Outfit: A Hiring Success Story
“Attract.ai has transformed the way we hire. They’ve had an amazing impact” — Alicia
Attract.ai was tasked with assisting Outfit in expanding the tech, product and sales teams across Australia, the UK and US after closing a Series A funding round, valued at $19.5m. With these lofty goals in mind, the attract team determined that an annual subscription was the most appropriate package to help Outfit achieve their goals.
The results are compelling. In 5 months they hired 7 people across different streams in the business – and they haven’t finished yet!
Key Points
When starting your attract.ai journey, keep these three learnings in mind.
- Message as many people as possible, including those that don’t seem to fit at first glance.
- Keep the platform up to date.
- Star candidates take patience — lean on attract’s experience to help you get them over the line.
1. Message & connect generously
How can you achieve similar results? Alicia Blazey, Head of Operations at Outfit, shares tips and tricks:
If you’re just starting out, I’d definitely recommend consistently engaging with candidates. Maintaining a consistent routine around messaging helped place our talent pipeline in a healthy state.
The key learning for Outfit was to message as many candidates as possible. You never know what they have left off of their profile. Those hidden skills could be an amazing addition to your business. Maybe they are a diamond in the rough? Only one way to find out!
2. Stay up to date
Thomas “TD” Deneux, the Engineering Manager at Outfit, also shares tips for users starting their journey with attract.ai.
Originally, TD’s biggest frustration was having a lack of time to attract and engage high caliber Senior Software Developers, since the best candidates are usually well looked after by their current company and thus can be hard to find and engage.
The attract.ai approach and software helped him overcome this:- keeping the pipeline up to date enabled him to nurture and manage all candidates in the processes, ensuring that none fell through the cracks. This gave him an advantage over others competing for talent, and allowed him to strategically pipeline talent.
I found the pipeline view to be the most valuable feature on the attract platform. It’s intuitive and easy to use. It’s great to see where candidates are positioned throughout the hiring process. I like the documentation aspect of it too.
The key takeaway for me was seeing how quickly the pipeline matures with talented candidates when you update it. This has been very valuable for us in searching for software developers. It’s great for building out a portfolio of talent for when I am ready to hire or they are ready to join us.
3. Patience is a virtue
As Hiring Managers and Talent Acquisition Specialists — you’re busy people.
I would also say be patient and utilise the Customer Success team. If we had questions around the market rate or if we were at tension points with candidates, we could just pick up the phone and get advice from the team. They were always there to make us feel supported. I’d highly recommend using those check-ins to your advantage.
We know the most talented candidates are tightly held. Nurturing your professional relationships will place you in a position to hire when your star candidate is ready to move.
We are excited to have you on our team!