1. Optimising the ATS and educating the team on using it
The first thing we did was dusting off the ATS (Applicant Tracking System) that the company wasn’t using and educating all of the stakeholders on how to use it. It very much improved our collaboration with the Hiring Managers. We worked closely with them and engineers that were already part of the team to create a perfect profile for potential candidates, which really helped us in streamlining our sourcing efforts. The main focus of hiring was to look for engineers that are proficient in object-oriented programming, but also comfortable with algorithms — Shift’s products process a lot of data, so it’s important to optimise the performance of the analyses.
2. Sourcing outside of France
We started looking for candidates locally, but quickly open our sourcing to the whole world, finding candidates from Brazil, Argentina, Poland, Japan, and more. For Shift, the worldwide sourcing was a great chance to build a diverse team and boost the global expansion. Now, the company is one of the most international ones in Paris, and its internal communication language is English.
3. Optimising the hiring processes
We also made sure that the whole hiring process ran by us was well-optimised. We got rid of unnecessary interviews and made it possible to close most of the hires within a month.
4. Hiring 17 people
In the end, we were able to hire 17 people, where we sourced more than half, the rest came from referrals or hiring platforms.
Currently, Shift Technology has 260 people on board. We are glad that we were able to work on such an interesting project with a very talented team.
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