The Challenge
Our client, a booming financial technology firm, had sextupled invaluation to somewhere north of
$1.5
billion and had more than 200 job openings across virtually all of its departments, from the
product and
project managers who would oversee the firm’s growth in services to the teams of developers,
cybersecurity specialists, and engineers who would implement it. They needed to expand fast—and
they
were starting from scratch, without any of the documentation or processes necessary to build out
an
aggressive hiring pipeline
Our Solution
Russell Tobin’s Recruiting for Tech (R4T) specialists got to work,
embedding themselves with the client’s HR and security teams to
create the proper training programs and protocols needed while
gaining familiarity with client systems and setting up co-branding
opportunities across social media to expand the client’s reach.
Working with leadership throughout the client organization, the
embedded R4T team reviewed and revised the interviewing process,
focusing on ensuring an optimal experience for the candidates and
client organization alike.
In addition to creating and documenting an entire interviewing
and recruiting lifecycle process, the R4T team developed a pipeline
focused exclusively on cultivating DEI talent, as well as complete
candidate tracker and training tracker systems from scratch.
Alongside their efforts within the client organization, the R4T
specialists carefully monitored the candidate experience, providing
collateral that covered every stage of the process and direct “sell
calls” to keep potential employees engaged.
