Sonos was entering into the end of their Q4 with very aggressive growth plans for Sales to hit in the new year. This required 8 new Account Executives and a new Regional Sales VP be hired with a goal of getting everyone hired and on board in January so that they could all be part of Sales Summit and benefit from the training and a full year to generate revenue and contribute toward the Sales goals set.

The GVP of TA had worked with CareerAve in the past on multiple projects and believed we could deliver on this very aggressive and strategic project due to our expertise in Sales recruiting and past performance.

CareerAve quickly assembled a team to coordinate, source and manage the client both in the US and CAN to accelerate the interview process. Target skills and competitors were identified. All confirmed candidates were first screened by our sourcer and then existing AE to ensure they met culture and skill requirements. The RVP was then able to do a short phone interview and then coordinate a face to face in the given region the AE was being hired.

For a flat monthly fee all AE’s and RVP were hired and started on time to attend Sales Summit and contract was extended for another 9 months. Cost savings of over $100,000 in agency fees for first 4 months.

Workday was entering into their most challenging quarter on record for Professional Services. The hiring targets were very aggressive and the level of support did not exist in house to meet demand. TA had 2 weeks to deliver a solution to ensure the hiring targets would be met and needed a virtual sourcing engine that could partner with the internal client facing recruiters.

The Director of TA had worked with CareerAve in the past and believed we could deliver on this very aggressive and strategic project due to our expertise and ability to assemble a team quickly and work with her on a flat fee basis for the first 6 months which ensured Workday would have the support needed without going over budget.

CareerAve quickly assembled a team of 6 which grew over time to 9. Each sourcer was teamed with and internal recruiter and worked primarily inside Workdays ATS and LinkedIn covering candidates that the internal team either missed or had not had time to reach out and screen.

Workday TA met their hiring targets for the quarter resulting in our services being extended for 3 more quarters adding Sales sourcing and later including Contract Sales Recruiting and several Retained Searches.

Esurance was in need of a supplier to payroll contract employees that their own recruiters sourced but still needed a trusted partner to employ as W2 employees to ensure federal compliance as these contractors were not qualified to work as 1099/Independent Consultants.

CareerAve had been supplying Esurance with contract labor for over a year and had established a trusted relationship. Esurance was very concerned that even contract employees feel appreciated and part of the goals being met so it was important to them that the supplier also represent their core values and treated it’s employees in such a way as to foster commitment and loyalty.

CareerAve responded within 24 hours by setting up preferred payroll rates for the various different levels of professionals that needed an employer of record. Pay rates ranged from $15 to over $250 hr. A time keeping portal was established for the employees and managers to enter and approve time and additional staff was added to provide the required day one orientation, weekly and monthly employee support as well as periodic gestures of thanks were given out to employees in the form of letters and gift cards as a way of staying connected and showing our appreciation.

CareerAve has been providing payroll service to Esurance for all payroll employees for over 3 years now. We have not had one failed placement and have had 100% retention.

McAfee was being spun off in two weeks from parent company Intel and did not have the required Recruiting or HR support required to support demand. They were also lacking a clear understanding of how to operate and engage a supplier given their new status but could not afford to wait. The head of Global TA needed support for 6 months which would give him time to hire direct fulltime staff.

The Dir of TA had worked with CareerAve in the past on multiple efforts and needed a firm that could deliver on recruiting and HR support but also consult with them on how to get things done within a startup environment where things were in chaos and would need our expertise. We had a strong operational background and could help deliver on both the recruiting and the HRIS side of things.

CareerAve assembled a team of TA and HR professionals which grew over time to 11. Positions included Coordinators, Sourcers, Recruiters, Comp and Benefits Specialists, Workday Analysts, Executive assistants. Because of the variety of needs we set this project on both an hourly basis for some efforts as well as flat fee with milestones and deliverables for other areas.

The 6-month assignment has extended to over 1 year, with additional requests for more sourcing help being requested and with some of our resources being converted to direct full time roles.

BrightView needed to relocate and consolidate its corporate finance department from CA to its new facility in Bluebell, PA. This effort was going to require 52 new finance and accounting professionals at all levels to staff this new shared services finance department. The move to the new facility was in full swing, the target of having all hires on the ground working was August, which gave us six months.

Proven Success, BrightView was an established client; we had supported them on various different key searches in the past. Given our track record of success, culture understanding, subject matter expertise in finance, and the ability to offer tailored solutions, CareerAve was a clear choice.

CareerAve assembled the right team of local recruiters who had a clear understanding of BrightViews needs, culture, and geographic recruiting challenges. The 52 positions were divided up into 3 phases of priority hires, and our lead recruiter managed these priorities and all client-facing activity.
The project was set up with milestones and deliverables with flat fees based on the different levels of hires needed.

Over the course of the project, every deliverable was met on time and in the order of priorities. Additionally, the team was given searches to do outside the scope of the project, and those roles were also filled. Due to the clear understanding of the client’s culture and needs, our submittal to interview ratio was nearly 100%, our interview to hire ratio was over 80%, and our hire to retention percentage throughout the project was 100%. BrightView is still a client today, and we are still doing strategic searches for them as they grow.