The Solution

Collaborating closely with the management team since 2019, Funded.club has supported multiple iterations of the company's growth and waves of hiring. With our global team of recruiters, we were able to match each requirement with a local recruiter with the same industry knowledge.

• Kick-off calls for each candidate search with the key decision makers at Supernova - CEO, COO, CTO, and CPO. Such detailed conversations and preparation were critical to deciding the tactics for each hire including sourcing channels, locations, screening process, salaries etc.

• Advance payment: We sent an invoice for a small advance against the fixed project fee before starting each search. This payment validated our Exclusivity for each search and ensured the customer had some "skin in the game".

• Headhunting and job promotion: With a dedicated recruiter for each specific search, we got to work on headhunting specific candidates through outbound messaging and calls. We used a mix of different channels for our candidate research (not just Linkedin!) and some magic tools to get a candidate's attention.

• Candidate screening: After pitching a candidate on an opportunity, our recruiters moved through their screening process with qualifying questions and used scorecards to decide on a shortlist of candidates for each role. 

• First candidates in 7 days: We presented a number of qualified candidates for quick feedback and iteration on the search.

• Shortlist of candidates in 14 days: 3-5 candidates per search were shortlisted with all our screening notes and recommendations.  

• Interview scheduling: We scheduled and coordinated all interviews to ensure a smooth process.

• Weekly calls and reports: 20-min calls were booked each week to ensure we stay in sync with hiring managers and keep the process moving forward. Every search also generated a weekly report by email on a Friday to ensure all stakeholders were kept in the loop.

• Final selection, offer and negotiations: We helped Supernova negotiate fair offers and conditions for a wide range of candidates in different countries.

All hiring managers were able to track the progress of their search in our free Applicant Tracking System (ATS) at any time, being able to see all notes and recommendations on all candidates - not just those on the shortlist. Such transparency helped in rapid decision and prevented FOMO in the recruiting process :)

Each project was "owned" by an experienced recruiter with the same local and industry knowledge. This dedicated recruiter interviewed all candidates and also kept the hiring manager updated. Such close project management by a single person allowed us to calibrate the search between the hiring manager's expectations and the candidate market. Each project was also overseen by our VP of Recruiting to keep project timelines on track and to act as a backup for the dedicated recruiter.