craftsmanship

Company Bio

2000+ Employee Business. Global footprint. End to End digital solutions – Cloud/ERP/Digital Commerce/Data/Applications.

Challenge

Existing recruitment suppliers. Turnaround time

WeDo.Value Proposition

Two different commercial agreements. One exclusive rate for one of our core pillars – Analytics. Contingent rate for peripheral areas of technology.

Solution

Several employees – both contract and permanent – supplied across both areas of the business. Several in one area which is not considered WeDo’s core.

Company Bio

50k+ Employees. Financial Services Conglomerate.

Challenge

An established business with tried and tested recruitment channels. Requiring hybrid working in a relatively remote location, they had exhausted the local market. Their product portfolio continues to build regardless of headcount difficulties and therefore, building out their data and quality engineering departments was paramount for continued success.

WeDo.Value Proposition

A referral-based recruitment model. It became quickly evident that many engineers across Data and QA had already been approached.

Solution

A successful collaboration where understanding the DNA of the business has enabled WeDo to “sell” on what the culture is actually like as opposed to the perceived pitfalls of working with a large Insurance conglomerate. WeDo and WTW are also collaborating for the relaunch of the TLF…ideally to continue conveying the WTW brand in the light it deserves.

Company Bio

Hugely successful Insurance Conglomerate. Circa 1000 employees.

Challenge

Despite interest from all parties to collaborate, a successful Preferred Supplier List currently in place.

WeDo.Value Proposition

Patience! Several conversations continue to take place. Most are centralised around data-driven insights and the “temperature” of the market. In the meantime, any candidates who WeDo are not in a position to help find work (due to a lack of time/bandwidth), have been introduced to Brit with no commercial wrapper in place. This is to show that a medium-long term relationship is our intention.

Solution

An Engineering Manager has started via our “free” introduction.

Company Bio

2.5k Employees. Global Digital Transformation Consultancy.

Challenge

A reputable, award-winning leader in the digital consultancy space where the relationship initially started off on the wrong foot. Needing to hire Experienced, Senior heads to grow their capability to meet an increasingly expanding client portfolio with speed and quality. Reactive hiring was required to build a Quality Engineering hub for their second largest account and relationships were initially held with Hiring Managers, not internal Talent.
 

WeDo.Value Proposition

Reactive, relationships driven recruitment, with pace and urgency without compromising on quality. The fast-paced, ever-changing consultancy landscape leaves little time to proactively hire. Needing multiple, Senior heads to work onsite multiple times per week with a major client, our organically built network of over 20,000 Engineers in the Quality Engineering space allows us to tap into a talent pool that most don’t have access to.
 

Solution

Bridges built between internal talent and us as an extended arm to the recruitment function. Weekly calls with Talent and Hiring Managers to keep up with the continuously changing landscape whilst rapid hiring took place. The result: Wedo hired 50% of the Quality Engineering hires needed to build the capability, a strong foundation of which the relationship is built and repeat business with multiple placements made, facilitating a long-term partnership.

Company Bio

Established UK base consisting of 300 employees. IoT product-led business. Part of a US based conglomerate.

Challenge

A great product base underpinned by legacy technology. A new cloud-based team needed to be built to become more data-driven around the existing product portfolio. Hardware<>Software integration provided an added layer of complexity.

WeDo.Value Proposition

From inception, a resource plan was devised to ensure seamless on-boarding across Product/Development/Quality Assurance. WeDo were instrumental in initiating this plan. Milestones across a 3 month resource plan enabled each team to seamlessly work on creating a MVP which was well received by the wider business.

Solution

3 Scrum teams were successfully onboarded. All candidates (bar one – mitigating circumstances!) are still happily working on the 2nd/3rd iteration of the product<>tech roadmap.

Company Bio

Zilch have scaled a team of 250 people across 3-office locations. Founded in 2018 with an imminent move towards IPO, they’ve been listed as the fastest growing FinTech in Europe. Recent valuation surpassed $2 Billion. They are also one of very few businesses labelled with Double Unicorn status.

Challenge

Whilst our relationship now spans across several stakeholders including Product, Engineering, Data and Finance….the relationship was initiated through a challenging position. The divide between Data and the Platform was looking to be bridged with an ML Ops Engineering team. We all know niche skills in tech, combined with an on-site working requirement can be tough to source directly.

WeDo.Value Proposition

After consulting with the client and evaluating their internal strengths and weaknesses, coupled with what the market dictates – We took a more realistic and incidentally, cost effective approach into adding a further two Platform team members. This provided new Talent the opportunity to upskill into the ML side and also alleviated a heavy workload for their existing team.

Solution

Evaluating our approach before heading to market, has protected the clients brand. It has also given us a wider talent pool which has enabled us to find people who align to every value Zilch have internally. This allowed us to support and apply the same method across other areas of the business – We are pleased to say our average time to hire has been 16 days across 10 positions.

Company Bio

Challenge

WeDo.Value Proposition

Solution