Sometimes your need is just for filling some vacancies. And that is when the classic recruitment process (sourcing, screening, interviewing, assessing, selecting and hiring) may work. But there comes a time when you have to repeat the performance, having the same "A's" hired. And that is when classical recruitment won't help and you will need a different approach.
Planning & Strategy — ensures business alignment, examines workforce plans, requires an understanding of the labour markets. First we will understand your specific needs and what's important to you.
Workforce Segmentation — understanding of the different workforce segments and assures the right positioning, as well as the skills, competencies, and experiences necessary for success. We have visibility into where developer talent is located.
Employment Branding — define a company's image, organizational culture, key differentiators and reputation. Employment branding will attract quality candidates and assure a healthy retention inside the organization. We know what is important for the candidates. We help building your employer identity that's attracting talent.
Candidate Audiences — necessitates defining and understanding the audiences in which an organization needs to source for specific roles. Different sourcing strategies should be applied based on the jobs and where the audiences will come from to fill them. We are using the appropriate sourcing channels.
Candidate Relationship Management — includes building a positive candidate experience, managing candidate communities, and maintaining relationships for those candidates not selected. We have a wide HR and technical experts network
Metrics & Analytics — is the continuous tracking and use of key metrics to drive continuous improvement and to make better recruitment decisions, to ultimately improve the quality of hire. We analyze our success and we acknowledge our faults. That's how we get better and better