Four weeks of intensive, guided work on your job search in Europe — strategy, documents, channels, and interviews, reviewed by an HR expert who has hired internationally.
€450 · one payment · 15 places · applications reviewed manually
Not every participant signs an offer in four weeks. Every one of them leaves with a search that finally produces replies.
A job search spread over six months turns into a background task. Applications go out unevenly, feedback never arrives, and motivation quietly drains away.
Positioning, documents, applications, and first interviews are exactly one hiring cycle. In four weeks you go through it once — with corrections at every step.
European companies reopen headcount in September after the summer freeze. Starting now means applying while the roles are actually live.
All 7 modules open on 1 September. You work at your own pace — and every real application you send gets reviewed.
Most of what's out there solves one piece of the problem. The gap is between knowing what to do and having someone check whether you did it right.
They give you openings. They can't tell you why your applications to those openings go unanswered.
Supply, not diagnosisMuch of it is good. None of it is looking at your CV, your profile, and the specific role you're aiming at.
Generic by designBuilt around algorithm rounds at a handful of US giants, priced in thousands, often running for months. A different problem from getting replies in Europe.
Different targetThey work for the company paying them. You're a candidate in their pipeline, not someone whose search they're trying to improve.
Not your sideOne hiring cycle, guided from positioning to offer, with your real applications reviewed by someone who sits on the hiring side of the table — and who is filling roles for European companies right now.
€450 · 4 weeksFedor has spent his career on the hiring side of the table — reviewing CVs, running interviews, and making offer decisions at international companies. The accelerator is built on what actually moves a candidate forward in that process, not on general career advice.
Good Workers helps European companies hire technical people — sourcing, screening, and repairing the parts of a hiring process that quietly lose good candidates.
We find and pre-screen candidates against your actual bar, then hand over a short list with notes on why each person is on it.
Structured stages, scorecards, and questions that separate candidates instead of rewarding whoever interviews best. Fewer rounds, clearer decisions.
Salary bands, candidate availability, and realistic time-to-hire for the markets you're recruiting in — before the role is posted, not after it stalls.
This is also why the accelerator can talk about the hidden job market with a straight face: we run live searches for companies, so participants hear about roles while they are still being defined.
Every application is reviewed manually. We only accept participants we believe we can actually help — if the accelerator isn't the right fit for your situation, we'll tell you before you pay.
IT and tech professionals with real work experience who are targeting roles at European companies. It works best if you already have a track record to position — the accelerator sharpens how you present and apply, it doesn't substitute for experience.
Yes. Participants apply from anywhere. The program is fully remote and self-paced, so your time zone doesn't matter. We cover both remote-first roles and relocation-friendly ones.
Enough to hold a 30-minute interview in English — roughly B1 and up. All materials are in English. If your level is below that, tell us in the qualification chat and we'll be straight with you about whether it's the right moment.
Self-paced. All 7 modules open on 1 September, the first day of the cohort, and you move at your own speed from there. The live part is the support: real-time chat and personal feedback on the applications you actually send.
Plan for 5–7 focused hours a week. Weeks one and two are heavier — that's when you rebuild your positioning, CV, and LinkedIn. Weeks three and four are mostly sending applications and preparing for interviews.
Yes, personally — along with your LinkedIn profile and the real applications you send during the month. This is review of your actual materials, not a template checklist.
You fill in a short application form, and we get back to you personally on Telegram or LinkedIn — usually within a day — with any follow-up questions about your experience and target roles. If it's a fit, we confirm and send payment details. If it isn't, we tell you why.
No, and be careful with anyone who does. Hiring decisions belong to companies. What we guarantee is the system: positioning, documents, channels, and interview preparation that reliably turn silence into replies.
Tell us where you are in your search and what you're aiming for. We'll confirm the fit before you pay — this only works if the month is worth your time.
Course materials, your progress through the programme, downloads and the group chat — all in one place.