Case Epassi
Northstar’s In-house Talent Acquisition specialist helped Epassi to recruit 10 developers in 6 months, while developing their Talent Acquisition processes as well as Employer Brand.
Introduction
Epassi is the world’s leading provider of mobile payments for employment benefits. With millions of users and an unrivaled merchant network, Epassi’s app has revolutionized how people pay for employee benefits, from meals and transportation to healthcare and culture.
Challenge
Epassi had invested significantly in building their technical capabilities within their R&D department, and they wanted to enhance their recruitment efforts to keep pace with their rapid growth.
However, they soon realized how demanding and time-consuming recruiting technical talent is, particularly when performed alongside other responsibilities. Recognizing the need for dedicated recruitment expertise, Epassi decided to seek the assistance of an external recruitment partner, leading them to Northstar Talent.
Solution
Northstar Talent initially collaborated with Epassi with an individual assignment-based co-operation, successfully recruiting a few key roles for them. However, it quickly became apparent that Epassi’s recruitment needs were substantial, particularly for harder-to-find roles like Java and Ruby developers.
As the partnership progressed, discussions emerged about transitioning to a more permanent in-house model. This approach involves having a full-time Northstar Talent consultant embedded within Epassi’s team, driving recruitment efforts, and developing their processes and employer brand.
By immersing themselves in Epassi’s culture and operations, the in-house consultant could fully comprehend the intricacies of the company. This deep understanding enables them to achieve superior results compared to external consultants working on individual assignments. Additionally, the ongoing collaboration model reduced recruitment costs and facilitated building of scalable processes.
Preferencing an External In-House Consultant
Initially, Epassi contemplated hiring their own tech recruitment. However, lacking prior experience and established processes for such a role, they decided to partner with an experienced consultancy like Northstar Talent.
This approach allowed Epassi to gradually estimate the effectiveness of the in-house model, benefiting from the expertise and established models provided by the consultant. Then, if they eventually decide to hire their own recruiter, they can build upon the foundations laid by the consultant.
Advantages of the In-House Model According to Epassi
By having an in-house consultant, Epassi realized several advantages over traditional recruitment consultancy approaches:
1. Seamless Integration:
The consultant became an integral part of Epassi’s team, collaborating closely with the R&D team and managing most of their recruiting efforts. This level of integration allowed the consultant to build strong relationships and gain a deep understanding of the organization’s culture and objectives.
2. Support and Expertise:
Along with the consultant’s expertise, Epassi also gets to leverage the support network of Northstar Talent, receiving valuable guidance, sparring, and mentoring to develop their recruitment strategies.
3. Cost Efficiency:
Moving away from individual recruitment assignments, the ongoing collaboration model will significantly reduce the cost per hire and save time, providing savings for the client in the long run.
Results
Although the collaboration is still ongoing, the results achieved by the consultant so far have been impressive. In half a year, the consultant facilitated the recruitment of over ten talented individuals, demonstrating the effectiveness of the in-house model.
Epassi has also implemented precise KPIs to measure recruitment progress, closely monitoring the number of contacts made and how many resulted in successful hires for various roles.
In addition to recruitment, the consultant has played a vital role in enhancing Epassi’s employer brand and optimizing their recruitment processes. Employing a data-driven approach, the consultant constantly surveys candidates and gathers feedback from the recruitment process, allowing for continuous improvement of recruitment models and methods.
Learnings
Epassi’s collaboration with an in-house consultant has provided valuable insights and key learnings:
1. Agility in Recruitment: As recruitment needs grow, organizations must be prepared to transition from assignment-based recruitment to continuous collaboration, enabling greater adaptability and responsiveness to evolving hiring demands.
2. Vision and Communication: Epassi’s success was rooted in their clear vision of their desired future and effective communication of this vision to our in-house consultant. This alignment allowed the consultant to understand the company’s goals and contribute meaningfully to both recruitment and business development.
3. Inclusion and Integration: Treating the in-house consultant as an integral part of the team, rather than an outsider, has been crucial. By fostering a sense of belonging and inclusion, the consultant seamlessly integrated into Epassi’s culture, leading to a deeper understanding of the company and enhanced collaboration.
