Igneous Systems Success Story
In May 2014, new startup Igneous Systems closed a near-record $23.6M Series-A round, taking their next step towards bringing Zero-Touch Infrastructure to the enterprise data center. Cofounded by Kiran Bhageshpur, Jeff Hughes, and Byron Rakitzis, this stealthy startup now looked to build an engineering team capable of developing a complex product.
Igneous needed a world-class team of Systems Engineers with the talent, passion, and aligned values required to take on an extremely ambitious challenge – building real, enterprise-scale product. They needed a way to identify, engage, and hire effectively in one of the country’s most competitive markets. It would have to be fast, cost effective, and entirely run while still in stealth.
No strangers to building successful teams, Kiran & Jeff explored a wide range of options including traditional recruitment agencies and building an internal recruitment team. Eventually they were introduced to Recruiting Bandwidth, a preferred talent partner of Madrona Venture Capital, for what would become a very successful partnership.
Immediately our data-driven approach proved to be the ideal fit for Igneous Systems. Kiran & Jeff brought with them an extremely high technical bar as well as strong team/culture requirements. Adding our startup growth expertise to the mix, we were able to develop a multi-channel recruitment strategy to identify, attract, and hire the top performing engineering talent Igneous needed.
“Recruiting Bandwidth doesn’t feel like an independent hiring agency, nor does it act as an in-house department,” commented Bhageshpur. “They combine the skill and resources of a networked agency with the professional intimacy we foster within our own company… I sometimes get multiple call per day from people wanting to help me solve my recruiting problem, and I must be one of the only CEOs who can say I don’t have a hiring problem.”
Our strategy involved a mix of industry participation, traditional advertising, social media, referral programs, and highly targeted sourcing. We worked together to create an engagement and interview process that would resonate with the people we needed to hire, and used real data to refine that model at every step. And we remained dedicated to providing an exceptional candidate experience, which is often the key to successful hiring programs.
Recruiting Bandwidth managed the entire process from end-to-end – from identifying exceptional Open Source contributors to closing offers. Igneous had high expectations of us, and backed it up with an unerring commitment to making hiring a top priority. Our close partnership, and their constant ability to provide the time and attention needed, continues to be a major contributor to our shared success.
With events like corporate meetups, college recruitment fairs, and a fruitful employee referral program, Igneous has been steadily growing and will continue to fortify its talent. Best of all, Recruiting Bandwidth established and ran these programs for the company, allowing management to focus on what was and will continue to be important.
When asked about the Recruiting Bandwidth people themselves, Jeff Hughes said, “Our Recruiting Bandwidth representatives have gone above and beyond our expectations of recruiters. Not only do they do their job with integrity and efficiency, they spend time melding with our own cultural climate. They work with us, not for us.”
Igneous Systems and Recruiting Bandwidth achieved great success and continue to work closely together. We created an environment that allows us to hire the amazing people in a hugely competitive market, while still in stealth, and with exceptional ROI.
The number speak for themselves. Together we hired more than 25 people, achieved zero attrition from members we brought to the team, and created a sustainable long-term pipeline – all with a startup scrappiness.
Together, Recruiting Bandwidth and Igneous Systems were able to:
• develop an effective short- and long-term recruitment strategy to meet custom growth goals
• implement the technology and process to run a world-class recruitment campaign
• consistently hire exceptional people in a highly competitive market
• measure, report on, and modify strategy in real time for optimal results
• provide an exceptional candidate experience to drive referrals and long-term relationships
• beat both headcount and cost goals
Satori Software Success Story
Satori Software, a leading provider of data quality and mailing solutions, was growing quickly. A number of new hires were needed immediately and Satori’s small Human Resources team needed recruiting support.
“We couldn’t justify bringing on a full-time employee to do recruiting because our recruiting needs ebb and flow,” said Matthew Brantley, Senior Director of HR & Operations. “So the notion of an outsourced recruiting team was very attractive to us. It filled our need more effectively and more economically than other solutions.”
However, a recruiter would need to get up to speed quickly in order to find just the right fit for Satori, a company proud of its unique work environment. “We consider our team a family, not just a group of workers,” continued Brantley.
Enter Recruiting Bandwidth.
Recruiting Bandwidth met with Satori’s management team, and soon, Ryan, one of Recruiting Bandwidth’s recruiters, became a fixture at Satori. He integrated with the other employees, got a feel for the company and the culture, and got to work on several key, mid-level positions.
“To get started, Ryan met with all managers who had open recs at the time, so that he could get to know them, understand exactly what they were looking for, and get a broader cultural perspective, of what Satori is,” said Brantley.
By building those relationships with management, and being onsite at Satori, the Recruiting Bandwidth team is able to do a much better job of finding prospects who fit in both culturally and professionally.
“Ryan and the Recruiting Bandwidth team are smart, quick, and can turn on a dime. Now that we’ve been working with them for a while, I can give them a req, and I’m done,” shared Brantley. “In fact, I just gave Ryan a req, and he’s got an interview, and it’s only been a couple of days. He makes me look good.”
Recruiting Bandwidth helped Satori Software:
- Create a personalized recruitment strategy for Satori’s unique work culture and individual manager’s needs;
- Quickly and cost-effectively meet their growing recruiting demands;
- Hire more than 35 employees.
Today, Recruiting Bandwidth continues to work onsite with Satori Software supporting all their recruiting needs and finding great people.
Globys Success Story
Globys faced a challenge common to many growing technology firms: finding, attracting, hiring, and retaining top-tier talent. “Finding good talent is challenging in today’s market,” said Derek Edwards, CEO of Globys. “We were leveraging a lot of external recruiting services, and found we were paying a lot of money, but not finding the right people.”
Globys also faced the challenge of having no established hiring team or recruiting processes in place and over 25+ hires to make. “Our HR team was having a hard time scaling and managing the recruiting process with all of the different external recruiters,” continued Edwards. “This meant our managers were spending their valuable time recruiting instead of working on the jobs they were hired to do.”
Recruiting Bandwidth stepped in and quickly took stock of Globys’ needs. They first put tools and processes in place to track job openings, post jobs, interview candidates, and evaluate talent. Recruiting Bandwidth also helped establish how Globys made offers to candidates and how new hires were brought on board.
With the processes and infrastructure in place, Recruiting Bandwidth got to work on filling positions. Recruiting Bandwidth team members worked onsite at Globys in order to communicate directly with hiring managers and really understand the company’s needs and culture.
“We noticed a tremendous step up in the quality of the candidates because of Recruiting Bandwidth’s approach,” stated Edwards. “They quickly integrated into the team and were delivering results. And compared to the recruiting fees we were paying with other recruiting providers, they were highly cost-effective.”
Recruiting Bandwidth also successfully provided full lifecycle recruiting services to Globys on a global scale. “In one case, in Latin America, we had been working with a retained search firm; there were a couple good candidates, but once Recruiting Bandwidth dove in, they were able to find better candidates than we were given the first time,” said Edwards. “We ended up hiring one of those candidates, which saved us a search fee–tens of thousands of dollars.”
Recruiting Bandwidth helped Globys:
- Build a scalable recruiting infrastructure and recruiting processes
- Create a talent pipeline of qualified candidates
- Hire top-tier talent at a fraction of a cost of alternative recruiting services
Today, the Recruiting Bandwidth team continues to be a constant presence at Globys headquarters. They are also helping to manage day-to-day HR issues, and are an integral part of bringing new hires on board.
New hires have told management that theirs was among the smoothest transitions to a new job they have ever experienced, and Globys credits Recruiting Bandwidth with this success.
2nd Watch Success Story
2nd Watch faced Human Resource challenges common to many start-ups. With no recruiting team or consistent hiring practices yet in place, the company had many openings that had to be filled — up to 150 new hires were slated for the year ahead.
This overwhelmed company manager’s time and resources — 2nd Watch was spending too much money — and time — on recruitment agencies. “We were growing so fast, and we didn’t have HR at the time,” said Greg Marcinkowski, Chief Operating Officer of 2nd Watch. “We needed to find a lot of highly-skilled individuals in a short space of time, and there is a lot of competition — a lot of big companies were hiring the management that we were looking for.”
Recruiting Bandwidth developed a recruitment plan and defined systems and processes essential to efficient hiring, such as setting budgets; selecting and deploying an applicant tracking system; establishing new job needs and hiring mandates; and determining an interview process best suited for 2nd Watch.
Recruiting Bandwidth evaluated ten separate job and applicant tracking systems on behalf of 2nd Watch and wrote all 2nd Watch job descriptions and job ads. Recruiting Bandwidth deployed the tracking system, trained 2nd Watch hiring managers on its use, and ensured that each manager had a recruitment strategy.
Recruiting Bandwidth then set to managing the applicant tracking system on behalf of the company, and oversaw active recruitment, including immediately finding a key hire, the lead for 2nd Watch’s support and account management team — with a deadline of only 6 weeks.
Among a pool of qualified candidates, two candidates stood out from the rest. 2nd Watch was so impressed both recruits that they hired them both, even though there was originally only one open position.
And, though 2nd Watch hired two candidates, Recruiting Bandwidth didn’t double the rate or charge placement fees. Recruiting Bandwidth’s recruiting services fee was $7,500, significantly less than a traditional contingent firm’s fee.
Marcinkowski adds, “Recruiting Bandwidth’s return on investment has been terrific, I would expect to pay a search firm about $60-70K, and that was not nearly what we paid. Recruiting Bandwidth’s follow-up is very professional, and the interviewing process was great. They are very professional, adhere to schedules, and are available when we need them.”
Recruiting Bandwidth saved 2nd Watch measurable time and money– while honoring the company’s specific culture.
COO Marcinkowski notes, “Recruiting Bandwidth ‘get it’ — they found the right people who understand the entrepreneurial start-up spirit. They get the business that we are in.”
Recruiting Bandwidth helped 2nd Watch:
- Set-up recruiting processes, budgets, hiring mandates, and interview processes
- Evaluate and deploy an applicant tracking system and train managers on its used
- Hire two key personnel for thousands less than the cost of one traditional contingency search
Recruiting Bandwidth team continues to work with 2nd Watch as the company grows. Recruiting Bandwidth’s model allows 2nd Watch to press “pause” on hiring when their hiring needs are not imminent, and then scale up when recruitment and efficient hiring is a priority.
WhitePages Success Story
- from: Recruiting Bandwidth
WhitePages, founded in 1997, is the leading provider of contact information in North America, with a top 40 web property, 10 top ranking mobile apps and over 50 million monthly users.
Recruiting leaders at WhitePages were buried with open positions and needed support. Having just 120 staff supporting over 50M users per month – the environment is one of heavy competition for top talent. Skeptical of contract recruiters, but concerned there was not enough volume to keep a full-time employee busy; they needed an effective way to deal with the ebb and flow of demand on their small team while maintaining a very high bar.
Enter Recruiting Bandwidth.
Recruiting Bandwidth jumped in, first on the hard-to-fill technology positions. Sitting onsite with the WhitePages team, absorbing their culture and getting to know their value proposition first hand, the Recruiting Bandwidth team ramped up quickly.
“At our first meeting we discussed how hard it would be to recruit for WhitePages,” notes Ed Pedini, Recruiting Bandwidth’s Lead Recruiter, “but every business wants the best employees, so we took it in stride. Sure enough we found ourselves competing to identify and hire the very best – we needed that elusive purple squirrel for each hire. It quickly became apparent this would be one of our most challenging assignment to date.”
They made several great engineering hires in a highly competitive market and rapidly expanded their recruiting support across the WhitePages organization. “I must admit, I have not always been an advocate of outside recruiting resources, but now there is not a position I would not give to Recruiting Bandwidth. They consistently do a great job,” said Jenny Kohr Chynoweth, Talent Outreach Manager at WhitePages.
“From an engineering perspective,” explains Susan Fincher, Snr HR Manager, “Recruiting Bandwidth has been able to go deeper into our requirements and the candidate’s skills, to gather technical information that enables our engineering managers to make decisions without investing as much time up front as previously required. We’ve not had that in the past, even with our own in-house recruiters.”
“Recruiting Bandwidth is doing so much to take stress off of our team. Not only are they sourcing great talent, but they are excellent project managers, and just nice people to work with,” continued Jenny.
WhitePages has been able to scale up and down support with Recruiting Bandwidth; hiring great people and helping to support critical recruiting initiatives like their University Graduate Recruiting program.
Recruiting Bandwidth helped WhitePages:
- Identify and hire the top talent
- Reduce the time spent by management reviewing and interviewing candidates
- Scale quickly to meet the ebb and flow of recruiting needs
- Provide critical day-to-day project management support
- Expand their recruiting reach
Today, the Recruiting Bandwidth team continues to support WhitePages. “The net result is that we are greatly expanding our reach with Recruiting Bandwidth’s sourcing and day-to-day project management support. I am definitely a Recruiting Bandwidth convert,” closed Jenny.
Ryan MurphyTech Recruiting Expert
After successfully supporting many tech clients as an agency recruiter, Ryan was ready to work more on the inside for our customers. Ryan cares deeply about making a great fit and it shows!
Taylor WilliamsonLife-cycle Recruiting Expert
Taylor’s background in full-cycle recruiting in a number of technical verticals is a huge asset to our customers. He’s got a knack for sourcing on tough roles and connecting the best talent to the best opportunity.
Allyssa HastingsTechnical Recruiter
Allyssa has experience on both the corporate and agency sides of recruiting. As a new resident in the Pacific Northwest, she’s excited to work with the Seattle startup community.
Meghana ChokshiTechnical Recruiter
Meghana comes to Recruiting Bandwidth after a successful career as a Test Engineer and HR partner. Her development skills and software knowledge make her a huge asset to our technical recruiting team.
Manjot ChahalAssociate Recruiter
Manjot is bringing some spunk, tenacity and boldness to the recruiting world! Her passion for technology and meaningful relationships makes her a hit with customers and candidates.