Helping A Leading Seattle Design House
Hire The Best Talent
Sourced / Interviewed / Hired
Client since: August 2018
Industry: Architecture and Interior Design
Headquarters: Seattle, WA
An industry leading International design firm
They set the standard for sustainability and kinetic architecture and have worked on such projects as the renovation of The Space Needle, The Bill and Melinda Gates Foundation Center, and the Bob Dylan Center in Tulsa, OK.
The company hit an unprecedented state of growth. Internal talent acquisition team was not geared to scale up fast enough. Experience with staffing agencies was less than desirable in terms of the quality of candidates.
Longer hiring cycle was hurting the operations team, forcing shuffling of staff to address customer priorities. Overall productivity was taking a hit and burdening the hiring managers with reviewing a large number of unsuitable resumes and taking precious time away from them.
Considering the company was short-staffed and people were stretched, it was starting to affect customer deliveries. Besides, the company was not leveraging the new and innovative industry practices in hiring and compete in the market. The leadership realized that in order to get to the next level, they need to transform their hiring function. They decided on a strategic and long term solution and engaged with snipebridge to help them meet their hiring goal.
Bring down the current time to hire
Higher quality and increase in no. of qualified candidates
Ensure a good candidate-company fit - design style, culture, pace, values
Build internal candidate database for future internal use
Improve efficiency of internal hiring process
Evaluation of current ATS and advice on replacement
Move to a fixed cost hiring model and bring in predectibility of spend and improve cash flow management
Maintain the existing high candidate quality threshold
Reduce New-Hire attrition and cost of rehiring and retraining
Advisory services for recruitment process optimization
Customized managed services model to drive end to end hiring needs
Talent acquisition team 100% dedicated to the customer with singular task specialization and 24x7 services model
Passive candidate strategy for sourcing a higher quality of talent
Use of Symbiotic assessment to evaluate candidate-team fit
Consulting on internal tools and automation
Our team Implemented sourcing of passive candidates and took on writing and posting of job descriptions, review of resumes and portfolios, initial reach out, phone screening, and scheduling of interviews with the internal hiring teams.
The team were given access to hiring manager calendars for scheduling, carried customer email address and were listed as customer team on LinkedIn. They were given access to customer ATS where they continued to build candidate database. Team also spent time on gathering talent intelligence and proactive hiring.
FIRST 3 MONTHS
1,849 Candidates Sourced
288 Phone Screens
68 Candidates Interviewed
16 Employees Hired
Accelerated time to hire by 40%
Increased candidate pipeline by 4 times
Increased online job visibility by 200%
Reduced cost of hire by 50%
"[Since Partnering with Snipebridge] We have seen higher quality candidates than ever before"
"You did exactly what you advertised - saved us time and allowed us to do what we enjoy most which is designing"