D-Matrix is a technology company that leverages cutting-edge circuit techniques, machine learning tools, software, and algorithms to overcome the challenges of memory-compute integration in the field of artificial intelligence. This company aims to make significant advancements in AI computing efficiency, tackling what is considered the final frontier in this field.
The stumbling block
With a strong focus on growth and innovation, d-Matrix set its sight on an ambitious goal for 2022. With a $44 million series A funding under its belt, the company was eager to expand its team by approximately 20 talented individuals in seven to eight months.
These additions would be essential to the company’s success and play a critical role in shaping the company’s culture for years to come. Therefore, the talent required had to be the cream of the crop, high-quality within niche profiles.
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High expectations from investors and a growing company increased pressure to find the right people
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Allocated budgets, crunched timelines, and a lack of brand awareness created fierce competition for the best talent
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Limited internal recruitment resources, difficulties in attracting passive candidates, and a lack of specialized recruitment skills made the process more difficult
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Creating a compelling employer brand and accessing diverse talent pools was an obstacle
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Recognizing the need for top-notch talent, the d-Matrix management acquired a head of talent, Mike Nord, to lead the charge in recruitment.
Mike Nord’s strategy
1. Hire a retained talent specialist 2.Outsource to recruitment agencies
While he was searching for good recruitment agencies to partner with, he came across Rent-A-Sourcer, a talent sourcing company. As we pitched him about RAS, he could see the value it could bring to the table by building a sustainable talent pipeline, and also giving a boost to the branding in the process. Hence, he decided to partner with RAS as well.
The approach and solution
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RAS implemented a unique four-step approach called Source-Outreach-Qualify-Schedule (S-O-Q-S) to deliver efficient and effective talent sourcing results.
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Thorough market research was conducted by RAS to identify the ideal candidate personas, which included their background, education, experience, skills, personality, and aspirations.
Elite candidates were sourced from high-end organizations such as Nvidia, Microsoft, Google, Qualcomm, Intel, and startups in a similar line of work using the Talent Mapping technique, which helped build a sufficient talent pipeline.
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RAS used a strategic cadence to outreach to potential candidates with personal email addresses, social ids, and phone numbers, resulting in a response rate of 26-31% for various profiles.
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The client was positioned and branded in the job market with an attractive, appealing value proposition while reaching out to potential candidates.
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RAS screened resumes from all channels used by the client, including ATS, job portals, social media communities, and passive candidates’ pool, to ensure that the applicant persona matched the ideal personas.
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Qualified candidate profiles that matched at least 80-90% with ideal personas were submitted by RAS for consideration by the client’s in-house recruitment team.
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RAS set up initial meetings between candidates and the client’s recruitment team throughout the talent sourcing to the scheduling process, providing support to both parties.
The results with RAS
In the last seven months, RAS achieved outstanding results. Here is a numerical representation excluding the value-addition to the process.
Success rate
Testimonials
Words of trust & appreciation from our clients
The sourcing team is very communicative with the candidates and serves as an extension of our recruitment department.
Kathy Wall
Director of Personnel Engagement, CDIT
The amount of outreach Quentin delivered was instrumental in the early foundation hiring for d-Matrix.ai.
Mike Nord
Head of Talent Management, d-Matrix.ai
They manage to find and send us quality resumes of potential candidates, understanding our needs based on the provided job & candidate description.
Yeneri Ramirez
Talent Acquisition Manager, LTV
They have been responsive, adaptable to priority changes, and have a good rapport with the candidates and our in-house recruitment department.
