Verticalmove Customer Story - Combined

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info@verticalmove.com www.verticalmove.com
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NETWORK PROCESS RESULTS
EMPLOYER
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The Full Customer Story
Our client, a 20-year-old leading
financial technology company
valued at $3.6 billion dollars,
processing more than $1.0 billion-
dollars daily in complex financial
transactions within the $2.0 trillion-
dollar mortgage industry.
In June of 2015, we were retained by
a long-time executive relationship.
The need was to build a next-
generation engineering team under
his leadership that would be focused
upon modernizing an aging suite of
software products built upon a
legacy Microsoft architecture.
The Challenge & Objective
The challenge -- while the company
had a plan to migrate exclusively to
open-source and cloud, the existing
engineering team lacked the
immediate knowledge and
experience necessary to transition in
a timely manner.
The company had always positioned
itself as a finance company, rather
than a cutting-edge technology
company. Combined with their
unique location and limited employer
brand in the open-source
community, their leadership found
difficulty in launching an initial hiring
initiative. They were looking to build
hiring momentum, yield referrals and
increased awareness over time.
The next-generation engineering
team, included executive searches
for CIO, SVP of Engineering, VP of
Platform Engineering, VP of Cloud
Engineering, VP of Application
Engineering and Chief Architect.
In addition, our firm was asked to
recruit various engineering managers
and subsequently build engineering
teams that had the required open-
source and cloud experience.
The Game Changing Results
A successful migration to Amazon
AWS public cloud and open-source
technology. A monumental task for a
20-year-old financial company built
upon legacy Microsoft technology.
This has led to new customers,
increased revenue and a stock price
that has nearly doubled during our
engagement.
An employee referral program that
now yields 60% of all new hiring
across engineering.
Significantly reduced cost per each
hire, as much as 50% for all executive
and technical hires when compared
to competitors formerly engaged by
our client.
The most frequently filled job titles
included Vice President of
Engineering, Director of Engineering,
Engineering Manager, Staff Software
Engineer, Senior Software Engineer,
and Senior DevOps Engineer.

WA +1 (425) 956-3998 SF +1 (415) 702-4555
Dedicated recruitment team, immediately leveraging our executive search team, and later scaling an
additional technical recruitment team comprised of veteran recruiters and sourcing experts that focused
upon all management and engineering individual contributor headcount as the hiring plans of each new
executive was approved.
Successfully built a next-generation executive, management and engineering team poised to move our
client into the modern cloud era.
Developed a comprehensive understanding of how other competitors structured their organizations (team
size, matrix, compensation and benefits). We also provided insights on how these competitors attract,
interview, evaluate and successfully hired likeminded talent.
Improved process that built upon existing systems and protocols throughout the client’s human resources,
recruiter and hiring management ecosystem.
KPIs (key performance indicators) and a feedback loop around all recruitment activities. We measured
conversion throughout the entire recruitment funnel, including submittal, interview, offer, accept/decline
and time to fill.
Verticalmove is a world-class business consulting firm that solves complex human capital challenges among
the most admired global technology companies. We’ve assembled a top-notch team of recruitment
experts that help our clientele attract and retain the brightest Executive, Technical, Sales and Marketing
professionals through our Confluence RPO, Executive Search and Contract Contingent Workforce services.
With operations in the Pacific Northwest, San Francisco, New York and Europe, we continue to expand our
reach with every new relationship we establish.
BUILDING A TEAM HAS NEVER BEEN SO EASY.
We offer a full range of permanent, contract and executive
recruitment solutions to meet our clients immediate needs.
PERMANENT STAFFING CONTRACT CONTINGENT STAFFING RETAINED STAFFING

WA +1 (425) 956-3998 SF +1 (415) 702-4555
ratio
EMPLOYER
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EMPLOYER
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EMPLOYERS
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COMPETITION
NETWORK
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PLACEMENTS
Our client, a publicly traded software
company with a mission to make
people smarter through innovative
online digital solutions aimed at more
than 2,000 universities, school districts
and institutions around the world.
In May of 2017, we were retained by
the Talent Acquisition team of this
client, a software as a service
company which recently completed
its initial public offering (IPO) and had
ambitious plans for expansion.
Feeling as though they’ve exhausted
the talent pool near their
headquarters, our client decided to
expand into the Seattle region.
The plan was to establish a new
research and development outpost
in order to lure top research and
development talent from the hot
Seattle tech market.
The challenge -- their existing Talent
Acquisition team was unfamiliar with
the region, lacked an employer
brand and talent network to source
from. These obstacles seemed to
deeply impact the initial purpose of
coming to Seattle and scaling
quickly.
The objective was to establish a first-
time employer brand in the region, as
we have reputably accomplished for
past clients (please inquire about
similar case studies). The initial hiring
plan was to build four research and
development teams that would total
more than 40 combined new
engineering and management
professionals.
Furthermore, we were tasked with
providing data-driven consulting
pertaining to compensation,
benefits architecture, as well as offer
presentation and closing strategies.
This newly retained engagement is
developing as expected. We’ve
begun building an employer brand
and awareness among local tech
communities. This has resulted in an
established an expansive pipeline of
talent from targeted companies as
chosen by our client.
Significantly reduced the cost of
each hire by as much as 25% when
compared to our competitors.
The most frequently sourced job titles
included Senior Software Engineer,
Senior Software Engineer in Test and
Product Management.

WA +1 (425) 956-3998 SF +1 (415) 702-4555
A competitive compensation and market trends analysis that provided budgeting analytics back to
decision makers in their Salt Lake City HQ.
A scalable, world-class recruitment team consisting of veteran technical recruiters who have 10+ years of
established recruitment experience throughout the Seattle region, including offshore sourcing experts to
keep the recruitment machine running 24/7 to meet aggressive delivery commitments.
An employer brand in Seattle that is appealing to individuals that seek a small company feel, stability of an
established publicly traded company, and a mission anchored within a higher-calling such as education.
Represented client at numerous weekly meetup/networking events to grow employer brand and
awareness throughout local tech communities.
KPIs (key performance indicators) and feeback loop around all recruitment activities. We measured
and time to fill.  

WA +1 (425) 956-3998 SF +1 (415) 702-4555
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EMPLOYER
#1
EMPLOYER
#2
JOB
BOARDS
UNIQUE
CHANNELS
EMPLOYERS
NETWORK
INTERVIEWS
PLACEMENTS
COMPETITION
NETWORK
INTERVIEWS
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Our client, a leading Enterprise
Software company providing
solutions for quality management,
regulatory compliance, risk
management, and corporate
governance. Their customer base
includes many of the largest
Financial, Insurance and Healthcare
companies globally.
Our 18-month retained relationship
was a follow-on engagement to a
successful initial contingent
relationship that yielded several high-
profile hires. These positions were
vacant for up to six-months prior to
our involvement.
Based upon our earlier contingent
success, the company’s COO
awarded our firm with a retained RPO
engagement for an aggressive,
nationwide build-out of their Sales,
Engineering and Professional Services
teams.
The challenge, GRC is a niche
segment within the enterprise
software sector. Most recruiting
targets (competitors) are located on
the East Coast and require
candidates to relocate with little
corporate assistance or travel up to
90% of the time.
For all Sales hires, the objective was
to hire experienced GRC
practitioners rather than seasoned
executive sales professionals.
The client wanted experienced
Governance, Risk or Compliance
officers that would target ”people like
themselves” within Finance,
Insurance and Healthcare
companies.
For all Professional Services hires, the
objective was to hire strong GRC
practitioners that had Solutions
Architecture, Project Management
and Business Analyst experience from
the same verticals.
A wider reaching North American
salesforce comprised of GRC
practitioners, freeing up the existing
Sales Executives to focus upon
developing EMEA for a global
footprint.
An evenly distributed Professional
Services team across North America,
creating West Coast, Mid-West and
East-Coast territories. This significantly
diminished the cost and burden
associated with deploying technical
resources to customer locations.
Increased flow of employee referrals
and conversion as a result of a more
recognized employer brand.
included Vice President of Sales, Vice
President of Engineering, Vice
President of Professional Services,
Sales Executives, Solutions Architects,
Project Managers and Business
Analysts.

WA +1 (425) 956-3998 SF +1 (415) 702-4555
Onboarding best practices, which required each candidate to spend several weeks in extensive training
within client’s HQ, and in many cases required continued education in HQ after additional months of
employment.
Recruiting process optimization, which included a new strategy to interview and evaluate candidates from
a far before onsite interviews were arranged, as each onsite interview required expensive travel and hotel
accommodations.
Dedicated recruitment team that was comprised of four to six veteran executive, sales and professional
services recruiters and sourcing experts.
An extensive understanding of all known recruiting targets across the United States and Europe, which
included a supply/demand and market trends analysis for each of their vacancies and proposed future
hires.
KPIs (key performance indicators) and feedback loop around all recruitment activities. We measured
and time to fill.

WA +1 (425) 956-3998 SF +1 (415) 702-4555
ratio
EMPLOYER
#1
EMPLOYER
#2
JOB
BOARDS
UNIQUE
CHANNELS
EMPLOYERS
NETWORK
INTERVIEWS
PLACEMENTS
COMPETITION
NETWORK
INTERVIEWS
PLACEMENTS
Our client, founded in 1999 is the first
mainstream software as a service
company in the world, and the first to
generate nearly $10 billion in revenue
annually. Their successful business
model has encouraged many in the
software industry to follow suit,
changing how software is licensed
and distributed.
Dating back to 2008, our relationship
began with a phone call from their
Senior Vice President of Engineering,
who we’ve worked with as both a
candidate and client since 1997.
The company was expanding
aggressively and needed to double
the size of their research and
development teams. The compelling
reasons were to meet the feature
requests for its flagship software
products, and to bring entirely new
product offerings to market.
Today, this company considers
Verticalmove as its premier partner
for all technical recruitment.
At the time, the industry was buzzing
for smaller pre-IPO companies. Our
client, an already established billion-
dollar publicly traded company,
found it challenging to hire the talent
necessary to fuel the expansion of
their research and development
teams.
18-months into their hiring expansion,
the Great Recession of 2007 began,
prompting an abrupt stall on all hiring
and a significant reduction of their
internal Talent Acquisition Teams.
The scope of our relationship
expanded dramatically. We offered
a truly affordable, on-demand
recruitment solution that required little
commitment and could align with
unpredictable hiring needs.
Like many companies they have very
unpredictable and at times erratic
hiring needs - sometimes asking for
more than 200 hires in a quarter with
little or no notice. The objective has
always been to build and maintain a
consistent, on-demand pipeline of
talent that can be tapped into with
little notice
Success in helping their Talent
Acquisition Teams consistently meet
hiring goals despite unpredictable,
and at times, erratic hiring needs.
Involved in sourcing hundreds of
leading technical contributors that
are considered the top 3% within the
industry. This has enabled Salesforce
to contribute to major award winning
innovative and technical
achievements for the company.
compared to our competitors.
included Director, Engineering,
Software Engineering Manager,
Software Engineer, DevOps Engineer,
Software Engineer in Test, Product
Management, Product Marketing
and many other niche requisitions.

WA +1 (425) 956-3998 SF +1 (415) 702-4555
Verticalmove consistently maintains talent pipelines across Salesforce that are closely aligned with the
company’s talent acquisition strategy on an ongoing basis.
Developed quarterly (forward looking) forecast demand models for new hiring and attrition across the
entire research and development organization, allowing Verticalmove to provide a reliable and consistent
talent pipeline on-demand – building momentum heading into aggressive headcount expansion quarters.
Established a new office and employer brand in Seattle that continues to attract top talent from companies
throughout the region that include Microsoft, Amazon and Google.
A scalable, world-class, recruitment team to source within Seattle, Denver and California, three of the
largest tech hubs in the Western United States; including offshore sourcing capability to extend the hours of
operation and our reach into Canada and other smaller tech hubs throughout the United States. This team
successfully grew to over twenty-five global resources and achieved a remarkably low submittal to offer
ratio and retention rate that has averaged greater than three years.
Aggressive hiring expansion into five additional product development organizations, two that generate
more than $2 billion in revenue annually, across ten various geographic locations.

WA +1 (425) 956-3998 SF +1 (415) 702-4555
ratio
EMPLOYER
#1
EMPLOYER
#2
JOB
BOARDS
UNIQUE
CHANNELS
EMPLOYERS
NETWORK
INTERVIEWS
PLACEMENTS
COMPETITION
NETWORK
INTERVIEWS
PLACEMENTS
Our client, an established
groundbreaking Data and Analytics
technology company founded
decades ago with 10,000 global
employees and $2.0+ Billion annual
revenue.
In July of 2016, we were retained to
build several next-generation
product teams, situated across
disperse U.S. geographies for the
purpose of launching our client into
the modern cloud era.
Cloud services are becoming the
cornerstone of an enterprise's IT
infrastructure. Recent reports by
Microsoft revealed that 38% of
technical leaders who have been
looking for staff with cloud skills over
the past year have found it
increasingly more difficult to identify
and attract qualified candidates. The
dearth of qualified cloud-related skills
to fill the expected vacancies
continues and its impact will likely
jeopardize the digital transformation
programs of thousands of mid to
large enterprises worldwide.
The challenge -- it had become
mission-critical for the company to
immediately support cloud
consumption of their technologies in
order to provide its existing
customers, and to attract new
customers, with cutting-edge Data
and Analytics products.
Frustrated with the quality, quantity
and consistency of their existing
recruitment pipeline, they became
increasingly concerned about
meeting their initial release deadline
scheduled for Q4 of 2016.
The objective was to establish a first-
time employer brand in the Seattle
market and extend their existing
employer brand throughout
California. It was critical to
successfully hire the initial research
and development team for their
Public, Private and Hybrid
Cloud initiatives quickly.
Furthermore, we were tasked with
providing data-driven consulting
pertaining to compensation,
benefits architecture, as well as offer
presentation and closing strategies.
Success in meeting its tight release
deadline by successfully filling all
initial vacancies with top-tier talent
from specified recruiting targets.
Increased flow of employee referrals
and conversion as a result of a more
recognized employer brand.
compared to past competitors
engaged by client.
included Senior Software Engineer,
Senior DevOps Engineer, Senior
Software Engineer in Test, Program
Manager and Engineering Manager.

WA +1 (425) 956-3998 SF +1 (415) 702-4555
Established a dedicated recruitment team in less than two weeks, consisting of veteran technical recruiters
and sourcing experts across two continents and three US locations.
Developed a target list of competitors that we were allowed to recruit from, and a list of partners/customers
that our client wanted us to avoid.
Weekly hiring events hosted and coordinated on the behalf of client for developing awareness among the
local tech communities.
A scalable, world-class, recruitment team to source from Seattle, Denver and California, three of the largest
tech hubs in the Western United States; including offshore sourcing capability to extend the hours of
operation and our reach into Canada and other smaller tech hubs throughout the United States. This team
successfully grew to over fifteen global resources and achieved a remarkably low 1:4 submittal to offer ratio
for our client.
KPIs (key performance indicators) and a feedback loop around all recruitment activities. We measured
and time to fill.

Verticalmove Customer Story - Combined

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Verticalmove Customer Story - Combined