Context: 

• Maisha Mazuri partnered exclusively with a leading FinTech firm to support their hiring for a Database Reliability Engineer.

Approach:

• The in-take discussion lasted one hour in order to gather a comprehensive understanding of the role and to discuss the hiring strategy (interview process, timelines, obstacles, requirements vs. nice-to-haves, amongst others).

• Throughout the project, we arranged weekly updates with the hiring team to discuss progress, feedback, and learnings as well as the planned action points for the upcoming week in order to keep working as efficiently as possible.

• Candidates were guided throughout the interview process with catch-ups/communications at every stage to ensure they were adequately prepared for what was to come and also had the opportunity to share their experiences/debrief.

• Frequent alignment was crucial with all stakeholders to avoid unexpected surprises and to empathize with the various perspectives of those involved.

Result: 

• Within a week, the long-list of nine headhunted candidates was evaluated with the hiring team. 

• Within four weeks, three candidates were at the final interview stage.

• Within six weeks, the first choice candidate signed their employment agreement.

Context: 

• Our partner is an organization with ~20FTE and was managing their hiring through a mailbox, folders, and excel spreadsheets.

• Maisha Mazuri set-up recruitment operations from scratch to support our partner’s growth ambitions.

Approach:

• Following a morning of onboarding, we sat down for two hours with the team to discuss the overarching strategy for recruitment operations and to evaluate the shortlist of solutions for recruitment systems (ATS).

• The agreed focus was on scalability, cost- & time-efficiency, and candidate experience.

• We tackled the full cycle of the recruitment process (including, but not limited to, the: business case for the role, evaluation framework, branding & communications, recruitment operations, interview best-practices, etc.).

• Existing recruitment data was prepared into a suitable format and migrated into the system for reporting and monitoring purposes.

Results:

• Within 1.5 weeks, the ATS was implemented and the processes were established according to discussed plan/strategy.

• Within 3 weeks, all recruitment operations had been set-up and the bulk of the trainings for interviewers were complete.

• Our partner scaled to 85 FTEs over 24 months through only one in-house recruiter who was able to manage up to 14 vacancies simultaneously due to the efficient set-up of the processes.

Context: 

• Our partner is an organization with ~130 FTE and lost both their recruiters over the course of a week (one temporarily and one resigned).

• Maisha Mazuri stepped in to manage the internal recruitment processes for three months and helped the firm hire a new recruiter.

Approach:

• We started with an intensive day of onboarding to understand the current state of affairs within recruitment and linked these to the priorities discussed earlier in the process.

• We took charge of the end-to-end process of all recruitment activities (i.a. PoC for questions, CV screening, interview coordination, manager feedback) and aligned twice a week with the stakeholders to discuss updates and challenges.

• Our experience interviewing from a range of perspectives allowed us to seamlessly pick up the introductory interviews.

• As part of the handover, we included the onboarding for the new/returning employees to allow them to get up to speed swiftly.

Result: 

• The business realized continuity in recruitment allowing them to realize their product roadmap.

• The new recruiter’s onboarding was swift allowing them to take over the processes within a few days of starting.