Case Study: Spanning Cloud Apps
Spanning Cloud Apps increases headcount by nearly 50% in 6 months with Intag Consulting’s Fractional Recruiting Model
The Challenge and Opportunity.
Addressing Recruiting Pain Points.
“We were excited about our forecasted growth and knew we had an increase in open positions on the horizon,” said Mike Pav, Senior Vice President of Operations. “We needed to build out scalable and sustainable recruiting practices in the short-term so we could be self-sufficient in the long term. Intag Consulting offered a vision and commitment in line with that goal.”
5 Reasons to Choose a Fractional Recruiting Model.
Experts at your service
Intag brought years of expertise to the table and knew exactly what Spanning needed. Rather than relying on multiple contingency firms, Spanning was able to centralize all of their recruiting efforts, save money and avoid an internally disruptive process.
In a period of approximately six months, employee count went from 50 to 72 with the help of Intag’s services. Not only did Spanning save money by using one firm to manage this quick turnaround, they were also able to reduce future turnover by identifying better quality candidates who were well-matched with company culture.
Scalability on Demand
Spanning knew that their need was temporary – they wanted to ramp up quickly and establish long-term processes that they ultimately manage on their own. Now that the immediate need has been met, they will be hiring a full-time recruiter and will work with Intag to get them onboarded and operating efficiently.
Increase Quality of Candidates
By implementing an Applicant Tracking System (“ATS”), Intag brought increased visibility into the applicant pipeline. Spanning can now see where applicants are coming from, track best sources for job posts and determine how well each job description is performing. This data better informs recruiting decisions, leading to better qualified candidates.
Consistent Recruit-to-Hire Process
After discovering both process and expectation inconsistencies – asking for certain qualifications, but interviewing for something completely different – amongst management in one department, the Intag team was able to sit with the team and come to a resolution. The expertise that Intag brought to the table allowed them to look at things from a high-level perspective, identify a problem that nobody knew existed and ensure that candidates were having a consistent experience.
Results Make Growth Possible.
Senior Vice President of Operations