Quick Summary Discover how we provided 400 candidate profiles with critical skills to help the global software company remain competitive globally.3 min Read
A Global Software Company approached Armstrong Craven to partner on a global project, mapping and engaging experienced software development talent, specifically with experience of developing Cloud products and applications. They were interested in the fact that we could provide them with a sourcing solution, not simply with outsourced heads.
The Challenge: Find talent with specific critical skills across a range of seniorities and geographies
They wanted a flexible partner which would be able to support them across all levels of seniority across the globe, with the capacity to scale up quickly and which could operate across borders with the same agility, language capabilities and market knowledge as local recruitment companies. The solution we offered was to mobilise a team of Talent Sourcers that would form a ‘sourcing engine’ to sit alongside their TA and TI functions, supported by our research team.
Our Talent Sourcing team were asked to work on Critical Skill areas rather than live roles. These were skills that they were looking to acquire from their competitors and the general tech market immediately and over the following 24 months. Our team was tasked with mapping and engaging with talent in North America, Canada, Germany, Romania, Bulgaria, Poland, India and China. Each team member worked 4 – 5 critical skills areas in 1 or 2 locations to ensure we maximized efficiency across time zones and delivered other economies of scale.
Our talent sourcers worked using an executive search headhunting methodology. First identifying the best talent in the market then fully qualifying each candidate and understanding their career goals before submitting them to the client's internal recruitment team. This company are relatively new to attracting this cohort of talent and would potentially not be an employer of choice to many, therefore our team had to be experts in selling the future opportunities of joining.
Once a candidate had been screened, the team would liaise with the client TA team, share their details and then, in order to comply with GDPR and their company policies, we would “submit” that candidate through a unique portal into their ATS for their TA team to take over the ongoing journey of each candidate.
Over the course of a 3-month period, a team of 10 Talent Sourcers delivered:
- 400 new profiles
- A comprehensive talent map of over 7000 targets globally
We were able to provide key insights on diversity, perceptions of the company and salary data. Candidates were not only recruited into open roles and pipelined for future opportunities but the profiles and insight allowed the TA/TI teams to educate and challenge some of the internal preconceptions about the talent market in this area using both the quantitative and qualitative data presented.
Contact our team today to learn more about Armstrong Craven’s range of services, including talent sourcing, insights, mapping and pipelining.