Those who have ever had a custom outfit made know how much time it can take. Is it always necessary to choose between quality and time? When it comes to team augmentation, is it always only one win: the highest quality or shortest timeline?
Should we, as hiring managers, prioritize quality over time? Is the fast-paced industry forcing us to prioritize time over quality?
SD Solutions’ sprint-by-stack recruiting system approaches this issue from multiple angles. Delivering custom, high-quality solutions tailored to even multi-layered, complex requests quickly and efficiently. Let’s take a look at how we are doing it.
Sprint by Stack Recruiting Team
SD Solutions’ open vacancies are divided by tech stacks rather than by the company we cooperate with. Recruiters and researchers work together as one Recruiting Team to find specialists within a similar tech/non-tech stack. For instance, during one sprint:
Recruiting Team #1 searches for Java developers, so by the end of this sprint, Team #1 will be an expert in this specific candidate pool.
Recruiting Team #2 focuses on non-tech professionals, and, as a result, they have a very clear idea of who the best-targeted BAs, PMs are.
Recruiting Team #3 focuses on locating automation QA and Customer Support professionals.
Consequently, the Recruiting Team working on a specific vacancy knows the entire stack and can provide relevant candidates faster than a recruiter screening distinct sorts of experts for one company.
Candidate pool growth accelerator
Such a sprint-by-stack approach makes the sourcing process smoother and more productive. One Recruiting Team focuses on a specific tech or non-tech pool of potential candidates. Enrolled in a single stack, the unit goes deep diving into the existing workforce market. Thus, the candidate pool expands qualitatively, quantitatively, and most importantly, all at once.
Multiple-position request solution
Our sprint-by-stack approach also allows us to deliver multiple solutions at the same time or even hire the entire team at a single iteration. This is how it is possible:
When SD Solutions is requested to find, for instance, 2 Java developers, 1 Business Analyst, 1 Product Manager, and 1 Automation QA, the Recruiting Team accountable for finding one type of tech professional is focused just on this task. Thus this team doesn’t interfere with other Recruiting Team’s assignments and positions, and nothing holdbacks it from the fast results.
The Finaro case illustrates our sprint-by-stack approach to multiple-position requests. Following the Partner’s request, SD Solutions needed to find talented professionals from 5 different areas simultaneously: QA, Front-End, Back-End, Java, and Business Automation Engineers. During the period of searching for the Team Lead, SD Solutions found professionals in 4 other areas.
Instead of dedicating one recruiter to a company, we offered Finaro to work with our stack-sprints recruiting system. This way, working on Front-End roles, for instance, does not delay finding a Back-End developer. Our sprint-by-stack system delivers fast, diverse, and high-quality solutions.
Sprint by stack value
To quantify the value SD Solutions’ recruitment system provides to our Partners, let’s calculate the Average Daily Cost for an Unfilled Position. To do that, consider a company with 50 employees and a $5 million annual revenue. 5 million divided by 50 equals $100,000 in revenue per employee. Subtract $100,000 from the average number of working days in a calendar year ($100,000 / 245 = $408).
As a result, the Average Daily Cost for an Unfilled Position is $408. This figure represents the cost of waiting for a qualified applicant. On the one hand, this amount shows how much an unfilled job costs the company; on the other hand, it highlights why time is just as essential as quality and how much this time costs.
Recruiters’ tech skills booster
Once the sprint is completed, the Recruiting Team is reassigned to other roles. This rotation ensures that SD Solutions’ teammates have equal experience in a wide range of roles. Thanks to switching between areas, Recruiting Teammates are always on track thinking outside the box and being updated on various roles’ trends, news, and movements.
SD Solutions’ sprint-by-stack recruiting approach not only meets the time-quality balance requirements but also improves recruiters’ tech skills. Recruiters are constantly improving their expertise by staying up to date on the latest trends and movements by switching between areas every sprint.
Why should hiring managers be aware of this system? When choosing a staffing partner, make sure it applies the latest recruiting technologies. A well-built recruiting system turns the hiring journey from a challenge to a beneficial solution.