Four recruitments for Templafy

Templafy is currently one of the fastest growing Danish scale-ups. They are the only company in the world offering a software allowing enterprise companies to secure their brand identity across all documents and presentations in the company. Since it is our specialty helping scale-ups build up sales- and service departments, we contacted the Head of Sales Thomas to have a chat about the possibility of helping them scale the employee side of the business.

Prior to being in Templafy, Thomas helped building Trustpilot’s sales department and as he told us, he went to Templafy to work the same magic there. Up until then, Thomas had done all recruiting work himself but it had turned into a pretty big hassle to juggle both sales management and recruiting. On top of that, Templafy was about to expand their efforts on international markets and therefore needed foreign candidates, living in Denmark. It isn’t an easy task finding Swedish, Norwegian and British talent in Denmark. Summed up, Thomas was willing to meet up with our Match Manager Anne and hear more about Statum and our approach to recruiting and how we utilize technology to ensure a smooth process.

At the initial meeting, Thomas was very concise and sharp about what kind of candidate profile he was looking for in the job as Business Development Representative. Usually Anne has to challenge the picture a company has of their potential employee, but there was nothing to set on Thomas’ description. That enabled Anne to take a quick decision about Templafy being an ideal case.

Thomas and Anne agreed that Statum should deliver one UK candidate and if that went well, we should continue the cooperation and find more foreign candidates.

Anne quickly onboarded Thomas to our platform, developed to support the entire recruitment process, and swiftly thereafter started the search for the best match.

When we start up a process we always begin with a look inside our own candidate pool. We attract a lot of relevant candidates through network and marketing who end up there as potential, idle candidates. It turned out we had a great match in our pool.

Anne contacted the candidate in play and set up a screening interview. The interview went super well and Anne was certain, the candidate would be a match for the position at Templafy.

Just four days after Thomas and Anne’s, Thomas received an email informing him about a new candidate on his Statum profile.

Thomas logged in to see the candidate’s CV and the notes Anne had written down during the interview. Thomas did not hesitate booking a physical interview with the candidate and during the coming two weeks, he had two additional interviews with the candidate. During the process he was able to keep notes on the candidate in our system and see how far he progressed in the process. He could also invite colleagues to the system, if he wanted a second opinion.

Thomas ends up hiring the candidate just three weeks after he met Anne the first time.

Because of the successful process Thomas and Templafy chose to continue the cooperation and during a period of two and a half months, Thomas interviews nine different candidates and end up hiring one Swedish, one Norwegian and two British candidates.