Case Study: Talent Point and Tapdaq


“We came across Talent Point via a recommendation, and we have successfully hired two individuals through them. They have a different process to traditional recruiters, which to some may take some getting used to, but from our perspective it has enabled us to add incredible talent to our team. One of the best aspects of the process is the Campaign Brief, it is an excellent piece of work that provides a real insight into our company, the vision and values we hold, and what a typical day in the job may look like. We are very happy with Talent Point and will be continuing to use them in our future hiring needs.”Nick Reffitt, CTO

Who are Tapdaq?

Tapdaq was formed to help app developers cut through the noise on the iOS App Store or Play Store. They offer a wide suite of publisher-focused tools that allow users to cross-promote apps they’ve developed and have greater control over the placement and content of ads shown within their app.

Why is it a great place to work?
Tapdaq follow the highest coding and engineering standards. Their employees have a voice and collaborate on solving problems with complete visibility of what the business wants to achieve and how they are going to achieve it. They have remained a product company from day one with a keen focus on delivery and offer flexible working for staff.

Four years on, they now have millions of daily active users seeing advertisements served up by their platform and are helping thousands of developers grow, manage and monetise their apps. They have seen some incredible results to date. On average, apps that have switched to Tapdaq have seen a 20% increase in ad revenue.

What issues were they facing in communicating?
Nick was using recruitment agencies to field roles that weren’t truly aligned with employment markets. The recruiters had minimal understanding of Tapdaq’s brand or technology making it hard to successfully engage applicants. The interview process changed from role to role without established timeframes or clearly defined interview criteria in place. Job descriptions were not a priority and reviewed infrequently.

What did Talent Point do to solve this?

Tapdaq needed personalised hiring collateral targeted to in-demand professionals. Talent Point went into real depth around the business and its history including tech stack and product, spending time on site with key stakeholders to understand the culture and shape of the business and the type of professional these would appeal to.

Our first challenge was a Data Scientist role: Tapdaq had never hired for this role before and had only a rough idea of what they wanted based on business requirements. Talent Point established a factual picture of the market for Data Scientists within the assigned budget, a report Tapdaq engaged with and adopted as the basis for shaping both a target hire and the process of selecting them in collaboration with Talent Point.

Talent Point’s Technical Authors then documented all this as a detailed Campaign Brief designed to appeal exclusively to the level and type of Data Scientist Tapdaq were targeting.

Nick and the team were incredibly flexible, open to change and keen to establish a repeatable process for hiring. The only real challenge was managing Nick’s time and availability. Nick had never been asked to commit to interview dates at the beginning of a campaign, but understood that this was purely to allow applicants in roles to managed their own time and prevent dropouts mid-process.

The Results

From an overall pool of 1324 potential applicants, Talent Point spoke with 43 and delivered three profiles on an agreed date that exactly matched the Campaign Brief. All three were interviewed and a hire was made to schedule with Tapdaq receiving full visibility of all those individuals who were not selected. This is an incredibly efficient timeframe for appointing from a complex employment market that many businesses spend upwards of six months navigating to make a hire. End-to-end Talent Point and Tapdaq managed it in four weeks.









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