Since their partnership with Skedulo, Russell noticed how Lab17 were able to make that candidate reach “that we could never do ourselves."
Tracey further added how Lab17 were able to find and hire candidates who understood their culture. 'That's Lab17’s value add,' she said. 'We have consultants that don't make an effort to understand who we are as a team, but Simon was fully embedded and integrated within the company. He would be in the office, and I think that's super important. He understood who and what candidates he should be looking for,' she said.
Part of Lab17's success is being able to 'embed ourselves within the organisation, build those relationships with the hiring managers and live and breathe the environment,' said Simon.
Within nine months, Lab17 was able to place 24 candidates globally, as opposed to the original 12 placements in 6 months.
'Lab17 improved our hiring process,' said Russell. Within two to three weeks, Russell’s original 40 hours per week spent on recruiting was dropped down to 4 hours per week. 'Once they got up and running, I was just attending interviews and giving feedback,' exclaimed Russell.
Overall, Skedulo’s recruitment and hiring process was reduced by 50%. Candidates were placed within two to four weeks, as opposed to four to six weeks. Also noted was the reduced number of interviews. 'We used to do ten interviews before making one offer, that’s now changed because of Lab17,' he explained. 'A lot of external recruiters just throw resumes at you, and that's a big-time cost because you've got to go through the resumes and work out, ‘is this the right person for Skedulo?’ whereas Simon could really vet that for us. I felt we were getting quality candidates that aligned with what we wanted,' said Russell.