Can a Hypergrowth SaaS afford to choose between hiring right and closing deals?

B2B | SaaS | Hypergrowth | Expansion | APAC

How YESWEHACK prepares hypergrowth in APAC

MARKET SHARE EATERS…

In 2019, YesWeHack opened its APAC branch in Singapore, with Kevin Gallerin as the Regional Managing Director. Kevin immediately captured significant market share with a technical lead for only help.

HAVE MUCH TO DO, LITTLE TIME…

2020: Kevin must scale up operations, amaze clients, exceed revenue targets and hire his first Asia Account Director. COVID happens, yet his sales pipeline continues growing. Can he choose between hiring right and closing deals?

He focuses on closing deals, and briefs recruiters for their first key hire. The successful candidate’s personality is key, they need a reliable “I say = I do” performer, a consultative advisor with the right mix of experience and compensation. The right profile must be ready to step-up to a team-leader role.

BUT RECRUITERS DO SUBPAR…

The recruiters write and publish ads, dig in their database and go mute. Eventually, Kevin’s inbox fills with weak jobseeker profiles.

The interviews reveal that recruiters either poorly marketed or misrepresented the role.

Few candidates make it to the finish line but drop-off: their family disapproves of “startups” or salary expectations were not managed early on. Recruiters were not on the ball. 8 weeks lost.

WE’RE ASKED FOR COMMITMENT…

Kevin engages us as a committed partner.

Neofelis is led by an investor in SaaS, 5th-time entrepreneur who provides executive search at CxO level for CHANEL, LVMH.

A small retainer fee is agreed and a commitment to deliver high standard candidates is signed.

TO GET REAL HUNTING DONE…

In 4 weeks, our fully dedicated team identifies 274 target firms (SaaS or similar culture) and hunts directly 595 target talents. Strong performers are not looking for jobs… so we do not publish any ads. Our persuasion skills converts them from “happy in current role” to fully engaged candidates. We build trust and rapport.

We ran 51 in-depth interviews and delivered the BEST 4 candidates in the entire market.

For reference, a classic recruitment firm will only receive job applications from publishing ads, and interview 3-10 jobseekers.

WE RUN IN-DEPTH TALENT SEARCHES

Target Companies

We built a list of target companies and searched within each of them.

Reviewed Talents

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We reviewed 5 or more relevant talents for each target companies.

Talents Contacted

We directly approach all relevant profiles: by: email, linkedin, phone and network introductions. We use automation and sequences.

Deep Interviews

45 min+ for each, with an experience comparison grid. Followed by a 2nd and 3rd round call for our behavioural interview.

Shortlisted

We presented the best matching 3-5 candidates. Total search duration was 4 weeks.

AND CHEERS TO YOUR WIN

TESTIMONIAL

“I am certain to have made the
best possible hire.”

Kevin Gallerin, APAC Managing Director, YesWeHack

Kevin leveraged his time and exceeded his Q1/Q2 targets while we ran the search.

The TOP 4 talents were “all great fit & hireable”

Our process from briefing to hiring: 47 days.

LET’S HAVE A CONVERSATION

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