Delve deeper into how we match the right candidates to our clients via our case studies.

 
 

case-study

HPD Lendscape

HPD Lendscape image

 

The client

HPD Lendscape is one of the world’s leading software providers for Asset Based Finance (ABF), providing a specialist platform that delivers ABF solutions to its users through its flagship product, Lendscape. HPD are passionate about diversity in tech and care for their employees personal and career growth.

 

The role(s)

Multiple Java Developers

The requirement

HPD Lendscape’s goal is to enhance choice through dynamic, intelligent risk mitigating working capital that will refine a client’s own offering while enabling them to grow their client’s business.Working with InfoSec People, HPD Lendscape were looking to hire a mixture of Java Developers ranging from mid to senior level, due to the companies consistent month on month growth and global expansion, and backfilling some leavers, all roles were urgent requirements. The primary requirements were specialist qualifications and experience with core Java skills. It was important for HPD that the candidate would be able to hit the ground running within their dynamic team.

The process

HPD Lendscape worked with InfoSec Peoples Software Development Recruitment Partner, Jaide Harris. It was important for HPD Lendscape to maintain the pace and consistency in their hiring plans in a very fast-moving and competitive industry. Jaide worked with HPD to understand their requirements from both a technical standpoint as well as culturally too, so far placing three candidates for the Java Developers role, with an average time to hire of 15 days, in line with HPD’s hiring plans.

 

 

 
 
Bitweave image

case-study

Bitweave

The client

Bitweave specialises in secure software, data science and analysis for the cyber security industry, helping organisations use their own data to optimise their cybersecurity operations and protect themselves from cyber threats.

 

The role(s)

Data Scientists & Developers

The requirement

Bitweave are growing rapidly; after successfully securing another large project, they required increasing numbers of permanent employees.

Alongside finding the right skill-set, a huge requirement for Bitweave was the correct mind-set. The most important thing was that someone had the desire to “muck in”, experimenting and trying innovative new techniques – really pushing the boundaries. Java was important, but it was all about finding the right culture fit and attitude, wanting to be involved in a sociable team. Finally, there was a requirement for DV clearance, which can limit the candidate pool somewhat!

The process

Bitweave worked with one of InfoSec Peoples Senior Recruitment Partners, on an exclusive basis, allowing them to thoroughly map the market and engage with their network, sourcing only the best candidates from both active and passive candidate pools.

Timeframes were pre-agreed for all steps of the process, including a date for shortlist presentation, interview dates organised, and time for feedback on candidates.

Bitweave were serious about finding excellent candidates and needed to do so quickly. InfoSec People advise that a good ‘time to hire’ is less than 30 days; Bitweave took 24 days from scoping the role to offer.

 
 

case-study

Major Government Client

Major Government Client image

 

The client

Major Government Client

 

The role(s)

Analysts

The requirement

In 2017 British Telecom won a long term contract to provide on-site protective monitoring services to a major government client in Aldermaston.

The challenge for the technical account management team, led by Head of Cyber Operations Dave L, was to build and integrate a team of experienced Analysts to fit into the client’s environment. With proprietary tooling and a unique culture, Dave was finding it hard to on-board the client whilst trying to assess potential hires.

The process

We worked with Dave to develop a skills and behavioural assessment that allowed Dave to spend more time with the end client, confident that every candidate we sent him was likely to fit his requirements. Using this model, and weekly steering calls to share data and insights, Dave was able to hire a diverse team of four within six weeks, delighting the customer and ensuring a smooth transition to the new service.

With the new team in place, Dave was then able to move on to a new project. Refining the on-boarding process for clients and new hires enabled Dave to be more effective in his role, leading to his promotion to the Head of Cyber Operations the following year.

 
 
MTT Ltd image

case-study

MTT Ltd

 

The client

MTT Ltd are a motor trade technology company that specialise in developing off-the-shelf software, and create bespoke systems for customers.

The role(s)

Junior Front End Developer

The requirement

MTT Ltd were looking for a Junior Front End Developer as an existing team member was soon to be leaving and they needed someone as soon as possible to takeover. It was important InfoSec People found someone to fit into the culture of such a small team, so angular experience was a must.

The process

MTT Ltd worked with one of Infosec Peoples Senior Recruitment Partners, on an exclusive bases, allowing them to thoroughly map, market and engage with their network, sourcing only the best candidates from both active and passive candidate pools.

InfoSec People engaged with MTT on the 10th December to thoroughly scope the role. Due to the Christmas break approaching, MTT decided they wouldn’t properly be looking until after New Years. On the 8th January InfoSec sent over a candidate CV and an interview took place later that day. On January 13th the second interview went ahead and an offer was given and accepted on two days later, with the candidate starting the following week.