Client profile: A globally operating company specializing in delivering comprehensive tools for effective data management, seamlessly integrating and enabling data exchange across various e-commerce tools and systems.
The main challenge was to find not just one, but several experienced candidates in the competitive solutions market who would be ready to take on the challenge of building a brand for an unknown product. The company had only completed its initial implementations, which were not yet backed by references. The client sought candidates who were familiar with the leading competitive solutions so they could easily and effectively start sales activities, and skillfully compare solutions for clients by leveraging the real strengths and weaknesses of the company’s tool.
We discussed the exact but varied candidate profiles with the client to build an effective team capable of handling different aspects of e-commerce, from technical to sales roles. We analyzed the strengths and weaknesses of the client’s solutions compared to competitors and aligned this with their long-term strategic plans and vision for market expansion, emphasizing long-term career prospects for candidates.
We focused on candidates with experience selling competitive solutions who also had close connections with implementation teams. Both candidates specializing in new business development and those involved in long-term relationships and upselling were considered. In the first stage, we shortlisted candidates from leading brands who might see joining a new company as a challenging growth opportunity.
Within the first few days, we presented five candidates. The client initially met with three who had the most relevant experience.
The recruitment process was transparent and quick. After the first meetings, the client appreciated the recommended candidates and proceeded with two of them. Simultaneously, the client requested meetings with the remaining two candidates.
After all interviews and a thorough evaluation of their experience and sales skills, the client extended offers to two candidates. Ultimately, one candidate accepted, while the other received a counteroffer from their current employer, a well-known global company, and declined the client’s offer.
To find at least one more experienced team member, we expanded the search to include smaller but still competitive companies in the market. Within the following week, we sourced three more promising candidates for the client.
After additional interviews, despite the selected candidate’s higher-than-expected salary expectations, the client decided to extend an offer. The candidate was offered a lower salary during the probation period, with the promise of meeting their expected salary if they achieved the set goals and performed well in the role. The candidate accepted the offer and was able to start within two weeks.
Despite being a new and unknown brand, we were able to secure highly qualified and experienced candidates for the client within just four weeks, including one from one of the largest companies in the industry. The client valued our market knowledge and effectiveness, which led to further recruitment projects in other areas.