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How did d-Matrix set up an A-team for success after Series A funding within eight months


Section Title

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.


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.

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. 


Profiles to be Sourced and Hired in the US

Design Verification Engineer

AI/ML Workloads Engineer

Simulators - Senior/Staff/

Principal SW Engineer

Sr. Principal/Sr. Staff Physical Design Engineer

AI/ML Systems - Senior/Staff/

Principal SW Engineer

Kernels- Senior/

Staff/Principal Software Engineer

Sr. Principal Technical Director – AI SOC Architect

  • High expectations from investors and a growing company increased pressure to find the right people

  • Allocated budgets, crunched timelines, and a lack of brand awareness created fierce competition for the best talent

  • Limited internal recruitment resources, difficulties in attracting passive candidates, and a lack of specialized recruitment skills made the process more difficult

  • Creating a compelling employer brand and accessing diverse talent pools was an obstacle

  • Recognizing the need for top-notch talent, the d-Matrix management acquired a head of talent, Mike Nord, to lead the charge in recruitment.

Challenges of the Client


Mike Nord's strategy
- Hire a retained talent specialist
- Outsource to recruitment agencies 

Raising series A funding is a significant accomplishment for the company, but it also brought new challenges.

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.

RAS Approach

  • RAS implemented a unique four-step approach called Source-Outreach-Qualify-Schedule (S-O-Q-S) to deliver efficient and effective talent sourcing results.

  • 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.

  • 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.

  • The client was positioned and branded in the job market with an attractive, appealing value proposition while reaching out to potential candidates.

  • 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.

  • 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.

  • 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.


Total sourced candidates:



Total Response numbers: 



Total no. of candidates hired: 




Design Verification Engineer


AI/ML Workloads Engineer


Kernels- Senior/Staff/Principal Software Engineer


Sr. Principal/Sr. Staff Physical Design Engineer


AI/ML Systems - Senior/Staff/Principal Software Engineer


Sr. Principal Technical Director – AI SOC Architect


I can share that Quentin and his team have had a significant impact on sourcing the most difficult and challenging engineers to recruit for ML/AI Hardware and Software. The amount of outreach Quentin delivered was instrumental in the early foundation hiring for He was on point and as an extra side benefit, impacted branding outreach that has led thousands of people to view the story.

~ Mike Nord
   Head of Talent, d-Matrix

Words of Appreciation for RAS

About RAS

Rent A Sourcer is a service that provides organizations with access to experienced talent sourcers to help them identify and attract top candidates for open positions. Rent A Sourcer offers a flexible and cost-effective alternative to traditional recruitment agencies, allowing organizations to benefit from the expertise of seasoned talent sourcers without having to bear the cost of an in-house sourcing team. 

Rent A Sourcer can help organizations source passive candidates, provide a deeper understanding of the talent market, and leverage advanced sourcing techniques and technologies to find the best fit for open positions. The service is ideal for organizations of all sizes and industries, particularly those looking to fill a niche or hard-to-find positions. 

By leveraging the expertise of a Rent-A-Sourcer, organizations can streamline their recruitment process and secure a steady pipeline of top talent.

Rent A Sourcer

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