Hyperscale - 70 hires in 10 months

Hyperscale

Founded in Paris in 2016, Free2Move is a global brand that proposes a real marketplace for mobility services in Europe and USA.

Already operating in more than 100 countries and counting millions of users, Free2Move is simplifying and revolutionizing daily mobility by offering the easiest mobility solution to its customers from carsharing, car rental, parking space, ride and charging stations. 

Why did they need our help?

 Free2Move was growing fast, and for that, they needed to hire the right people in the shortest period of time. And this is where Recruiter House’s team played a crucial role. 

We started our collaboration by understanding the company’s needs, values, vision, mission and product. Working closely with the hiring team, having candid communication and feedback about the profiles, to understand in the shortest amount of time the exact type of talents that would be ideal for the open positions.

 Recruiter House took an important role inside the company, managing the Applicant Tracking Systems (ATS), by participating in weekly meetings, and introducing top talents to the different hiring managers.

Free2Move approached our company with certain objectives in mind:

• Scaling with set hiring goals
• Supporting in building their recruitment department.
• Assisting and defining the Hiring Plan, implementing automation tools and recruitment methodologies.
• Conceiving a scalable hiring process.
• Mapping and attracting senior profiles.

 What challenges did we face? 

There is no doubt that hiring top talents is a challenge. In tech, this difficulty is magnified by a fierce competition. Our team faced the challenge upfront and solved it through planning, methodology, automation and grit.

• The mission was 95% of the time in remote
• Hiring Managers were inexperienced in building recruitment processes
• Non existing Talent Acquisition team and Human Resources teams.
• Absence of recruitment tools and software.
• No documentation regarding hiring and onboarding processes
• Non existing employer branding

What was our action plan?

Free2Move gave our team the total ownership to organize and create the Talent Acquisition function. And this was our strategy:

• Establishment of a Hiring Plan (previously introduced and approved by the finance department and the CTO)
• Creation of Scorecards and  interview training for Hiring Managers.
• Benchmarking and Implementation of an ATS and other sourcing tools.
• Deep ground work on Talent Acquisition, managing all the hiring processes, conducting first interviews, following up on every candidate and consequently improving the employer branding and the overall candidate experience at Free2Move.
• Recruiter House finally hired an internal Talent Acquisition for Free2Move and was in charge of the handover at the end of our mission

How did we headhunt and introduce talents to Free2Move?

 Our method is fast and efficient. 

• Our sourcing team creates an active and strategic boolean search to find active and passive candidates. Most of the time, the most adequate candidates are not actively searching for new opportunities.

• Our TA team is in charge of sending creative and personalized inmails/emails, screening different candidates and selecting only the best ones for next interview steps. Our recruiters are in charge of following up all the candidates and helping them during the whole process to create the best candidate experience possible.

Our results?

In less than 10 months, 73 full-time positions were filled.

• 6 Data Engineers
• 5 Data Analysts
• 2 Data Ops
• 27 Software Engineer
• 6 Software Mobile Engineer
• 7 Head of - CLevel
• 10 Product Owners
• 2 Product Design
• 2 Tech Support Analysts
• 1 Cloud Architect
• 2 DevOps
• 1 Salesforce Integrator
• 1 IT Manager

"Recruiter House responded to a challenge of more than 60 open positions in a short period of time - The implementation of processes, tools, trainings and the recruitment of Hiring Managers was key in the delivery of our new team. Their organisation, structure, speed and automation allowed us move fast with building our team and improving our candidate experience."

Recruiter House has demonstrated that, with a customized approach, our Talent Architecture Service was a success for Free2Move:

Moreover, our recruitment team made over 70 hirings and more than 80 offers in 10 months for the technology team (Engineering, Data and product combined).

Our closing rate reached over 80% of success, improving each month till 95% at the end of project. Around 85% of the hirings were senior hard-to-find profiles.

Bon Voyage!