Nordic SaaS company with ~ 200 employees in Finland
When contacting us, our client was struggling in the intensifying talent market. Though remaining profitable financially, recruitment challenges and high employee turnover were starting to affect the teams’ workload and wellbeing as well as reaching the product roadmap targets. The company was not able hire new talent, neither keep the talent they already had.
More recently, recruiting had stagnated severely, and new employees were increasingly difficult to find: the teams were shrinking in size as senior talent resignations increased. The global pandemic intensified these challenges.
The client tasked us to conduct a deep Talent Audit in the company to understand what was going on under the surface.
We analyzed the underlying root causes for talent challenges, separating actual issues from what only seemed to be symptoms. The analysis brought completely new issues to daylight: the noticeable challenges (for example, recruitment performance issues, brain drain, increased external talent costs) where only the visible parts of current struggles.
Our client described the findings as “outstanding”, and “unexpectedly wide, and insightful”.
We provided plans on how each bottleneck could be repaired, at what cost and business impact.
Development work was divided into five streams. The client's own team took the lead on three streams with active advisory from us, while two development streams remained fully operated by us. The development initiatives were divided into ‘quick win items’ and ‘long-term initiatives’, with business impact from the first items realized within the first months.
Our work resulted in a full HR transformation converting a more traditional HR team into a modern People Operations squad.
Mentored by us, the new POPS team took full responsibility for leading talent management on a strategic level, widening their role from the previous focus and taking over new capabilities, structures and processes to reach their hiring targets.
To help the team take a hold of their new role, we guided them in matching their resourcing needs, recruitment plan and budget with the company's future product roadmap. The client also initiated new employer branding activities to be more attractive in the tough talent market.
Together with the client, we modernized the recruitment mindset of the company, and created a new, collaborative recruitment model. The new recruitment processes decreased candidate closing time to a record 7 days.
Finally, renewed talent KPIs and metrics were put in place to enable the People Ops team to make informed decisions, follow their progress and prove their success to the management.