Overview

Global {M} worked with the Founder and VP of Engineering to design a recruitment model to hire the first technical and telecommunication recruits for this network as a service start-up. The company recently raised funds and with the backing of a bigger company they were looking to scale their team, and organise the way they recruited.

We redefined the recruitment strategy onboarding one talent partner who realigned the hiring managers on the main requirements for each role also restructuring the interview process which was presenting some bottlenecks and miscommunications between the parts involved. A data-driven approach allowed us to find an optimal balance between the number of candidates sourced and accepted offers.

Why Global {M}

Global {M} was used for this project, because we built a customised delivery model for Neutroon, working closely with them and building close relationships with the hiring managers and the Talent Team.We had a remote collaboration which didn’t affect the professional relationship as regular meetings were constantly planned to follow up on the recruitment status.

Challenge

Global {M} Talent Partner, worked to integrate with the existing team ensuring the culture and values of this fast-growing company were matched, delivering top quality profiles, and avoiding wasting hiring managers’ time with no qualified candidates. The candidates for the telecommunication engineer role had to be based in Barcelona as they had to work onsite with the team. For the other role, candidates needed to come from Spain as the company is not in favor of having candidates scattered around Europe. Another important requirement was a high level of English as they wanted to build an international environment. These factors made the search particularly challenging and exciting at the same time.

Approach

We brought a Senior Talent Partner on board, working from Barcelona, and meeting the entire Talent and part of the engineering team. The Talent Partner has become integral to the HR process, screening technical candidates using an interview score sheet and submitting candidates directly through their ATS. Being branded as Neutroon in the emails as well as on LinkedIn, allowed us to identify suitable candidates across Barcelona and approach them on behalf of the company, increasing their level of interest in the project.

Results

28 submitted, 5 final interviews, 2 offers, and 2 hires.