Not the 'Tinder of Recruitment'
Not the 'Tinder of Recruitment'
Spoiler alert!
We could probably secure vast swathes of funding if we marketed ourselves as the ‘Tinder of Recruitment’… but we won’t, and we aren’t, and we don’t aspire to be. Sorry.
In 2023, we partnered with more than 60 Swiss companies to find them their perfect freelance team. We did this in an average time-to-hire of just 12 days.
Here’s how we did it.
The initial consultation
When a potential client first makes contact with Houston & Ko, they connect with either Paula Kokare or myself, Claire Houston. Our first step is to prepare for our initial meeting by researching the client’s business on LinkedIn, company pages and reviewing any preliminary information provided. As your Granny says, ‘Fail to prepare – prepare to fail’.
During the initial consultation, we discuss with the client the broader business need behind the role, the hard and soft skill requirements, and elements like budget, desired timezone and location. We have found that the secret to a successful collaboration is investing time in this step so that expectations are aligned from the outset.
Sourcing candidates
Once we have the key criteria and details of the role, we bring our sourcing team on board. They often have great insights to add based on locations, channels, and existing team members who have successfully delivered in similar roles in the past.
Together with the sourcing team, we draft the most compelling (yet still accurate) role description, which will appeal to the best talent in the market and help qualify the candidates entering the pool.
Screening candidates
We screen from a wide array of channels, networks, and niche groups to identify the best candidates and initiate discussions with them about the role.
For each role, we typically screen around 20 candidates for the essentials of the position, including legal registration, availability, portfolio, etc.
The candidates that make it through the first screening attend an initial interview to clarify their experience, assess soft skills, and provide us with any missing information from their portfolio or CV.
A second screening interview follows. By this point, we’ve usually shortlisted three to four extremely well-qualified candidates. We use the second interview to get to know them better and discuss specific details about the role.
Presenting candidates and client interviews
After approximately seven days, we present our client with two to three shortlisted candidate profiles. While all are qualified for the role, we include a mix of seniority, budget, and location to allow the client to choose what matters most to them. Once a client has decided who they’d like to interview, our team handles the interview coordination and set-up. This keeps things straightforward and time-efficient for our clients.
The candidates receive a full brief ahead of meeting the client. This allows both sides to have a solid background on which to base the discussion. It also helps dispel any pre-interview nerves.
On the day of the interview, we join the client and the freelancer on the call to help structure the discussion, answer questions, and ensure both sides get the information they need to make an informed decision.
After the interview(s), we debrief the client and freelancer(s) to get their impressions of the call and determine and define the next steps.
By this stage, most clients are ready to proceed. If they aren’t, we organise a trial task. This often involves the freelancer writing a short article, social media post, or any other task that gives an accurate impression of what working together could look like.
Once a decision is made
If all goes well, we prepare the requisite contracts and legal documentation for signature by both parties. This is completed before work begins. As an established Swiss organization, we ensure our clients receive a robust and local legal setup.
But it doesn't end there
We also offer our clients ongoing support by way of:
- Team Management: We don’t just support the onboarding of the freelancer, we also perform monthly check-ins to ensure our freelancers have the set-up and conditions they need to perform to the best of their ability. This helps us identify and raise any concerns as soon as possible.
- Client Partnering: Unsurprisingly, we do something similar with our clients. While we aren’t involved in the day-to-day work, we regularly keep in touch to ensure an optimal set-up, forecast any changes in workload, or discuss changing hiring needs.
Conclusion
If we had a penny for every time we heard this wasn’t a scalable model – we wouldn’t even need a model at all. We’d already be sunning ourselves on a ski slope somewhere.
But we are proud to say that’s not our business. We really care and take pride in our work and value our partnerships with our clients and our freelance team.
Now, after reading this, can you honestly tell us there is a better partner for your freelance needs in 2024?
Are you looking for freelance talent? If so, reach out to us for a no-obligation consultation.
What we wanted to tell you is that the grass is not greener on the other side, it’s just different grass and your own experience will depend on what you value in life. For us?
We wouldn’t have it any other way.