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The problem:

You have a full time job running a business or a department, or maybe even managing your own team of recruiters. The market for talent in the Pacific Northwest is tight, and if you are recruiting for a technology job, it’s even tighter.

How can you keep up with the constant demand to identify, recruit and onboard talent, while still doing everything else?

The Solution

Get dedicated recruitment support. We work as an arm of your team to meet your hiring goals for 2016. How?  By assigning a senior recruiter to be on site for a fixed number of hours per week working with and supporting your team. This senior recruiter will implement our proven recruitment processes and strategies within your organization to amplify and support the pipeline of highly specialized talent that IV has already developed.

This includes but is not limited to:

  • Identifying and recruiting talent
  • Staffing for teams with ongoing recruitment demands
  • Interviewing and on boarding processes
  • Background checks, employment applications, and reference checks
  • Preparation of offer letters, employment contracts, NDAs and payroll and benefit processing through strategic partners
  • Employment branding, LinkedIn presence and other targeted sourcing techniques

Five Recruiters for the Price of One

In addition to a dedicated senior recruiter on-site, our team of expert recruiters at the home office will also support the senior recruiter in sourcing for your open positions. Think of it like getting five recruiters for the price of one.

The Solution ++

Hiring good people is just the start. Next you need programs and processes to ensure they are effective on Day 1. Our specialized team expertly handles the following for you:

  • Onboarding processes
  • Internship programs
  • Employee review processes
  • Employee events
  • Employee handbooks
  • Applicant tracking systems (ATS)

Call us today for professional, expert recruiting solutions that will meet your staffing and hiring goals.

The Challenge

Intentional Software needed a team of elite developers who could create the revolutionary software the company’s visionary founder had in mind. But the startup’s core team was too busy building the company to effectively recruit candidates, let alone know where to find them.

The Hansell Tierney Solution

Intentional brought consultants from Hansell Tierney in-house to function as their internal recruitment team. This enabled Intentional not just to recruit, but to build a recruiting infrastructure.

Since beginning the onsite engagement in 2011, Hansell Tierney has standardized the recruiting process, put an applicant-tracking system in place, set up a review system, developed the employment branding story and much more.

Benefits

  • Hansell Tierney has taken recruiting off the plates of key staff and freed them to focus on their specialties.
  • Working with Hansell Tierney, Intentional Software has grown from 15 people to 70.
  • Their most recent group of elite developer intern talent has made them the envy of technology firms nationwide.

The Full Story

Genius developers typically aren’t extroverts, which can create a challenge when a company deploys them to campus recruiting fairs.

Picture this: Standing inside the company booth, you have brilliant developer employees, who have no experience reaching out to or recruiting people.

Walking down the aisle on the other side of the booth, you have a steady flow of also- brilliant student developers, who are not crackerjack self-promoters.

How do you introduce the two of them?

Once you introduce them, how do you figure out if the student might be a candidate for the company’s internship program?

Who sets up and runs the internship program?

So many questions.

Recruiting was proving frustrating

Shane Clifford of Intentional Software knew those recruiting challenges well. Clifford is the vice president of product management at Intentional — a company that aims to create a new kind of programming paradigm by encoding human intention in source code.

In 2011, they were struggling to find developers, and they didn’t have a recruiting and hiring process in place. Hansell Tierney suggested placing one of their senior consultants on site at Intentional to work full time as their dedicated recruiter.

“They just took away the hassle.”

That meant teaching employees how to interview, helping the company identify the best people to do the interviewing, standardizing the recruiting process, putting an applicant-tracking system in place, setting up a review system, developing the employment branding story that would make people want to work at Intentional, and providing subject-matter expertise to HR departments.

“Recruiting was becoming too big a part of my daily job,” said Clifford. “Having them sourcing everything, lining up the resumes, and finding candidates was super-convenient. They just took away the hassle.”

Still, there was one key piece the company needed.

When you’re working with a client, Tierney said, “You’re always trying to figure out who is the ideal candidate.”

The client can’t always articulate it. But after frank conversations with Simonyi, Tierney had the insight that the people the company really needed to target were recent college graduates.

So Hansell Tierney started a campus recruiting program from scratch and developed an internship program.

Now when the company goes out to take part in campus recruiting fairs, a member of the Hansell Tierney team is there to create a connection between employee and candidate. This allows for productive dialogue and bolsters the Intentional brand.

Such soft skills typify the human touch Hansell Tierney brings to recruiting — in addition to their process excellence and deep experience.

Do soft skills matter?

As Clifford said, “We are on more big company radars for our ability to recruit people than we are for our technology.”

What’s it meant to Intentional?

Since partnering with Hansell Tierney, Intentional Software has grown from 15 people to 70. And their most recent crop of 29 interns were the best technology students from MIT and Stanford, people “Google would have killed to have,” says Clifford.

Hansell Tierney has been indispensable to the creating of a world-class software company.

Or, as Clifford puts it, “They saved our bacon.”

 

The Challenge

Watchguard Technologies needed a constant pipeline of qualified support staff to fulfill its commitment to exceptional, personal customer service for customers. But with the in-house team already overloaded, they lacked the internal resources to meet the demand.

The Hansell Tierney Solution

Hansell Tierney provided Watchguard Technologies with a unique solution. Instead of a sending down an avalanche of candidates, they placed a recruiter on-site at Watchguard several days a week.

The results were dramatic. Watchguard gained all the efficiency and customized service of having someone in-house, but with the full power of HT’s team back at the main office to deliver a consistent supply of qualified candidates.

Benefits

  • Gives the customer support team its own dedicated recruiter.
  • Reduces stress and workload on the in-house team.
  • Allows the HR/recruiting group to focus on hiring for the rest of the company.

The Full Story

Shane Watkins oversees compensation, benefits, and recruiting for Watchguard Technologies.

But the recruiting piece was causing him problems.

Watchguard’s phone support center employs roughly 80 people, and keeping it fully staffed was a headache — one that was keeping Watchguard’s in-house recruiter scrambling to hire for the rest of the company.

She needed help.

Watkins already knew the power of Hansell Tierney’s personalized approach because he had worked with them at three previous companies. So when he needed more help, it was an easy call.

“If people seem honest and decent,” Watkins says, “I give them a chance. They did very, very well. So more chances followed.”

Watkins explained his problem: Staffing the support team was taking up more time and resources than he had in house. Hansell Tierney stepped in and got the recruits.

Trying a deeper engagement

Having experienced success with Hansell Tierney before, Watkins was willing to try an even deeper engagement.

He invited Randi from Hansell Tierney to step in and take over recruiting and staffing for Watchguard’s call center. Although a part of the Hansell Tierney team, Randi works as a Watchguard-branded employee.

“She’s embedded within the hiring team,” says Watkins. “If I hadn’t told them she wasn’t part of Watchguard, they wouldn’t know.”

But Watkins didn’t get just what he expected from Hansell Tierney.

He got more.

An extension of the team

With the support and backing of the entire Hansell Tierney team to help with sourcing and hiring, Randi is able to deliver far more than any one recruiter could alone. “I’m paying for one person,” says Watkins, “but I’m getting four or five.”

As a result, he has more bandwidth for other work, and there’s more space for his internal recruiter. Having Hansell Tierney “de-stresses us and makes us look better,” he says. “I feel like they’re an extension of my team. We share in each other’s success.”

“They’re real, they’re down-to-earth, and they’re not corporate,” he says.

Being un-corporate may be the biggest benefit of all.

“Dealing with the big agencies can be like working with a used car salesman,” says Watkins. “They all want to tell you about how awesome they are. Hansell Tierney understands that you have to create a relationship first.”

And after that?

“They will make you look good.”


Contact Us

Hansell Tierney
2955 80th Ave SE
Suite 103
Mercer Island WA 98040
Office: 206-232-3080
Email: info@hanselltierney.com