Estudio de caso global M

Descripción general

Global M worked with the Operations Team at Haufe Group, Barcelona to design a recruitment model and source new candidates to reinforce the Engineering Team. The company, based in Freiburg, began to transfer new projects to the Tech Hub they started to build in Barcelona in 2016.

Incorporamos a dos Talent Partners, que tenían experiencia trabajando en estrecha colaboración con los gerentes de contratación para comprender los requisitos para los puestos tecnológicos. Trabajaron en construir una relación de confianza con el Equipo de Operaciones y el Director de Producto e Ingeniería para hacer eficiente todo el proceso, contratando a los mejores ingenieros y brindando retroalimentación constante. 

En 4 meses, los Talent Partners encontraron 3 Junior Fullstack Developers, 5 Mid/Senior Fullstack Developers y 3 Senior Back-End Developers, que no solo tenían las habilidades tecnológicas requeridas, sino que también encajaban perfectamente en la cultura que Haufe está brindando a la Escenario de start-ups tecnológicas en Barcelona.

¿Por qué Global M?

Global M was well suited to this project as we underwood the Barcelona tech scene and talent market, working closely with different sized startups and scaleups in Barcelona over the past few years.

Desafío

Global M Talent Partners needed to understand the internal structure of Haufe’s engineering team and what the Directors wanted the team to look like in the future. The first step was to hire 3 Junior Developers, 4 Fullstack Developers, and 3 Back-End Developers, in which we already successfully placed. The client now requires 5 more Full Stack developers and we continue to collaborate with them to hire the best talent.

Acercarse

Haufe’s HR Manager, who was also in charge of the IT Recruitment, couldn’t find the time to fill all of these positions while fulfilling all the HR responsibilities, and that led us to onboard 2 Talent Partners exclusively dedicated to finding these Developers. To avoid miscommunication and lack of organisation, Global M came up with a strategy where one of the Talent Partners was more focused on Account Management, internal communication, and managing every candidate’s interview process, while the other one was scouting new candidates and engaging them in the recruitment process.

Esta dinámica funcionó bien e incluso se les confió la posibilidad de asumir nuevas responsabilidades, tales como:

• Capacitar a los entrevistadores para que proporcionen comentarios concretos y valiosos.
• Proponer nuevas ideas para aumentar la marca del empleador y la eficiencia del proceso de entrevistas.
• Gestión del proceso para nuevos puestos (SCRUM Master y Product Designer).