Sweden’s music tech industry has emerged as a vibrant innovation hub, combining the country’s rich musical heritage with its technological prowess. With a reputation for producing world-renowned music acts and pioneering advancements in technology, Sweden has created a unique ecosystem where music and technology seamlessly converge.
This showcase study delves into the recruitment practices of a prominent music tech company in Sweden where Agile Search had the opportunity to help them grow with In-house recruiters for a year and a half.
Our group of recruiters worked in a variety of different roles across the organization working with Tech, Data, Sales, and Marketing. Many roles were opened quickly, which required a strong sourcing effort given that the roles were niched.
Our recruiters were able to take on this challenge by using different recruitment strategies including some of the following. Sourcing strategies:
Proactively identifying and reaching out to passive candidates who may not be actively seeking new opportunities but possess desirable skills and experience, creating tailored recruitment pitches to pique their interest.
Engaging with the open-source community and identifying potential candidates who have made significant contributions, demonstrating their skills and passion for technology.
Building and maintaining a talent pool or database of potential candidates who have previously expressed interest in working for the company or possess relevant skills and experience.
Attending industry-specific events, conferences, and meetups to network with professionals, share job opportunities, and establish connections with potential candidates.
While some of our recruiters were in need to reach and find candidates proactively other recruiters were challenged whit volumed recruitment in areas where the need was targeted towards handling large amounts of stakeholders. We made sure to deliver the:
Actively involve stakeholders in the recruitment process to gain their buy-in and ensure their requirements are understood. Conduct regular meetings, solicit feedback, and collaborate on defining job requirements, candidate profiles, and selection criteria.
Establish transparent and open communication channels with stakeholders, including hiring managers, recruiters, and candidates.
Encourage collaboration between stakeholders throughout the recruitment process.
Prioritize the candidate experience to maintain a positive employer brand, even during high-volume recruitment. Ensure clear and timely communication, provide feedback to candidates, and personalize the hiring process as much as possible.
As a result of this effort, we were able to achieve 100% of the recruitment goals set during the time we had our group of recruiters working in the company bringing tech talent that has helped develop and enhance their product making them more competitive.