Move

How Anthony, CEO of a growing SaaS company with inconsistent hiring, cut costs by 65% and tripled their hiring rate in just 12 months (without traditional agency fees): When Anthony reached out, his team was struggling. As a fast-scaling SaaS company, they had one goal: Double headcount from 72 employees in 12 months. But their recruitment process was: - Disjointed - Time-consuming - Heavily reliant on expensive agencies They had no internal talent team in place. And were falling short on building a diverse workforce, with: - 67.5% male - 31.5% female - 1% non-binary They needed a full overhaul of their recruitment process. So they could make it: - Scalable - Inclusive - Cost-effective So when Anthony reached out, we got to work in 3 ways: 1. We standardised their recruitment process Introduced structured Hiring Manager training, persona-driven intake meetings and a question bank aligned with SeedLegals’ core values to ensure fair and consistent candidate assessments. 2. We introduced advanced sourcing strategies Launched multi-step sourcing campaigns using sales methodologies for hyper-personalised engagement at scale. 3. We integrated with their team Our Talent Partner acted as a guide for SeedLegals’ hiring managers, ensuring seamless collaboration throughout the hiring process. And what happened next? Some pretty cool stuff: 1. Hiring rate tripled → from 2 to 6 hires/mo, accelerating growth trajectory 2. Cost/hire reduced by 65% → dropped from £7k to £2.4k, saved lots of budget 3. Time-to-hire cut in half → from 12 to 6 weeks, reducing delays 4. Agency dependency eliminated → reduced spend from 33% of hires to 0% 5. Improved diversity → shifted to 51% male, 48% female, and 1% non-binary And Anthony was loving it, saying: “I love the RaaS (Recruiting as a Service) model that we have with Move. It lets me hire huge numbers of people at a fixed known cost and has transformed the way we’ve grown our business,”. Makes me proud to hear :) P.S. if you’re a scaling SaaS company struggling with: - High recruitment costs and agency dependency - Disjointed hiring processes that slow growth - The pressure to improve team diversity - No internal talent team to manage recruitment efficiently - Inconsistent or unstructured collaboration between hiring managers And you want to scale your team quickly, affordably, and inclusively? DM me “Grow” and I’ll get you the details.

RESOURCE DROP: 80+ hours researching 200+ talent acquisition tools on the market 😅 We've whittled it down to 75 for you. The categories are: - ATS - Interviewing - Contact data - Assessments - Li automation - CX & Scheduling - Talent Intelligence - Outreach platform - Employer of record - Workflow automation For each tool, where possible we've labelled: ↳ Company stage use case ↳ Recruiting use case ↳ Free trial (Y/N) ↳ Tool Function ↳ Pricing ↳ URL 👉 Want access to the notion page? 1. Comment "TA tools" 2. I'll share link

How Aaron, co-founder of fast growing B2B accounting SaaS, under pressure to scale fast with no internal talent team, scaled their engineering team by 30% in 3 months (without overspending on traditional agencies): When Aaron reached out, they’d just secured funding. Great news, but they had to ramp up quick: - Increase engineering team talent - Increase product team talent They needed 9 high-quality hires, fast. But they had 3 big problems: 1. No internal talent team 2. Pressure to scale fast 3. High stakes for quality Recruiting was wrongly falling on leadership. Growth targets were big. Past experiences with bad hires was scary. It was crucial we nailed this for Aaron. But I knew Move could fix their hiring problem. We needed to do 3 things quickly: 1. Install a dedicated talent lead, sourcer and co-ordinator 2. Integrate with their hiring managers (extension to Aaron’s team) 3. Align with the brand to attract talent excited about the vision The difference to traditional agencies: not just a recruiter. We gave Aaron a support system with recruiters working constantly. But that’s not it. In just 3 months: - 9 high-quality hires, scaling Aaron’s team by 30% - 2 weeks average time to hire, hitting growth targets - £81,340 cost saving vs traditional agency fees Here’s the best bit though... Leadership was buzzing with the quality of hires, saying: “The quality bar has really been raised.” And Aaron was buzzing too: “The results have been fantastic. We scaled our team by 30-35% with high-quality hires, all without overwhelming our time or resources.” Securing funding should be exciting for a business. Don’t let the worry of hiring take that excitement away. P.S. if you’re a fast-scaling startup struggling with: - No internal talent team to manage recruitment - Pressure to hire quickly without compromising on quality - Concerns about the costs of traditional recruitment agencies - The challenge of attracting top-tier candidates to your mission - A lack of seamless collaboration with past recruitment partners And you want to scale your team efficiently, raise the quality bar and save on recruitment costs? DM me “Scale” and I’ll show you how.

How FundApps, a fintech with skyrocketing hiring demands, slashed costs by 72% and filled 10 roles in record time (without paying traditional agency fees): FundApps are: - London-based fintech - Compliance monitoring & reporting platform - Financial services industry - With 130 employees In 2022, they had a period of high growth. So 2023 was all about: - Slowing down - Enabling teams to settle into new norms - Build up to level of performance needed But in 2024, it was time to scale and acquire new talent. The challenge? Their Head of People wanted to hire at speed without: - Sacrificing talent quality - Sacrificing cultural fit - Overspending on inflexible agency retainers So they reached out to us. And we came in with a flexible subscription that: 1. Let FundApps manage inbound applications and candidate comms 2. Gave them the option to switch on headhunting only when required 3. Made switching to an embedded model easy when hiring increased We started small, THEN upgraded as their hiring volume became too large. Yes - a higher monthly retainer, but: - No add-ons - Lower avg cost/hire They weren’t hiring a lot at the time, so an embedded model from the start would’ve been costly and unnecessary for FundApps. The subscription meant they got the right service at a fraction of the cost of the traditional agency model. And after 7 months, they saw great results. - Time-to-offer slashed from 30 to 21 days in Q1 2024 ↳ Great for candidate experience - Total cost savings of 66% and 72% compared to traditional agencies ↳ Saved £20,004 with subscription model (66% saving) ↳ Saved £54,040 with embedded model (72% saving) - 12 high-quality hires ↳ Each carefully selected for skill and cultural fit I asked FundApp’s HoP how we compared to traditional agencies. Here’s what they said: “Cost and care. The subscription model is more cost-efficient than a traditional agency, particularly when we manage to build a solid pipeline from inbound applications.” The big lesson: If you’re hiring, don’t settle for traditional agency fees. Hiring should be fast, flexible and cost-efficient without sacrificing quality and culture fit. This is what Move is all about. P.S...if you’re a growing company that’s struggling with: - Paying steep fees to agencies for underwhelming flexibility - Retainers that feel like a sunk cost during slow hiring periods - Slow sourcing that holds back your team’s productivity - Difficulty finding culturally aligned candidates for key roles - The pressure to meet ambitious hiring plans without breaking the bank - Worrying that agency fees won’t match the value they promise And you’re ready to save money, gain flexibility, and hire top-quality talent in Q4? DM me “Hire” and I’ll get you the details.

Startup CTOs we interview hundreds of software engineers a month, here's the top 5 questions we get asked we all know that compensation, benefits and remote working opportunities are king But what else do engineers want to know from you when they get into the process. Here they are: - What is the technical vision/Roadmap? - How can they evidence a clear PMF? - What's the engineering culture/values? - What are the growth and learning ops? - Can we give examples here you have displayed transparency in leadership and decision-making? Did I miss any? let me know 👇 ✌️

The 7 Sins of Talent Acquisition: 1. Having a vague job ads 2. Bombarding candidates with repetitive emails, phone calls, and LinkedIn messages 3. Requesting the same information from candidates multiple times across different teams 4. Ghosting candidates after interviews 5. Long idle times in the hiring process without updates 6. Sending generic post-interview feedback 7. Having hiring managers who go rogue in interviews You can recover from a few of these, but each time you commit a sin, it lingers in the minds of candidates. They remember it. What else do you think should be added to this list?

If I was a startup founder, here's how I'd avoid fighting for talent with big tech.... I've been in talent acquisition for nearly 18 years let me save you some bruises and avoid the fight completely Craft a super unique Employer Value Proposition (EVP) You won't outspend big tech but you're more agile than them. So tell folks. Your EVP is a statement that highlights why folks experiences with you will be different, more fun and better for them — Think where can we compete/where are we more agile. Build around that. here's a few ideas ... - Your mission - Growth and/or leadership opps - Equity - Flexibility/Balance - Experience/Culture - Learning Once you've done this invest in letting folks know through your employer brand. Pro tip .... start with your current team, why did they join? what do they get from being here? why do they stay? Don't over think, get to market and test. Good luck.

People leaders in tech what's the hidden costs of slow hiring 🤔 Just closed a big deal or secured VC funding? Great! Now you've got to scale your team and getting it right, and quickly, is critical. For HR leaders, the pressure to deliver new hires is mounting. Juggling operations and recruitment, while not losing momentum, is tough. C-Suite execs are focused on growth targets, but slow hiring can quietly derail your plans. Here's how: 🛑 Missed Opportunities: Delays in team building mean missed product launches, stalled innovation, and competitors moving ahead. 🛑 Burned-Out Teams: Unfilled roles burden existing staff, causing frustration, burnout, and eventual turnover. 🛑 Decline in Quality: Rushing hires or settling for subpar talent costs more in the long run. At Move, we face these challenges with nearly every client. Fast growth outpaces your ability to hire, leading to delayed projects and low morale. The solution? Hire smarter, not just faster. 🤘 Pro Tip: Streamline hiring early. Build talent pipelines, invest in recruitment partnerships, and avoid rushing. How do you balance rapid scaling with quality hiring? What do you think let me know 👇

56 GTM roles filled. Average time-to-hire 4.3 weeks. Savings: 68% This technology company's recruitment team was at capacity, with a large number of commercial hires coming in.... So they took the step of implementing a plug-and-play embedded talent solution. The result? → A highly cost-effective hiring model that ran at 68% less than traditional agencies. → World-class hiring manager and candidate experience → A strategy agile enough to suit SoSafe's ever-evolving needs. The real story goes like this: ↳ Prior to partnering with us, SoSafe faced significant capacity challenges ↳ Juggling a myriad of roles with their awesome in-house team at capacity. ↳ They sought a recruitment solution that was aligned with their operational nuances. And that's where we came in. Upon finalising the partnership: ↳ We deployed a squad consisting of Talent Partners, Sourcers, and Coordinator ↳ Dived deep into understanding SoSafe's specific hiring needs and challenges. ↳ A custom-tailored service was developed to blend with SoSafe's internal team. ↳ Utilised talent intelligence software and a robust sourcing strategy. The ROI? - SoSafe filled 56 positions in GTM roles - average time-to-hire (TTH) of just 4.3 weeks - Savings: 68% Full case study link in comments below 👇🏼

Ever feel like your recruiting mails are getting ghosted more than your Tinder matches? 👻 Check out our tips to stand out through the link in the comments! 🔗 #TalentAcquisition #Recruitment #RecruitmentTips #RecruitmentMails #Sourcing