Apparently, y'all really loved our previous collection of case studies. So, we wanted to bring you more good news, especially during what the NYT is calling a hiring surge (though, we'd suggest a more moderate take tbh). There are so many stories like the below two and we want to remind you that, while the job market can feel pretty bleak for both job seekers and hiring managers, there’s always a light at the end of the tunnel…
Case Study 1:
The Client: A large beauty company was looking to hire a full-time Director of Channel Marketing within three months. After long stretches of interviewing candidates on their own and having no luck, they decided to partner with Artisan to find someone with this specific background and experience.
The Candidate: The team needed an expert with industry know-how; someone who had been in the beauty and skincare business for a long time. This person would have to have go-to-market strategy experience, strong leadership qualities, know how to grow the business in big-box retail stores, and must be okay with a hybrid work schedule.
The Result: This search ended up being a tough one. It took Artisan three months to find the right hire. Midway through the search, the job requirements changed slightly, which delayed the process and required us to pivot and start fresh. Despite the initial challenges, we remained dedicated to finding the right candidate. The beauty company hosted five rounds of interviews before an offer was made, making it a highly rigorous vetting process. We submitted 14 candidates that matched the company's basic requirements and one candidate truly stood out in the mix. Not only did she have DTC (direct-to-consumer) experience with major retailers, but ultimately, it was her personality and cultural fit that sealed the deal. It also didn’t hurt that someone internally knew of her through a mutual connection and had heard great things about her. Her ability to network for herself in this way was the cherry on top. The client hired her as a result of these three qualities: experience, personality, and an appropriate culture fit.
Case Study 2:
The Client: A creative agency was on the hunt for a freelance Senior Product Owner— a talented Product Pro familiar with the healthcare industry. Oh, and, they needed this person to start within a month, as their own client wanted to get the ball rolling on a new project.
The Candidate: The agency needed someone who was Agile (Scrum)-certified with agency experience. This person would also have to have a portfolio that showcased work in the healthcare industry, with strong mobile app experience, and interpersonal skills that would allow them to wow clients with their personality and presentations.
The Result: It didn’t go how you’d think—at first. Initially, they passed on this ideal candidate, thinking her experience wasn’t strong enough. However, our Director of Talent Strategy saw the potential and insisted the agency meet with her virtually to discuss her background, as it was clear to us that she really knew her stuff! The candidate’s enthusiastic personality and passion for this field were immediately clear once the company met her. They decided to reconsider her. After just two interviews they brought her onto the job. Her performance turned out to be outstanding and she’s now been with them for six months. They’re even considering converting her to full-time!
TLDR; The hiring process is never predictable. Sometimes the right candidate doesn’t come along for several weeks. Other times the company wants to give up, but it’s the recruiter that encourages patience and reconsideration. That’s why timing is everything when it comes to the hiring process. It’s also why everyone should nurture strong relationships with recruiters> as a part of their networking! We have to help each other out to make the best placements happen—it’s the only way that strong professional matches (and great hiring stories) are truly made.
Considering working with us to find talent or apply for a job? We’re here to help!
