Improbable Defence works to transform the national security of our nations and their allies in the face of increasing global competition and evolving threats. We deliver mission-focused software and services aimed at enhancing security, prosperity and freedom.
When Improbable Worlds pivoted to Improbable Defence, the transformation presented a formidable talent acquisition challenger. The new direction necessitated not just any talent, but candidates with unique skills in areas such as Typescript, Model Engineering, Product Design, and Technical Architecture and having Security Clearance. Add to this the stringent requirements for security clearance and customer interaction skills, and the task seemed almost improbable.
The talent acquisition process had to be sped up in order to launch new products.
Improbable Defence required candidates with unique skills: C++, Typescript, Simulation.
Thomas Holmes
Talent Partner at Improbable
Our approach to this was for our talent team at techruiter. to undertake a detailed mapping exercise. This was done by analysing education, skill sets and publications to curate a pool of potential candidates. They collaborated closely with technical leads to craft compelling outreach emails, aiming to attract the cream of the talent crop.
The introduced pool included specialists in machine learning, software engineering, robotics, and other related disciplines, effectively addressing Wayve's hiring needs.Moreover, Techruiter ensured a robust diversity ratio of 40% among the sourced candidates.
This initiative promoted inclusion and broader perspectives in the hiring process, aligning with Wayve's commitment to diversity and innovation.Their bi-weekly sprints proved to be an efficient approach to manage this complex recruitment process. By tracking key performance indicators such as candidate acceptance rate, interview success rate, and time to fill, Techruiter was able to maintain a high degree of efficiency and effectiveness throughout the hiring campaign.
A key concern was to ensure that the company did not overextend in terms of salary, known as “salary creep”. By conducting in-person career mapping sessions at the Improbable HQ, techruiter. ensured hires were closed at market rates.
Working hand in hand with the VP of Talent, techruiter. outlined the primary objectives for each hire. By understanding the motivations and aspirations of each candidate, and evaluating their response to various scenarios, they could then predict the likelihood of successful probation completion and long-term retention.
The challenge was daunting: 40 hires in 16 months, each within a four week hiring window. Yet, with innovative strategies and a collaborative approach, the seemingly “improbable” was achieved.
The approach techruiter. took led to a surge in interest from top-tier candidates, setting the stage for a successful recruitment drive. Once the interest increased, Improbable’s rates of failed hires were significantly reduced due to the streamlined hiring process we implemented.
The newly hired employees quickly adapted to Wayve's dynamic work environment and started making significant contributions. The Engineering Manager effectively streamlined operations within the engineering team, improving overall productivity. The Senior Software Engineer and the Machine Learning Engineer applied their unique expertise, driving critical advancements in the company's autonomous vehicle technology.
We helped save £200,000 in hiring costs, without compromising on the quality of talent. As a result techruiter. ensured hires were closed at market rates.
