Case Studies: Salsify
Providing a super flexible RPO service for the leading product experience management solution
Salsify’s tech hiring strategy has flexible hiring momentums, so why should their talent acquisition team be static?
Overview
29
Tech hires, and counting.
2
Two contract periods, meaning a returning client with flexible hiring needs
5
Five Tech Profiles: Backend, Frontend, Fullstack Developers, and Business Operations and Product roles
78,4%
Offer-acceptance rate.
Having a partner like Damia that really knows the tech community and offers business flexibility is really the best choice you can have.
Ana Tavares
Global Director of Talent Acquisition
@ Salsify
A returning partner that values the flexibility to keep up with hiring peaks
Salsify is one of those partners that really lives the reality of many product companies: tech hiring is not stable, and therefore, it makes little sense for Talent Acquisition teams to show little flexibility.
This is why they have hired Damia twice, during two different growth periods. Initially, the focus was on reinforcing the Talent Acquisition team in Lisbon, given the high volume of engineering openings, and we ultimately secured 16 direct hires from Damia’s service.
The second contract came just six months after the first, and we were fully equipped with the insights about what makes Salsify “tick”. Since then, we’ve made 13 direct tech hires, and counting at the time of writing this story!
But any outsourcing company could do the same, right? Wrong!
Damia’s RPO: In-house Talent Acquisition goes well beyond lending extra pairs of hands. During the period our team was embedded in Salsify, we had ownership of the full recruitment process, from sourcing to application management and referrals, interviews, stakeholder management, as well as negotiating the offers. There was a full trust in our people, from Damia’s recruiter to the project manager, and we always felt part of Salsify’s team.
Beyond the recruitment process, we were always involved in discussion panels about candidates and internal processes, and we always felt our insights were requested and valued, allowing a full partnership where Damia is actually consulting on best practices and sharing deep knowledge of what usually works in growing engineering teams that seek excellence.
The cherry on the cake? We did all this while maintaining our core focus: providing the best recruitment experience to every candidate, valuing their time and effort, and building a pipeline for our partners’ future growth.
Partnership Achievements
Provided flexibility throughout different phases of the Partner’s growth journey, with dedicated recruiters and hands-on project management.
Facilitated all interactions with multiple stakeholders, making sure the candidate experience was world class: smooth and aligned to our time-to-hire benchmarks.
Brought market knowledge in order to increase competitiveness and achieve what others could not.
Successfully enhanced candidate’s experience, ensuring that every process, regardless of the outcome, had a positive impact on every single person, strengthening the Partner’s employer branding along the way.
Enabled Partner’s informed decision-making with Salary Benchmarks, Talent Mapping, and valuable insights, avoiding costly mistakes.
Provided candidate’s success metrics to ensure that any bottlenecks would be identified and corrected before affecting either the roadmap or the candidate’s experience.
About Salsify
At Salsify, we believe our success is rooted in our people and is driven by our core values: We care deeply; We trust in the power of our team; We are empowered to act; We are problem solvers.
Salsify’s Product Experience Management (PXM) platform enables brands, retailers, and distributors to centrally manage all the data they need to create great product experiences, increase efficiency, grow sales, and lead the digital shelf in a single system, for major brands like Coca-Cola, L’Oréal, Mars, and Bosch.
Permanent Recruitment
Embedded Recruitment
