At a glance.
- Hires made:8
- Interviews per hire:3.3
- Achieved within:6 months
Hiring & Retention
Operating at the forefront of a new wave of tech companies driving global behaviours towards a circular economy, they believe the world can no longer support a “take/make/waste” economic system. Additionally, the economy cannot afford to waste hundreds of billions of dollars in perfectly usable products thrown into landfill after minimal use.
Their innovative new product is a universal platform for capturing, reselling and recycling used items, creating a new core economic foundation.
After recently securing funding and with a strong leadership team in place, they were still in relative infancy when they engaged Talent Point both to build an engineering function from scratch and secure hires capable of ensuring future financial and funding goals are achieved.
Along with hiring, there were significant internal People processes which needed to be quickly established including: a company-wide benefits scheme; an HR onboarding platform; HR policies including staff handbooks and contracts; and career path and performance management tooling.
We fully embedded ourselves within the team from the commencement of our partnership, immersing ourselves to rapidly understanding the culture, ideas and passion behind their product, and grasping future plans for the business and product to evolve. This was critical in helping shape what the right applicant fit looked like and the importance of building a team with a start-up mentality.
In building the team from the ground up, it was imperative Talent Point precisely captured the business requirements behind the platform’s use and scope and how culture would impact hiring. We worked closely with the leadership team to create job roles that matched both – but were also mapped to the engineering career marketplace – thus ensuring applicants were fully engaged around this unique business proposition and culture.
A specialist Talent Partner worked on site with the leadership team to manage all hiring administration and coordination whilst implementing a range of HR processes and tooling.
We were included in all leadership stand-ups to present suggested tooling and processes for sign off before implementation, also running interview training for the team to improve their questioning techniques and ensure expectations were aligned.
A clear success.
Over a three-month period, Talent Point secured the eight permanent team members originally targeted at a rate of just over three interviews per hire. Concurrently, we built out a seamless, swift and enjoyable interview process to facilitate confident and rapid decision-making in a competitive market. With the exception of a Financial Director, the hires were made into the engineering function including the CTO, Senior and Mid-level Engineers and a Product Owner. This has created an outstanding team in a strong position to deliver what is needed to take the business to the next level.
From a HR and People perspective, the processes and tooling are now in place to enable everyone to be effective and to support their careers. This has been achieved by essentially removing the need to build an internal HR and Talent function, significantly minimising salary overheads while delivering hires and process infrastructure faster.
“Talent Point were selected on the basis of their ability to build a quality engineering team at speed: we were confident of this having worked with them before. It was clear that they could add value in many other areas and their remit was expanded to include setting up our People and Operations function, giving us an excellent foundation on which to grow our business.”
CEO @ Stealth-mode start-up