Resorcer

BACKGROUND

Please describe your company and your position there.

CIVITTA is a leading independent management consultancy in Emerging Europe. Today, our company, headquartered in Tartu, Estonia, employs over 380 consultants and experts across 27 offices in 18 countries. CIVITTA covers a wide range of services, including management consulting, grants and project management, market research and customer data analytics, entrepreneurship support and startups, public policy and development. I'm a Partner in the Ukrainian office of CIVITTA, acting as Managing Partner of the branch and responsible for CEO search and composition of the whole Administrative team (supporting business unit).

OPPORTUNITY / CHALLENGE

For what projects/services did your company hire Resorcer?

We were looking for the candidates for a CEO of Ukrainian office position to oversee our Finance, HR and Administrative operations, as well as support partners in strategic issues. We required external professional assistance with search and recruitment, as there were around 200 applicants on our job posting and also we wanted a recruiting agency to identify additional candidates with experience close to our industry.

SOLUTION

How did you select this firm and what were the deciding factors?

We were looking for an agency with local expertise and an English speaking team to be able to communicate with candidates from other countries.

Describe the project in detail and walk through their service package.

We agreed with the Resorcer team that they will process the applicants and short-list those who have relevant experience and meet our requirements. Also we asked them to provide a long-list of their own candidates to increase the pool of candidates with relevant experience and expertise in public sector, IT and/ or consulting companies. After they did this, they provided us with the short-list of 10 candidates. The recruitment process has the following stages:

1. Resorcer reviewed the applicants to our job posting (around 200 profiles) and identified additional 50 candidates with relevant experience.
2. We discussed the resulting long-list and the candidates they picked as relevant for our positions
3. Resorcer contacted and prescreened chosen candidates and short-listed 10 final candidates
4. After they presented them, we chose those we wanted to meet and conducted several rounds of interviews with them.
5. We chose the final candidate and made her an offer.

How many resources from the vendor's team worked with you, and what were their positions?

I've interacted with Resorcer CEO and our HR manager has interacted with dedicated Resorcer Recruitment manager. As I understand, additional analysts were engaged by Resourcer to analyze and shortlist 200+ candidates.

RESULTS & FEEDBACK

Can you share any outcomes from the engagement that demonstrate progress or success?

Resorcer team has done an impressive amount of work in a relatively short time. This allowed us to meet our goals and choose the right candidate on time. They supported us on all stages of interviews and provided candidates with timely feedback. We appreciate their communication and fast reaction to our requests especially as one of the candidates got a counter-offer.

How effective was the workflow between your team and theirs?

They followed up on every feedback which helped us to keep the pace and meet our deadlines.

What did you find most impressive or unique about this company?

They weren’t intimidated by the level of candidates who applied to our vacancy and chose those who indeed meet our requirements on expertise and experience. I would like to emphasize their high level of responsiveness and professionalism.

Are there any areas for improvement or something they could have done differently?

Initially some of the identified candidates didn’t quite have the right combination of experience we aimed at, but the Resorcer team substantially improved their targeting after initial feedback.

BACKGROUND

Please describe your company and your position there.

We are APC (Amsterdam Platform Creation) based in Amsterdam, The Netherlands. We are a well-funded start-up studio founded by two experienced and proven entrepreneurs (formerly founders of DeGiro). We support fintech firms in all elements that play a part in the commercialization of a platform, varying from development, design, UX-design, technical realization and on/offline advertising to optimize the client funnel.

OPPORTUNITY / CHALLENGE

For what projects/services did your company hire Resorcer?

We needed external help to fill in an increasing number of tech-related vacancies across a number of companies.

SOLUTION

How did you select this vendor and what were the deciding factors?

We were looking for an agency with global outreach, that was able to source candidates from various EU and neighboring countries for both remote and in-house positions (that would often include relocation to one of our offices in Amsterdam, Prague or Barcelona). The main requirement we have to the recruitment agencies we work with is communication and focus on our needs. Initially we picked several other agencies but weren’t fully satisfied with the number of candidates and their agility.

Describe the project in detail and walk through the stages of the project.

We hired Resorcer to source candidates for a number of fast-frowning fintech startups that we manage. Resorcer provides ongoing recruitment support for us. So far, over the 9 months we worked with them on more than 10 vacancies: Front-end developers Back-end developers UX and graphic designers QA engineers. What is important due to rapidly changing environment and need to adjust plans we had to put some vacancies on hold. We appreciate how quickly the Resorcer team reacted to the change of plans.

How many resources from the vendor's team worked with you, and what were their positions?

The recruitment process has the following stages: Resorcer identifies candidates, conducts a pre-screening interview with them and add them to our ATS system Our internal recruiter conducts an interview The candidate passes a coding test (for technical positions) Team lead or CTO conducts a technical interview CEO conducts a final interview with the candidates.

RESULTS & FEEDBACK

Can you share any outcomes from the project that demonstrate progress or success?

Resorcer found specialists who met all of our requirements, and supported both us and the candidate though all recruiting stages. The most important they managed to convince more than average candidates to pass the coding test. All their candidates successfully went through a probation stage.

How effective was the workflow between your team and theirs?

They kept the us updated throughout every project, communicating via email, messengers and our ATS. Also, they kept reminding candidates to pass the test as well as us to provide follow up once the communication slowed down on either side.

What did you find most impressive or unique about this company?

I appreciate the patience and agility that Resorcer team demonstrated across numerous projects. For every position they managed to adjust their search strategy and find strong candidates that suited our requirements.

Are there any areas for improvement or something they could have done differently?

Not all the team spoke Fluent English, but this didn’t hinder the effectiveness of their work.