless of specialization, critical thinking, adaptability, emotional intelligence, and project management skills in uncertain conditions are increasingly requested. This is a response to the speed of changes in the business environment.
We see three main macro-trends for 2026:
AI as a collaborator, not a replacement: AI will become a standard tool for recruiters: sorting, screening, initial chat, and for employees. The focus will shift to developing “human” skills: creativity, complex problem-solving, ethical judgment—areas where AI is powerless.
Team hybridity as the new norm and its challenges: The hybrid format will finally solidify, generating demand for new managerial competencies: managing distributed teams, digital leadership, and tools for maintaining engagement and corporate culture remotely. This also includes multinational teams, teams located in different countries.
Reducing skill gap as a KPI: Companies realize that it’s faster and cheaper to retrain loyal employees than to constantly search for scarce specialists on the market. The corporate EdTech market and individual development plans will grow.
Recommendations for HRDs and CEOs
It’s important to act proactively:
Create internal mobility. The biggest talent pool is within the company. Develop platforms where employees can see internal vacancies and projects. This will retain the best and save recruitment budget.
Invest in onboarding and retraining. Develop programs that quickly close skill gaps in employees according to business strategy. This is not just an expense, but a strategic investment.
Be flexible in formats. Consider combined roles, project work, contracting experts. This will allow engaging a large pool of talents with different priorities.
