How we scheduled 48 job interviews with software developers within 3 months
CLIENT
Hard Code is a design studio that turn IoT ideas into working products for R&D departments of startups and large companies. Their goal is to follow the life cycle of the product, from conception through to market launch, and finally product support.
The founders of the company have built their expertise over many years in large corporations like GE or Ericson, where they had the opportunity to participate in the development of international electronic products, often leading the development process. This provided them with sound learnings of quality assurance processes in large companies, serving as the basis for the development of their current processes.
CHALLENGES
Hard Code contacted us, because they were looking to employ Data Scientists and Embedded Software Developers due to the new projects they have acquired. Recruiting new employees is never an easy task and takes a lot of effort especially in the IT industry where traditional approaches no longer work. They trusted our methods and let us recruit on their behalf.
TARGET
Industry: IT Position: Data scientist, Software developer
SOLUTION
We decided to use Linkedin for outreach, as we were able to clearly identify a significant number of valuable candidates who were a great fit for Hard Code.
IMPLEMENTATION
As always, we started the relationship with a kick off meeting, this involves a sit down with the team to understand the specific projects of Hardcode, and their targets when it comes to employing IT professionals.
Having a clear understanding of the Ideal Employee Profile (IEP) and our client’s specific needs, doing talent research and choosing the best fitting funnel to find IT professionals was essential. After taking every variable into account, LinkedIn was the right solution, due to its popularity in this particular industry. A simple search and selecting embedded software developers would not have sufficed, because we had to take multiple aspects under consideration, such as their years of experience or involvement with similar projects. To provide an accurate talent list that will lead to actual interviews and eventually hires, our team had to check each profile one by one and retain only those who match the exact criterias.
Knowing that many IT professionals are getting multiple job offers on a daily basis, our copywriters had a real challenge to create an eye-catching message that was engaging enough and breaks through this noise.
Before the launch of the outreach campaign we had to create a LinkedIn profile for the CEO in order to clearly communicate the company’s values and share more details about the available positions.
RESULTS
The personalized campaign and the direct communication on behalf of the CEO lead to 48 interviews in 3 months. Additionally increasing their own LinkedIn network with 311 IT professionals, which could be helpful in with future job opportunities.
QUOTE
Just after a month, we asked Foster Digital to slow down our campaign, as we couldn't keep up with the volume of interested candidates.
Szabolcs Erki
IoT Entrepreneur at Hard Code