Fortune 500 Software Leader Partners with Softworld for Security and Cloud Migration
Background
The Challenge
The Softworld team began by mapping out the project workflows and budgeting costs to deliver a specialized workforce solution. It used a concierge service model with a single point of contact to seamlessly build out the technical teams required for the complicated project. The team then tapped its unique nationwide database to find premium talent with experience in multi-faceted route and switch capable networking platforms, including SDWAN, Leaf & Spine, F5 Load Balancer, Cloud, and Python. The solution also created a new method for the software company to identify and vet resources who would offer the most benefit to the company’s ongoing business.
The Solution
A team of Softworld business leaders was quickly assembled to map out a strategy for the project, and to support local Softworld offices with centralized corporate resources for technology recruiting. Softworld features a core team that’s focused entirely on sourcing for openings in IT. Recruiters are located across the U.S., and are typically engaged when a client’s project includes multiple positions and skill sets, often in multiple geographies.
First, the team was sure to set expectations, since the skill sets were in very high demand and would require passive searches that typically take longer. Secondly, Softworld insisted on having direct contact with the hiring managers and a commitment that they’d be available for interviews as scheduled. This close engagement helped to drive efficiency across the whole sourcing and hiring process. Next, Softworld hosted a hiring event where over three days, hiring managers interviewed candidates for the Java, BA, and QA openings. A twofold approach for debriefing was implemented to
ensure the event’s success.
Going into this event, the goal was to hire candidates by the end of the week. This meant that Softworld needed immediate feedback from both the client and candidates. So after each interview, one person debriefed the candidate, while another spoke with the hiring manager. At the end of each day, hiring managers and internal talent acquisition team members met with Softworld to review and determine which candidates would receive an offer. This process allowed for closing of the candidates and interviewers right after each interview, and then for getting all parties involved soon after to make a final decision.
The Results
Softworld experts rapidly sourced high-level talent for the complicated endpoint security project in two phases and just five months. The solution gave the software company a leading advantage over its competitors through access to top niche technology talent, including five experienced senior network project engineers. It also provided the foundation for sourcing specialists during a critical time when the software company was facing technical and organizational challenges.
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