HOW WE HELPED
Table stakes for any supply-demand constrained market is compensation, and nothing can make up for below-market compensation. Accordingly, coming out of 2021, Pinnacle proactively raised compensation across the board by 10%-15% for both IT talent and internal recruiters. We then added resources to our dedicated recruiting team to account for the higher volumes and additional recruiting effort that was required given market dynamics.
Next, we spent significant time educating hiring managers on the importance of selling their technology stacks to potential candidates. Sr. level candidates are significantly more interested in a cutting edge tech stack than an employer brand. In particular, sr. level candidates are highly focused on opportunities for mobile, java, and python development, angular and react frameworks, and cloud engineering.
Finally, we transitioned our team to a more cultivation-oriented style of recruiting. We adopted the practices of an internal company HR team by emphasizing the client’s overall business strategy, it’s work style, return-to-work rationale, and most importantly, its culture. While this required extra time, the improvements we experienced in our performance metrics were well worth the investment.
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