How TaAP Exchange Built a High-Quality Talent Pipeline and Helped Bluebird Hire 3 Android Developers within 30 Days

Android
Bluebird

Our search for an Android developer came to an end with the fantastic service provided by TaAp Exchange. Honestly, I wasn’t too optimistic about the new QTaaS service they provide, which is priced much lower than the market rate. What can I say – pleasantly surprised and very impressed!

Aditya Mittal, Director
Results
Cost to hire
Reduced by 40%
Hiring time
Reduced by 50%

The Challenge

Bluebird Power Controls is a leading voltage stabilizer manufacturer located in Delhi, India. They were looking for Android developers with 3 to 5 years of experience. They needed 1 developer to join them full-time and 2 developers on a contract to hire basis.  

The primary challenges the client was facing were as below. 

  • The client could not find skillsets as per their expectations despite interviewing several candidates previously during initial talent sourcing.  
  • The client had limited budgets for the developers and was deterred by the high costs quoted by other engineering staffing agencies. 

The challenge for TaAp Exchange was to source quality developers who would meet the client’s expectations within their budget. 

The Solution – Qualified Talent as a Service (QTaaS)

TaAp Exchange proposed Qualified Talent as a Service (QTaaS), so the client could choose from a qualified pipeline of Android resources. This service aims to build a qualified pipeline for the client, something not easily available with traditional tech recruiters.

The qualification criteria to prepare a curated talent pipeline for the client are below.

  • High-quality skills in Salesforce
  • Talent cost within the client’s budget

The Approach

Since the client needed 2 resources on contact and 1 full-time resource, TaAp Exchange adopted a two-pronged approach to source the candidates.

For contract resources:

TaAp Exchange has a vendor network comprising top product engineering and IT services companies with a combined bench strength of over 30,000 developers, something not available to the traditional technology recruiters or remote staffing agencies. The vendor network is built after a stringent validation process that takes into account the company size, technical prowess, project success rate, and customer reviews. Thus, the candidates working on the payroll of these companies are already vetted and form a reliable talent source.

To meet the client’s requirements for a mix of value and skills, we targeted vendors in tier-2 and tier-3 cities. With a lower cost of living index in these cities, the wages are also lower, making it possible to source candidates within the client’s budget.

For full-time resources:

A dedicated team of 2 technical recruiters from TaAp Exchange worked to source candidates through Job boards, LinkedIn, Slack, Reddit, Facebook, and relevant community forums on various platforms.

The goal was to build a pipeline of 20 developers for the contract and 10 for the full-time positions.

The process of building the talent pipeline

TaAp Exchange used the following process to build the collective pipeline of the 30 candidates.

Sourcing 

A dedicated team of 2 technical recruiters specializing in tech recruiting scanned our vendor database using AI tools and identified vendors who had Android developers who matched the client’s project needs. 174 vendor partners were identified, and they were requested to send applications for available resources. We received applications for 151 eligible candidates for contract to hire positions. 

For sourcing candidates for the full-time position, 2 members from TaAp Exchange worked to post jobs on various job boards like Naukri, Monster, and Indeed. In addition, an extensive reach-out was carried out through the databases available on these platforms and social media. We contacted 50 candidates seeking jobs and received applications from 39 candidates.

Screening 

With advanced recruiting systems and a team of 2 experienced technical recruiters, TaAp Exchange fast-tracked the screening of the applications received. The verified candidates from both categories (contract position and full-time position) were shortlisted for further assessments. 

Assessments

Technical assessment: A custom MCQ-based assessment was designed in collaboration with an expert from a MAANG company for Android. We shared the assessments with the best-matched candidates from the screened applications. 

Soft skills assessment: Candidates shortlisted after the technical assessments were tested for their soft skills, such as communications skills and confidence level, via scheduled video calls.  

The candidates from each category who successfully passed the screening and assessment were added to the respective qualified pipelines for client evaluation. 

Personalized Service from TaAp Exchange

1. Dashboard Access

Throughout the recruiting and talent acquisition process, the client was given access to a personalized dashboard to view the progress. The clients could see the profiles of the candidates and their status in the shortlisting process and could schedule interviews with them.  

2. Client Evaluation 

TaAp Exchange assisted the client in scheduling interviews with the candidates in the qualified pipeline. We also provided support during the interview process and evaluation till onboarding. The evaluation process from the client’s end included a technical interview, a take-home assignment, and an HR interview.

Pricing model

Instead of charging fees for sourcing and hiring success like other remote staffing agencies, the Qualified Talent as a Service by TaAp Exchange comes at a fixed upfront cost. The benefit of this model is that the client can access a curated list of candidates who have been assessed for the client’s specific requirements. They can evaluate these candidates to their satisfaction and onboard the selected candidates. 

For hiring 2 remote candidates with 3-5 years of experience working in the IST timezone, the client was charged a one-time upfront fee of $1,000. For building the pipeline for hiring 1 full-time resource, we charged a one-time upfront fee of $500.

In total, the client was charged $1,500. 

Highlights 

For contract-based positions

  • 151 applications were received for the contract position.
  • After screening and assessment, we could provide a curated pipeline of 20 candidates for the 2 contract positions within 8 days. 
  • The Client interviewed 17 candidates for the contract position and selected the top 2.
  • The onboarding for the contract positions was completed within 7 days from the date of selection.

For a full-time position

  • 50 eligible candidates were reached out for the full-time position, and we received positive responses from 39 candidates.
  • After screening and assessment, we could provide a curated pipeline of 10 candidates for the 1 full-time position within 10 days.
  • The client interviewed 7 candidates for the full-time position and selected 1. 
  • The onboarding for the full-time position was completed within 14 days from the selection date.

The Results

The client received candidates as per their skillset needs

We used screening and assessments to ensure that the qualified pipeline had candidates who met the client’s expectations and needs. The contract was signed with the vendors of the top 2 candidates selected by the client and 1 candidate was employed full-time. The SPOC from TaAp Exchange provided support till onboarding.

Cost savings of more than 40%

TaAp Exchange pricing and sourcing model helped the client save money both on the full-time and contract hires.

Regarding the full-time hiring, the client only paid a one-time fee of $799, as opposed to a standard commission fee of $1,500 for an android developer of similar acumen. This pricing and sourcing model enabled the client to save 50% compared to traditional hiring.

For the contract-based resources as well, the client only paid a one-time fee of $1,500. TaAp Exchange successfully sourced top matching candidates for the client from Tier-3 cities in India. Sourcing candidates from Tier 3 cities helped ensure that the client only paid a total of $21,000 for two resources for a contract duration of 6 months as opposed to the $30,000 they would have had to pay, considering the higher cost of talent from Tier-1 cities combined with a standard 30% markup for contract based resources. TaAp Exchanges’ pricing and sourcing model enabled the client to save $9,000 or 30 %.

Hiring time was reduced by 50% 

The average time to hire 2 contract-based candidates and 1 full-time candidate would have been approximately 60 days. We were able to fast-track the client’s hiring by only recommending resources who could join at short notice.

The client could onboard all 3 candidates within 30 days. The overall time to hire was reduced by 50%.

Client satisfaction score of 9.3 

The client was very happy to get candidates who finally met their expectations. The client was also happy that they could get qualified pipelines for two distinct requirements and could speed up their overall hiring process. They rated their experience at 9.3 on a scale of 1 to 10.

Why Qualified Talent as a Service?

Due to the shortage of good technical talent, sourcing skilled developers is one of the biggest challenges. While recruitment charges for staffing agencies rise higher and higher, Qualified Talent as a Service by TaAp Exchange provides clients with an affordable solution to their talent needs.

Recruiting agencies and traditional talent acquisition solutions might have limitations regarding contract hiring, but our on-demand workforce model ensures the availability of high-quality Java developers, Python developers and React developers for immediate deployment remotely.

Android
Bluebird

Our search for an Android developer came to an end with the fantastic service provided by TaAp Exchange. Honestly, I wasn’t too optimistic about the new QTaaS service they provide, which is priced much lower than the market rate. What can I say – pleasantly surprised and very impressed!

Aditya Mittal, Director
Results
Cost to hire
Reduced by 40%
Hiring time
Reduced by 50%
Industry

Electrical Manufacturing

Company size

300+

Location

India

Share
Cost to hire
Reduced by 40%
Hiring time
Reduced by 50%
Client satisfaction
9.3/10

Bluebird

/ by

The Challenge

Bluebird Power Controls is a leading voltage stabilizer manufacturer located in Delhi, India. They were looking for Android developers with 3 to 5 years of experience. They needed 1 developer to join them full-time and 2 developers on a contract to hire basis.  

The primary challenges the client was facing were as below. 

  • The client could not find skillsets as per their expectations despite interviewing several candidates previously during initial talent sourcing.  
  • The client had limited budgets for the developers and was deterred by the high costs quoted by other engineering staffing agencies. 

The challenge for TaAp Exchange was to source quality developers who would meet the client’s expectations within their budget. 

The Solution – Qualified Talent as a Service (QTaaS)

TaAp Exchange proposed Qualified Talent as a Service (QTaaS), so the client could choose from a qualified pipeline of Android resources. This service aims to build a qualified pipeline for the client, something not easily available with traditional tech recruiters.

The qualification criteria to prepare a curated talent pipeline for the client are below.

  • High-quality skills in Salesforce
  • Talent cost within the client’s budget

The Approach

Since the client needed 2 resources on contact and 1 full-time resource, TaAp Exchange adopted a two-pronged approach to source the candidates.

For contract resources:

TaAp Exchange has a vendor network comprising top product engineering and IT services companies with a combined bench strength of over 30,000 developers, something not available to the traditional technology recruiters or remote staffing agencies. The vendor network is built after a stringent validation process that takes into account the company size, technical prowess, project success rate, and customer reviews. Thus, the candidates working on the payroll of these companies are already vetted and form a reliable talent source.

To meet the client’s requirements for a mix of value and skills, we targeted vendors in tier-2 and tier-3 cities. With a lower cost of living index in these cities, the wages are also lower, making it possible to source candidates within the client’s budget.

For full-time resources:

A dedicated team of 2 technical recruiters from TaAp Exchange worked to source candidates through Job boards, LinkedIn, Slack, Reddit, Facebook, and relevant community forums on various platforms.

The goal was to build a pipeline of 20 developers for the contract and 10 for the full-time positions.

The process of building the talent pipeline

TaAp Exchange used the following process to build the collective pipeline of the 30 candidates.

Sourcing 

A dedicated team of 2 technical recruiters specializing in tech recruiting scanned our vendor database using AI tools and identified vendors who had Android developers who matched the client’s project needs. 174 vendor partners were identified, and they were requested to send applications for available resources. We received applications for 151 eligible candidates for contract to hire positions. 

For sourcing candidates for the full-time position, 2 members from TaAp Exchange worked to post jobs on various job boards like Naukri, Monster, and Indeed. In addition, an extensive reach-out was carried out through the databases available on these platforms and social media. We contacted 50 candidates seeking jobs and received applications from 39 candidates.

Screening 

With advanced recruiting systems and a team of 2 experienced technical recruiters, TaAp Exchange fast-tracked the screening of the applications received. The verified candidates from both categories (contract position and full-time position) were shortlisted for further assessments. 

Assessments

Technical assessment: A custom MCQ-based assessment was designed in collaboration with an expert from a MAANG company for Android. We shared the assessments with the best-matched candidates from the screened applications. 

Soft skills assessment: Candidates shortlisted after the technical assessments were tested for their soft skills, such as communications skills and confidence level, via scheduled video calls.  

The candidates from each category who successfully passed the screening and assessment were added to the respective qualified pipelines for client evaluation. 

Personalized Service from TaAp Exchange

1. Dashboard Access

Throughout the recruiting and talent acquisition process, the client was given access to a personalized dashboard to view the progress. The clients could see the profiles of the candidates and their status in the shortlisting process and could schedule interviews with them.  

2. Client Evaluation 

TaAp Exchange assisted the client in scheduling interviews with the candidates in the qualified pipeline. We also provided support during the interview process and evaluation till onboarding. The evaluation process from the client’s end included a technical interview, a take-home assignment, and an HR interview.

Pricing model

Instead of charging fees for sourcing and hiring success like other remote staffing agencies, the Qualified Talent as a Service by TaAp Exchange comes at a fixed upfront cost. The benefit of this model is that the client can access a curated list of candidates who have been assessed for the client’s specific requirements. They can evaluate these candidates to their satisfaction and onboard the selected candidates. 

For hiring 2 remote candidates with 3-5 years of experience working in the IST timezone, the client was charged a one-time upfront fee of $1,000. For building the pipeline for hiring 1 full-time resource, we charged a one-time upfront fee of $500.

In total, the client was charged $1,500. 

Highlights 

For contract-based positions

  • 151 applications were received for the contract position.
  • After screening and assessment, we could provide a curated pipeline of 20 candidates for the 2 contract positions within 8 days. 
  • The Client interviewed 17 candidates for the contract position and selected the top 2.
  • The onboarding for the contract positions was completed within 7 days from the date of selection.

For a full-time position

  • 50 eligible candidates were reached out for the full-time position, and we received positive responses from 39 candidates.
  • After screening and assessment, we could provide a curated pipeline of 10 candidates for the 1 full-time position within 10 days.
  • The client interviewed 7 candidates for the full-time position and selected 1. 
  • The onboarding for the full-time position was completed within 14 days from the selection date.

The Results

The client received candidates as per their skillset needs

We used screening and assessments to ensure that the qualified pipeline had candidates who met the client’s expectations and needs. The contract was signed with the vendors of the top 2 candidates selected by the client and 1 candidate was employed full-time. The SPOC from TaAp Exchange provided support till onboarding.

Cost savings of more than 40%

TaAp Exchange pricing and sourcing model helped the client save money both on the full-time and contract hires.

Regarding the full-time hiring, the client only paid a one-time fee of $799, as opposed to a standard commission fee of $1,500 for an android developer of similar acumen. This pricing and sourcing model enabled the client to save 50% compared to traditional hiring.

For the contract-based resources as well, the client only paid a one-time fee of $1,500. TaAp Exchange successfully sourced top matching candidates for the client from Tier-3 cities in India. Sourcing candidates from Tier 3 cities helped ensure that the client only paid a total of $21,000 for two resources for a contract duration of 6 months as opposed to the $30,000 they would have had to pay, considering the higher cost of talent from Tier-1 cities combined with a standard 30% markup for contract based resources. TaAp Exchanges’ pricing and sourcing model enabled the client to save $9,000 or 30 %.

Hiring time was reduced by 50% 

The average time to hire 2 contract-based candidates and 1 full-time candidate would have been approximately 60 days. We were able to fast-track the client’s hiring by only recommending resources who could join at short notice.

The client could onboard all 3 candidates within 30 days. The overall time to hire was reduced by 50%.

Client satisfaction score of 9.3 

The client was very happy to get candidates who finally met their expectations. The client was also happy that they could get qualified pipelines for two distinct requirements and could speed up their overall hiring process. They rated their experience at 9.3 on a scale of 1 to 10.

Why Qualified Talent as a Service?

Due to the shortage of good technical talent, sourcing skilled developers is one of the biggest challenges. While recruitment charges for staffing agencies rise higher and higher, Qualified Talent as a Service by TaAp Exchange provides clients with an affordable solution to their talent needs.

Recruiting agencies and traditional talent acquisition solutions might have limitations regarding contract hiring, but our on-demand workforce model ensures the availability of high-quality Java developers, Python developers and React developers for immediate deployment remotely.

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