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56 GTM roles filled. Average time-to-hire 4.3 weeks. Savings: 68% This technology company's recruitment team was at capacity, with a large number of commercial hires coming in.... So they took the step of implementing a plug-and-play embedded talent solution. The result? → A highly cost-effective hiring model that ran at 68% less than traditional agencies. → World-class hiring manager and candidate experience → A strategy agile enough to suit SoSafe's ever-evolving needs. The real story goes like this: ↳ Prior to partnering with us, SoSafe faced significant capacity challenges ↳ Juggling a myriad of roles with their awesome in-house team at capacity. ↳ They sought a recruitment solution that was aligned with their operational nuances. And that's where we came in. Upon finalising the partnership: ↳ We deployed a squad consisting of Talent Partners, Sourcers, and Coordinator ↳ Dived deep into understanding SoSafe's specific hiring needs and challenges. ↳ A custom-tailored service was developed to blend with SoSafe's internal team. ↳ Utilised talent intelligence software and a robust sourcing strategy. The ROI? - SoSafe filled 56 positions in GTM roles - average time-to-hire (TTH) of just 4.3 weeks - Savings: 68% Full case study link in comments below 👇🏼

Ever feel like your recruiting mails are getting ghosted more than your Tinder matches? 👻 Check out our tips to stand out through the link in the comments! 🔗 #TalentAcquisition #Recruitment #RecruitmentTips #RecruitmentMails #Sourcing

Our team invested 70 hours to sift through 300+ tech communities and job sites, narrowing it down to the top 95. 🚀 Want access to this curated list? Just like and comment "communities" below, and we'll share the Notion page with you!

The "360 role" model in talent acquisition is outdated and limiting. Shifting to a modular, specialized approach will improve efficiency, reduce burnout, and help you achieve better hires. 🌟 Read more through the link in the comments! 🔗 #TalentAcquisition #RecruitmentStrategy #Hiring #EmployerBranding #TalentManagement

Here’s a no-nonsense approach to improving candidate experience. 🌟 If you’re in Talent Acquisition, this is your checklist! 📋✅

Tired of playing hide-and-seek with talent? 👀 Dive into our tips on elevating recruitment beyond Boolean searches and contact lists! 🕵️♂️ See the link in the comments. 🔗 #TalentSourcing #Recruitment #TalentAcquisition

Check out strategies for startup CEOs looking to make key hires in H2. 👇 From interview training to optimizing tech stacks and creating compelling value propositions, these tips are essential for a streamlined hiring process.

If I were a startup CEO needing to make a bunch of hires in H2 here is what I'd do ...... 👉 Invest in Hiring manager interview training 👉 Optimise your tech stack to ensure you don't miss a beat 👉 Optimise your interview process for identifying quality at speed 👉 Build a benefits stack that represents what your talent pool wants 👉 Develop a unique value proposition about why the F should anyone car 👉 Get every Hiring Manager and Senior Team member posting/building in the open 👉 Make the interview experience with your business like a customer buying cycle At this all you're looking for is more candidates in at the top here are some sources 💡 Events - Free 💡 Referal Schemes - £2k+ 💡 Job boards - £99 - £500 💡 Direct Search - Free 💡 Social media advertising - Free - £1000 Did I miss anything? Let me know in the comments 👇

Elevate your talent acquisition strategy with this quality of hire cheat sheet. 🚀 Discover principles, metrics, and tools to implement quality of hire in your organization. How do you track quality of hire?

Ready to revolutionize your talent acquisition strategy in 2024? We dive into 8 game-changing tactics every Head of Talent Acquisition should adopt. From weaponizing candidate experience to creating talent communities, we've got the blueprint for success. 🚀 Check out the full article through the link in the comments! 🔗 #TalentAcquisition #RecruitmentStrategy #EmployerBranding #HRInnovations