Our client, a HealthTech startup revolutionizing access through innovative technology, faced recruitment challenges while scaling their engineering team. This case study showcases how our recruitment practices enhanced hiring efficiency, set new standards for HealthTech recruitment, and supported the client’s rapid growth.

Client Background

The client, a transformative HealthTech startup, is at the forefront of revolutionizing healthcare with cutting-edge technology. Backed by prominent investors and led by industry experts, they are recognized pioneers in healthcare innovation.

Challenges

Despite having a collaborative, talented team, the client struggled to scale their engineering team during growth mode. Their lean Talent Acquisition (TA) team couldn’t keep up with the increasing demand, compounded by limited bandwidth and an outdated Applicant Tracking System (ATS) that lacked essential features, slowing down the recruitment process.

As the startup gained popularity, the influx of applications created further delays, with candidates often waiting months for responses. Additionally, the lack of structured interview debriefs and clear Service Level Agreements (SLAs) made the hiring process even less efficient.

Objectives

The startup had three key objectives:

1. Reduce recruitment costs

2. Shorten time-to-fill

3. Hire high-caliber mid-level to staff-level software engineers

To achieve these goals, strategic improvements were necessary to increase TA team bandwidth and enable them to focus on refining recruitment processes to support the company's rapid growth. The urgency was fueled by significant business developments, including key partnerships that required the engineering team to scale quickly.

Solutions

Working closely with the startup’s TA team, engineering leaders, and CTO, we began by crafting a compelling company narrative to attract top talent. We then implemented a targeted sourcing strategy focused on engineers from leading tech firms with a reputation for high standards, resulting in a strong 38% candidate response rate. By leveraging this narrative, we generated strong interest, leading to a 90% completion rate for the technical assessment. This improved the pipeline metric from TA screening to hiring manager reviews, ultimately boosting offer acceptance rates.

Results

Through interdepartmental collaboration, we successfully hired several mid-level to staff-level software engineers. We also reduced the time-to-fill to just three weeks by implementing a robust engineering recruitment framework with clearly defined SLAs. This streamlined approach enabled the startup to scale their engineering team more quickly and efficiently, while also creating a level of predictability that will support their future hiring needs.

If your company faces similar recruitment challenges, contact us to discover how our tailored solutions can streamline your hiring process and accelerate your growth. Let’s work together to make your recruitment strategy a key driver of success.

Our client, a leading research and regulatory agency, faced the challenge of recruiting an Executive Director to spearhead their transformative programs. 

This case study details Centum Search’s recruitment strategies deployed to identify a leader capable of managing dynamic relationships, enhancing company culture, and advancing DEI initiatives.

Client Background

Our client is a distinguished research and regulatory organization influencing multiple industries through strategic leadership and oversight. The Executive Director role was critical, requiring a dynamic leader with the ability to drive change while fostering an inclusive workplace—a top priority for the board. With the organization's niche position and absence of direct competitors, identifying a candidate with the right expertise called for a highly tailored and innovative executive search strategy.

Objectives

The hiring team's recruitment objectives were:

1. Identify executives with direct industry experience and the ability to manage existing programs and relationships.
2. Ensure a diverse pool of candidates were interviewed for the role to ensure representation during the hiring process.
3. Optimize recruitment costs without compromising the quality of candidates.

Solutions

Traditional industry-based searches were insufficient due to the unique nature of our client’s business. Our strategy involved:

• Analyzing organizations within related regulatory spheres to identify potential candidates.
• Expanding our search to select states with similar regulatory bodies, pinpointing organizations engaged in comparable activities.
• Utilizing our proprietary outreach methodology, which garnered a 46% response rate from highly sought-after executives.

Results

Our customized search strategy led to the identification of a diverse array of top-tier executive candidates, each possessing extensive and relevant expertise. The approach not only met but exceeded the client’s expectations, providing a robust slate of candidates perfectly aligned with the organization’s strategic needs.

If your organization requires similarly precise leadership acquisition, contact us to learn how our tailored recruitment solutions can enhance your executive search. Let us help you secure the transformative leadership necessary to propel your organization to new heights. Reach out today to begin your journey toward impactful executive placement.