Case Studies

Because it is pain, but occasionally circumstances

occur in which toil and pain can procure.

Building the recruitment strategy and giving prompt solution to the client


Background

We received a senior position for Java Card from a Singapore based telecom giant. The client gave us two positions to fill, they were, technical architect anda senior developer. However, we found a candidate who was not only a developer but also was an architect himself. He was hands on and was serving his present company for last 10 years. The client was extremely happy to have this candidate on board. The candidate was slated to join on April 4, 2016 by serving one month notice.
We were in regular touch with the gentleman regarding his knowledge transfer status in his current company. His relieving process was on track. He was excited about joining the client on dotted date, which was April 4, 2016. However, on March 31, 2016 the plan got little haywire. The gentleman informed us that, due to a clause in his 10 year old employment contract, which he overlooked, he needed to serve an additional two months’ notice to accept position abroad.
We informed the client immediately. Understandably, the client panicked as it would probably result in a multimillion dollar losses due to non-compliance and other regulatory issues. On April 1, 2016, Friday, the client’s CMD, CTO and program directors had an urgent meeting with our directors. They could not afford to miss the April 4, 2016 deadline and sought our support to salvage the situation over the weekend.
On Friday afternoon, we instantly had an urgentteam meeting with a new recruitment strategy. We started working rigorously through the weekend.

Challenge

We had to quickly find good, eligible candidates on Java card which is a difficult skill to source. On top of this, another challenge was to get candidates who could start in three days flat.


Our Strategy

The position was niche,we couldn’t find many candidates to our satisfaction. So, we started exploring candidates from the following brackets.

  • Candidates who could join immediately or who could work at least 15 hours a week during their notice period starting April 4, Monday.
  • Freelance consultants who would be available from April 4, Monday.
  • An agency or firm to outsource part of project.

We undertook extensive active and passive search along with referencing strategies. We called all the candidates with the required skills from the portals, did passive search, referencing and head hunting.


During the weekend, we worked for 14+ hours including one of our directors, Pallavi. We shortlisted interested candidates and conducted a proper pre-screening process.


Finally

By April 4, Monday, we shared three options to the client. All properly vetted, verified and referenced.


  • Two full time consultants who could start immediately.
  • One company where a portion of project could be outsourced
  • A developer and an architect who were serving notice agreed to put in 12 and 20 hours per week respectively who were duly vetted, verified and referenced.

Contact Us

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enquiry@teqnirvana.com


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India

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Building the recruitment strategy and giving prompt solution to the client

We received a senior position for Java Card from a Singapore based telecom giant. The client gave us two positions to fill, they were, technical architect anda senior developer. However, we found a candidate who was not only a developer but also was an architect himself.

Read More