Achieving rapid growth via Embedded TA
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Tailored service plan
We tailored our services to address Finoa’s most urgent needs, including re-designed job descriptions & improved interview processes. -
13 hires in 5 months
Finoa had spend over 3 months trying to hire top talent themselves with no success. We achieved 13 successful hires, helping rapidly scale their teams. -
€143k saved
Our specialist Embedded solutions saved Finoa over €140k in costs.
How we built a tailored Embedded Talent Acquisition solution for Finoa…
Finoa is a fast scaling digital assets management platform in the Cryptocurrency market.
They opened their Berlin HQ in 2020 after going through a successful round of seed funding. As a result, rapid growth was needed to meet growing customer demand, deliver new product options, and prepare for a series A funding round.
Finoa’s small and relatively junior Talent Acquisition (TA) function were struggling to source and attract hard-to-find talent, and had spent over 3 months trying to recruit key tech roles with no success. They needed expert help to find and attract the right people to the team, and somebody who could upskill hiring stakeholders across the business. Ideally, a partner who would become ingrained into their business to help them build better processes and strategies for their growth – and that’s exactly what we provided.
Here’s how we did it…
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A Deep Discovery Dive
Understanding Finoa’s objectives and challenges were fundamental to the design of our solution. We did a deep dive into all aspects of their hiring practices, including candidate assessment, interviews, offer and onboarding processes, and learned what the world of work would be like for future hires.
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Tailoring the Solution
After assessing the hiring landscape, we discovered that there was an urgent need for key hires within platform engineering and site reliability. This became our highest priority, and we targeted our solution to address this - supporting long-term growth without compromising on flexibility.
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An Embedded Partner
Grant, a specialist recruiter with a long-term background in delivering TA solutions, led the project. He spent 3 days a week onsite with Finoa, meaning he was able to lift the lid on their needs, observe day-to-day recruitment practices and build strong relationships across the business.
Immediate Action
With an ingrained presence onsite with Finoa, we were able to establish exactly what needed to be done – quickly.
We rapidly took action on:
- Developing a targeted sourcing strategy
- Revamping job descriptions to boost candidate attraction
- Transforming the interview process to reduce admin efforts and improve time-to-hire
These actions were key in addressing immediate priorities, planning for future hires, and significantly improving efficiency. As a result, Finoa’s time-to-hire was reduced from four weeks down to three.
In addition, we managed candidate screening, compliance, referencing and onboarding, creating an end-to-end process that aligned with Finoa’s way of working and centred the candidate experience, resulting in better hires and stronger retention.
A Target-Meeting Hiring Plan
Difficult-to-fill tech roles presented a major challenge for Finoa. We created a tailored hiring plan designed to meet a minimum target of 12 hires within platform engineering.
We reached out to over 1200 people with matching skill sets in platform engineering. This resulted in 6 new hires for the team (after 3 months of Finoa struggling to hire anyone).
One of our other projects involved candidate searches for a data science team lead and backend engineers (Node.js and Golang). Overall, we reached out to over 2500 candidates via targeted means. We hired 14 candidates for these key positions in 5 months, exceeding initial targets and the timeframe set.
Focused & Tailored Training Sessions
A roadblock in Finoa’s internal ability to hire top tech talent was their TA team. We designed a program of training for this team, as well as departmental stakeholders, to improve overall recruitment skills, candidate assessment and candidate experience management.
We initially held interviews with the team to identify key development areas. This allowed us to tailor our training plan accordingly, being sure to focus on the right areas.
We delivered training sessions that addressed specific needs through a series of workshops and one-to-one sessions to support individual needs.
This training resulted in a large improvement in candidate experience, measured primarily through drop out rate and offer acceptance. It also helped improve the relationships with the TA team and hiring managers, creating clearer communication and understanding from both sides.
