Flexport
Troi joined to support the overwhelmed internal tech recruitment team. However, due to unforeseen circumstances, including the extended absence of the team lead, required close collaboration. The existing recruitment process had limitations, and there was a need to optimise it with the help of tools like GEM. Streamlining the process, reducing interview stages, and implementing innovative techniques became key goals to attract candidates in a highly competitive market. A non-optimal recruitment process that was causing far more problems than were needed.
Too many interview stages, and too many interviewers providing ambiguous scorecards. Whilst being a hugely impactful product and industry, candidates don’t always see it as exciting, often choosing ‘Top tech’ instead. One main challenge was to try and change this and partner with the team to establish different techniques for closing candidates.
The solution
Close relationships with Engineering stakeholders allowed for weekly experiments with tools, optimisIng conversion rates. Implementation of new tools like Gem automated outbound activity, saving time and improving the candidate experience. Assisted with streamlining the interview process, removing unnecessary stages for faster loops, and increasing candidate volume. Collaborated with the recruitment team to develop new strategies for closing candidates and positioning the company against competitors. Increased involvement of Hiring Managers improved candidate engagement and acceptance rates.
Building a first team isn’t easy. That’s why we offer a full end-to-end service that fulfils your entire talent function. Our service includes designing processes, implementing your ATS, employer branding, DE&I and hiring.
The results
Whilst most of Troi’s clients require straightforward delivery, this was more about enabling the internal team and providing support where required. This was done by: Increasing the volume of candidates in process and running experiments to assess the best types of profiles for conversion alongside Hiring Managers. Ideas for automating elements of the process leading to time saved both for us and also our internal recruitment partners. A new interview process running successfully and a small team of recruiters consistently meeting hiring targets. A key Engineering Manager hire who has now converted to being a Hiring Manager and supporting recruitment, whilst also allowing for more Software Engineer hires.
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