Sound familiar?
Some teams were flying. Others were stalling — especially for critical frontend roles. Candidates were dropping off (85% drop off at technical). Technical assessments weren’t landing. Hiring managers weren’t always on the same page.
That’s when Russell brought us in. (Huge credit to Russell, he was already clear on what needed fixing and knew how to galvanise his team)
Here’s exactly what we did — and what you can add-on if your hiring process is full of friction:
🔧 STEP 1: Align the panel before you touch the funnel
Most hiring teams jump straight to sourcing. We paused.
“We worked with Move to go deep on our assessments — making sure they were real-world, candidate-friendly, and built to qualify without confusion.”
We scrapped vague take-homes and made the assessments more objective and role-relevant. He brought in the right engineering leaders and gave us space to co-design a sharper process. Within two weeks, signal quality improved and pass rates followed.
I felt I would get a much more tailored approach… not just another client on a big supplier’s books
🎯 STEP 2: Treat interviews as a selling process, not just a screen
Russell got it straight away.
“Hiring is qualification and courting. Great candidates expect to be moved through the process quickly — and to be sold to.”
So we trained panels on storytelling. Tightened feedback loops. Reduced lag time. Every candidate got clarity and speed — two of the rarest things in hiring.
🧠 STEP 3: Build trust fast, then get out of the way
Russell had one non-negotiable: no hand-holding of his RPO partner.
“I was confident enough to step back within two weeks and let the talent partner run with it.”
That only worked because we onboarded fast: embedded ourselves in the team’s rituals, mirrored their communication style, and over-communicated early. By week 2, we were self-sufficient — and hiring managers treated us like internal team members.
💥 The results in 3 months?
✓ Senior Frontend Engineer role: filled
✓ Senior DevOps role: filled
✓ 3 Confidential roles (300K worth of salaries): filled
✓ Culture: intact
✓ Candidate experience: upgraded
✓ Panel: more aligned than ever
“We definitely have a high bar of talent. But what made it work was the shared mindset across the team.”
If you’re trying to scale technical teams without losing candidates (or your sanity), don’t just flood the funnel.
Fix your process.
Start with alignment. Prioritise candidate experience. Teach your team to sell.
And if you want help with that? You know where to find us.
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