How Isha Foundation Reduced the Cost of Hire by 31% and Time to Hire by 62%

Odoo, React, Python
Isha – QTaaS

TaAp Exchange helped fill our open positions when we were finding it extremely difficult to source the right kind of talent for our platform development. We could onboard high-quality talent in no time with the recruit-a-thons while saving massively on recruiting costs. And the best thing was their personalized service.

Arumugavel Nagarajan, Project Manager
Results
Cost to hire
Reduced by 31%
Hiring time
Reduced by 62%

The Challenge

Isha Foundation is a renowned not-for-profit organization in India. They needed three experienced developers in Odoo and Python on contract to hire basis. 

The primary challenges in this case were:

  • The client’s requirement was urgent, and the delay in talent sourcing impacted their deadlines. They needed the developers to join them within 15 days.
  • Being a not-for-profit organization, the client had limited budgets for hiring fees as well as talent costs.
  • They were looking for high-quality developer skills within their budget and those who could join fast.

The client had already tried working with a few IT staffing agencies but was unsatisfied with the quality offered by the tech recruiters.

The challenge for TaAp Exchange was to source quality developers who would meet the client’s expectations within their budget. Also, we needed to accelerate the sourcing and screening process to enable the client to onboard the developers within 15 days.

The Solution

TaAp Exchange proposed Qualified Talent as a Service (QTaaS) so that the client could get qualified resources to choose from. 

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

  • High-quality of skills
  • Immediate availability of talent
  • The entire process and contract fees are to be within the client’s budget

The Approach

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 considering the company size, technical prowess, project success rate, and customer reviews. Being on the payroll of these companies, the candidates who work with them are already vetted for their skills and are reliable source for specialist talent acquisition.

To meet the client’s requirements within the budget constraints, we only targeted our vendor partners 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.

The goal was to build a pipeline of 20 developers for Odoo and 10 for Python, curated per the client’s specific project requirement, within ten days. 

The process of building the talent pipeline

TaAp Exchange used the following process to build a diverse talent pipeline of the 30 candidates.

Sourcing 

A dedicated team of 2 technical recruiters specializing scanned the vendor database and reached out to 200 companies with developers with matching skill sets. The companies with the most resources were requested to share the resumes of the available candidates. By the end of the day, we received 70 applications for Odoo and 22 applications for Python.

Screening 

With advanced tech recruitment systems and a team of two technical recruiters, TaAp Exchange verified the applications and their resumes to be a suitable match in terms of skills and talent sourcing cost. 

Assessments

Technical assessment: In the next step, custom MCQ-based assessments were designed in collaboration with an expert from a MAANG company for Odoo and Python. These assessments were shared with the best-matched candidates. 

Soft skills assessment: Candidates who qualified for the technical assessment were tested for their communication skills and confidence level to ensure cultural fit through a 10-minute video call. 

The candidates who successfully passed through the screening and assessment were added to the qualified pipeline for client evaluation.

TaAp Exchange service for the client

1. Dashboard Access

Throughout the recruiting and talent acquisition process, the client had access to a personalized dashboard to view the progress. The clients could see the profiles of the candidates and their shortlisting process and 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 sourcing and hire success fees like boutique recruitment 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 assessed for their specific tech hiring requirements. 

For hiring remote candidates with 3-5 years of experience working in the IST time zone, the client was charged a one-time upfront fee of $1,500. The commitment from TaAp Exchange was to provide a qualified pipeline that would allow the client to hire and onboard guaranteed resources. 

Highlights 

  • A total of 178 applications were received for Odoo and 156 for Python.
  • Thirty qualified profiles in total were shared with the client in 8 days.
  • The client interviewed a total of 14 candidates, with 8 of them clearing the first round of interviews. They were given take-home assignments.
  • Out of 8 candidates, 6 submitted the take-home assignment successfully, and the top 3 were hired within ten days from the date of submission of the take-home assignment.

The Results

The client was provided with high-quality talent. 

Due to the multi-layer approach to sourcing the best candidates, the client received high-quality talent with skills that matched their project requirements. The contract was signed with the vendors of the top 3 candidates selected by the client. The SPOC from TaAp Exchange provided support till onboarding.

Cost savings of 31%

TaAp Exchange successfully sourced top matching candidates for the client from Tier 2 and Tier-3 cities in India. Talent Sourcing from these cities helped ensure that the client only paid a total of $61,500 for three resources for a contract duration of 12 months as opposed to the $90,000 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 $28,500 or 30%.

Reduced hiring time by 62%

The average time to hire three developers would have been about 40 days. While we were committed to delivering the qualified pipeline of resources within ten days, we could accomplish this in just six days. 

The total time to hire the candidates and onboard them was 15 days. Thus, the time to hire was reduced by 62%. 

Client satisfaction score of 9.5

The client was delighted with the talent quality, the hassle-free process, the support provided, and the adherence to timelines. They rated the experience at 9.5 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.

Odoo, React, Python
Isha – QTaaS

TaAp Exchange helped fill our open positions when we were finding it extremely difficult to source the right kind of talent for our platform development. We could onboard high-quality talent in no time with the recruit-a-thons while saving massively on recruiting costs. And the best thing was their personalized service.

Arumugavel Nagarajan, Project Manager
Results
Cost to hire
Reduced by 31%
Hiring time
Reduced by 62%
Industry

Not-for profit

Company size

3000+

Location

India

Share
Cost to hire
Reduced by 31%
Hiring time
Reduced by 62%
Client satisfaction
9.5/10

Isha – QTaaS

/ by

The Challenge

Isha Foundation is a renowned not-for-profit organization in India. They needed three experienced developers in Odoo and Python on contract to hire basis. 

The primary challenges in this case were:

  • The client’s requirement was urgent, and the delay in talent sourcing impacted their deadlines. They needed the developers to join them within 15 days.
  • Being a not-for-profit organization, the client had limited budgets for hiring fees as well as talent costs.
  • They were looking for high-quality developer skills within their budget and those who could join fast.

The client had already tried working with a few IT staffing agencies but was unsatisfied with the quality offered by the tech recruiters.

The challenge for TaAp Exchange was to source quality developers who would meet the client’s expectations within their budget. Also, we needed to accelerate the sourcing and screening process to enable the client to onboard the developers within 15 days.

The Solution

TaAp Exchange proposed Qualified Talent as a Service (QTaaS) so that the client could get qualified resources to choose from. 

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

  • High-quality of skills
  • Immediate availability of talent
  • The entire process and contract fees are to be within the client’s budget

The Approach

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 considering the company size, technical prowess, project success rate, and customer reviews. Being on the payroll of these companies, the candidates who work with them are already vetted for their skills and are reliable source for specialist talent acquisition.

To meet the client’s requirements within the budget constraints, we only targeted our vendor partners 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.

The goal was to build a pipeline of 20 developers for Odoo and 10 for Python, curated per the client’s specific project requirement, within ten days. 

The process of building the talent pipeline

TaAp Exchange used the following process to build a diverse talent pipeline of the 30 candidates.

Sourcing 

A dedicated team of 2 technical recruiters specializing scanned the vendor database and reached out to 200 companies with developers with matching skill sets. The companies with the most resources were requested to share the resumes of the available candidates. By the end of the day, we received 70 applications for Odoo and 22 applications for Python.

Screening 

With advanced tech recruitment systems and a team of two technical recruiters, TaAp Exchange verified the applications and their resumes to be a suitable match in terms of skills and talent sourcing cost. 

Assessments

Technical assessment: In the next step, custom MCQ-based assessments were designed in collaboration with an expert from a MAANG company for Odoo and Python. These assessments were shared with the best-matched candidates. 

Soft skills assessment: Candidates who qualified for the technical assessment were tested for their communication skills and confidence level to ensure cultural fit through a 10-minute video call. 

The candidates who successfully passed through the screening and assessment were added to the qualified pipeline for client evaluation.

TaAp Exchange service for the client

1. Dashboard Access

Throughout the recruiting and talent acquisition process, the client had access to a personalized dashboard to view the progress. The clients could see the profiles of the candidates and their shortlisting process and 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 sourcing and hire success fees like boutique recruitment 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 assessed for their specific tech hiring requirements. 

For hiring remote candidates with 3-5 years of experience working in the IST time zone, the client was charged a one-time upfront fee of $1,500. The commitment from TaAp Exchange was to provide a qualified pipeline that would allow the client to hire and onboard guaranteed resources. 

Highlights 

  • A total of 178 applications were received for Odoo and 156 for Python.
  • Thirty qualified profiles in total were shared with the client in 8 days.
  • The client interviewed a total of 14 candidates, with 8 of them clearing the first round of interviews. They were given take-home assignments.
  • Out of 8 candidates, 6 submitted the take-home assignment successfully, and the top 3 were hired within ten days from the date of submission of the take-home assignment.

The Results

The client was provided with high-quality talent. 

Due to the multi-layer approach to sourcing the best candidates, the client received high-quality talent with skills that matched their project requirements. The contract was signed with the vendors of the top 3 candidates selected by the client. The SPOC from TaAp Exchange provided support till onboarding.

Cost savings of 31%

TaAp Exchange successfully sourced top matching candidates for the client from Tier 2 and Tier-3 cities in India. Talent Sourcing from these cities helped ensure that the client only paid a total of $61,500 for three resources for a contract duration of 12 months as opposed to the $90,000 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 $28,500 or 30%.

Reduced hiring time by 62%

The average time to hire three developers would have been about 40 days. While we were committed to delivering the qualified pipeline of resources within ten days, we could accomplish this in just six days. 

The total time to hire the candidates and onboard them was 15 days. Thus, the time to hire was reduced by 62%. 

Client satisfaction score of 9.5

The client was delighted with the talent quality, the hassle-free process, the support provided, and the adherence to timelines. They rated the experience at 9.5 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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