Qualified talent for commercial and federal placement nationwide

A major data center hyperscale integrator reached out to Fieldlink regarding a large-scale data center deployment project they had in an emerging market where the talent pool is minimal. This organization had to ramp up to 25 technicians on site in less than 30 days in a market where they had no prior experience. How do you identify talent in a market with no history of data center talent while not having to leverage traveling in entire teams to meet the demands of their customer?

After a great kickoff call with the customer to gain knowledge of scope and ramp up time Fieldlink provided market intelligence on the skill sets accessible to the local market. We determined that based on the lack of data center resources our focus would be candidates with a solid low voltage background, electrical apprentices, and entry level technicians. We level set timing of having the total number of resources on site. We confirmed interview slots for the next two weeks and went to work.

In a three-week timeframe Fieldlink ramped up to 25 technicians placing an average of eight per week over the course of three weeks. The combination of skill sets created a strong team that met all scope and schedule requirements. The retention rate on the project was over 90% and 65% of the team identified converted to full-time employees with the customer within 6 months.

A national integrator was expanding their internal team in a saturated data center market. They were awarded large scale projects and did not have the internal resources to meet the scope provided. They needed multiple Project Managers, Varied levels of technicians and QA/QC resources. The internal recruiting team had over forty positions to fill within forty-five days.

After a meeting with the HR, Talent Acquisition and Operations teams FieldLink determined that a job fair with curated (vetted) candidates would be the quickest way to ramp up to the headcount needed to meet project demands. The FieldLink Core Recruiting team was tasked to identify candidates to fill thirty of the forty positions. Knowing a standard percentage fee for thirty placements was cost prohibitive for the customer FieldLink created a flat fee placement structure based on position. FieldLink partnered with the organization’s TA team to gain an understanding of the client differentiators, benefits, and opportunities for growth. The purpose was to lock in candidates that were fully vetted and aware of all the perks and growth opportunities upon arrival for the hiring event.

Within a three-week period, we identified over fifty qualified candidates. Interviews for the leadership roles started leading up to the hiring event. The day of the event FieldLink had over 40 candidates confirmed for set interview timeslots with the customers team. FieldLink was on site with four of our team members to ensure the event was executed smoothly. The result was over 30 offers presented to our candidates over the three-week period with 25 executed at the hiring event. This enabled the customer to meet the project scope and build out an internal workforce to meet the rising demands of their customer base.

FieldLink was approached by a large national IT Services company that recently had a large spike in opportunities due to their growth. The company did not have any plans to add headcount to the recruitment team due to the surge in positions. They needed a cost-effective model that would allow them to continue to identify the best candidates in the market for their open positions. They had to staff twelve leadership and higher-level technical roles within a 90 ninety-day period.

After a needs assessment of open positions and the timeframe to fill these roles FieldLink presented a Recruiting as a Service model. This model had FieldLink provide an experienced recruiter to function as an extension of the company’s recruiting team. The Recruiting as a Service model is a monthly service offering where our team will fill direct hire positions, built on a monthly subscription. After a 3-month period the service can be turned on and off based on the business need. SLAs were established to fill all twelve open roles at a rate of four per month. FieldLink expands the internal recruiting team and provides qualified candidates for the open roles enrolled in the program. This subscription service eliminates the high-cost direct hire fees. All candidates identified by FieldLink become proprietary candidates of the customer and can be engaged for roles at any time.

During the three-month RaaS program FieldLink identified over 40 candidates for the twelve open positions. All twelve roles were filled within the established four hires per month SLA. In addition, through the process a few candidates that were presented were offered alternative positions within the organization resulting in a total of fifteen hires. The model was executed so well the customer turned the model back on six months later for one month to fill a few additional vacancies.

A national electronic security integrator was looking to hire several Engineering and Project Management positions. The roles had been open for several months due to a competitive talent market.

FieldLink’s Direct Hire and Special Systems recruiting team was tasked with supporting the Engineering and Project Management roles. In collaboration with the Recruiters assigned, FieldLink’s Recruiting Support and Strategy team were able to establish a talent pipeline that enabled a speed to market delivery model. Through an aggressive talent identification strategy with pinpointed technical candidate curation, the candidate pool hurdle was solved for these roles.

Within one month of being engaged for recruiting services, FieldLink was able to successfully fill two Project Management roles and fill two Engineering positions.

A regional ramp up for commercial AV Technician talent was presented to FieldLink. The project consisted of engineering and installation talent at volume scale. The project was needing 100% fulfillment from a potential staffing provider.

FieldLink’s specialization with commercial AV recruiting led to a strong technical vetting process mixed with the ability to identify candidates within a local market at scale. FieldLink assigned an AV subject matter expert Recruiter that led to strong talent acquisition results through the vetting process. The market presented unique challenges that were solved with thorough understanding of competitive market analysis to ensure talent retention through the duration of the long term project.

FieldLink has been successfully engaged with this project twice over the course of multiple years. Talent retention exceeded 95% with 100% talent fulfillment ratios.