Staff Nash

BACKGROUND

Please describe your company and position.

I am the Marketing Coordinator of Canaflora

Describe what your company does in a single sentence.

Canaflora is an online flower delivery service for different occasions like birthdays, anniversaries, and other special events. 

OPPORTUNITY / CHALLENGE

What specific goals or objectives did you hire Staff Nash to accomplish?

We hired Staff Nash to help us find an SEO specialist who can improve our online presence.

SOLUTION

How did you find Staff Nash?

Online Search

Why did you select Staff Nash over others?

• Pricing fit our budget
• Great culture fit

How many teammates from Staff Nash were assigned to this project?

2-5 Employees

Describe the scope of work in detail. Please include a summary of key deliverables.

Staff Nash helped us find the right SEO specialist for Canaflora. They started by understanding our needs and defining the required skills. Next, they searched for candidates, reviewed resumes, and conducted initial interviews. Throughout the process, they kept us informed and updated. Finally, they presented us with the best talent and assisted in the final interviews, as well as supported the onboarding process.

RESULTS & FEEDBACK

What were the measurable outcomes from the project that demonstrate progress or success?

The hired SEO specialist is a skilled expert, and we’ve seen excellent results. Our key performance indicators show significant improvements, such as increased website traffic, higher search engine rankings, and better conversion rates.

Describe their project management. Did they deliver items on time? How did they respond to your needs?

Staff Nash truly impressed us with their top-notch recruitment solutions. They kept us well-informed throughout the cooperation. Besides, their responsiveness to our needs was outstanding, making the entire process efficient. 

What was your primary form of communication with Staff Nash?

Virtual Meeting

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

Specializing in sourcing and recruitment, they found the top candidate quickly and efficiently. Staff Nash gave us personalized attention and excellent service. They helped us fill the SEO position with a customized approach that matched our business goals.

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

 Staff Nash did a great job and met our specific needs. So, there’s no need for any changes.

BACKGROUND

Introduce your business and what you do there.

I’m the founder of AdHouse Digital Advertising, a company that provides advertising and marketing services. 

OPPORTUNITY / CHALLENGE

What challenge were you trying to address with Staff Nash?

I needed assistance to recruit a PPC specialist for my company.

SOLUTION

What was the scope of their involvement?

Initially, I set the requirements for this position and shared them with Staff Nash. I was looking for a specialist with experience in Google Ads and Microsoft Ads, as well as in high-volume and high-budget PPC campaigns. 

Staff Nash helped recruit one PPC specialist that also has experience in landing page optimization and SEO. 

What is the team composition?

I worked with two teammates from Staff Nash: the founder and Andrew (CEO).

How did you come to work with Staff Nash?

I contacted Staff Nash through a referral. I only work with companies through recommendations.

How much have you invested with them?

I invested $10,000 CAD (approximately $7,500 USD) with Staff Nash.

What is the status of this engagement?

I worked with Staff Nash from September–December 2022.

RESULTS & FEEDBACK

What evidence can you share that demonstrates the impact of the engagement? 

This was the first time I’ve worked with a staffing company, and I’m really happy with the PPC specialist Staff Nash helped me recruit. So far, we’ve had a good experience with the specialist; they’re professional, knowledgeable, and has good communication skills. This specialist has been working with us for a few months, so we don’t have quantitative metrics yet. 

How did Staff Nash perform from a project management standpoint?

Staff Nash met deadlines and stayed on budget. I initially set the expected deadlines, and Staff Nash worked autonomously since I had some personal issues. I didn’t have to chase Staff Nash to get results — I’m really happy on that end. 

For communication, we mainly used WhatsApp and emails. Staff Nash was responsive to my emails and questions. 

What did you find most impressive about them?

I was most impressed with Staff Nash’s close and personal contact, which is really important for me when I work with another company.

Overall, Staff Nash provided a smooth experience — I’d work with them again.

Are there any areas they could improve?

I only wish Staff Nash had presented me with more options of candidates to choose from. However, I can’t say this was exactly their fault due to the market’s situation — that’s the only thing I’d change.

Do you have any advice for potential customers?

I recommend potential customers be specific about what they’re looking for; communication is key for these projects. If you stay in touch with Staff Nash, you’ll get a significantly positive outcome.

Additionally, you need to know your market and have realistic expectations. You can’t hire top talent for a low-end salary. 

BACKGROUND

Please describe your company and your position there.

We are a boutique recruiting firm with our specialty as anything under the general banner of technology, be it a hands-on engineer or a purely functional project manager.

And then there are the other dozens of skill sets we recruit for under this same banner, including: ENGINEERING INFRASTRUCTURE CREATIVE CONSULTING LEADERSHIP I work as the Manager of Recruiting within the organization where I oversee our entire team of recruiters and manage our day-to-day recruiting operations.

OPPORTUNITY / CHALLENGE

For what projects/services did your company hire Staff Nash ?

We hired Sales Nash to increase our recruitment capacity. They essentially act as additional recruiters/sourcers on our team by sourcing and reaching out to qualified candidates based on the job openings we provide to them.

SOLUTION

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

We interviewed a lot of different firms doing something similar but found Sales Nash to be more effective, on a more consistent basis. They also had better communication and were better structured to get up to speed, faster, for what we needed from them.

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

They're responsible for sourcing, messaging, and engaging with new candidates and then they connect our internal team with candidates they've engaged with. We provide feedback to SalesNash based on the quality of the candidate and if that candidate makes sense for the role, we will interview them and try to get them in the interview process with our client. They also will add candidates to our ATS.

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

Our point of contact is 1 customer success manager and then we work with 2 recruiters. Behind them are multiple teams of sourcers (6 individuals).

RESULTS & FEEDBACK

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

The ultimate goal was for them to deliver candidates to us that we were able to place within our clients and they've accomplished that!

How effective was the workflow between your team and theirs?

We have a weekly Zoom meeting with their team so that we are aligned on current objectives, and we communicate during the week via Slack (they are very responsive).

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

As time has gone on, they've looked for ways to improve how they operate. They added additional methods of reaching out to candidates, improved how they generate reports, and remain flexible as our needs changed over time.

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

Often times it takes them a couple of days to start messaging candidates (would love for this to be a shorter turnaround) but often it is because they're wanting to identify the right candidates and ensure their quality remains high so we're okay with that.