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Open Workspace

Case Studies

Case Study #1

A San Diego based SaaS start-up had a goal to hire 10 Developers, 5 QA Engineers, and 3 UX Designers in the first 120 days. At the time, investor financing was tight and paying an average placement fee of 20% did not make fiscal sense. They required a more economical option to scale their engineering team while maintaining their high standards.

We collaborated with executive management to: 

  • Establish best practices / recruiting guidelines

  • Create jobs descriptions

  • Deploy an Applicant Tracking System

  • Publish jobs 

  • Source passive candidates

  • Network with the San Diego start-up community through meet-ups

  • Create interview guides

  • Source, screen, and interview qualified candidates based on technical requirements and culture fit

  • Develop and deploy an employer branding plan

  • Review and fine-tune processes and system regularly 


We filled all 15 positions within 120 days at a net savings of over 70% off the average comparable contingency placement fee. Furthermore, we created a scalable recruiting framework they could use on an ongoing basis while building a pipeline of qualified candidates for future openings.

Case Study #2


An online social media start-up was entering a hyper-growth stage.  Their projection was to double in size from 100 to 200 employees over the next year (over 50% software engineering).  The hiring process was informal and changed based on the hiring manager’s direction. If the company wanted to meet its goals, they needed to modify their hiring strategy immediately. 


We collaborated with executive management to:

  • Define hiring needs 

  • Create a unified structure within Talent Acquisition 

    • Align departments with dedicated recruiters

    • Hire additional skilled recruiting & sourcing support 

  • Streamline hiring process

    • Uniformed across the organization

    • Create an interview guide based on department

  • Create a team that was responsible for managing 3rd party vendors that sourced consultants and contractors

  • Deploy an Applicant Tracking System

  • Create an employer brand

  • Create interview training for hiring managers


Since the organization had to scale quickly, multiple paths were tackled simultaneously.  The modifications allowed the company to hit its business objectives while achieving it’s hiring goal of doubling the size of the team.  Hiring temporary staff kept the company on track to hit its development goals while giving the company the opportunity to assess the talent and make the determination on whether or not to convert select people to full-time employees.

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