Making 2 hires in two months as a remote-first start-up

High-skilled engineers and quality profiles

The first thing that stood out for us as we started using cord was candidate quality. Once I started personalising and using the features at hand when running searches, I instantly came across highly skilled engineers who could be a potential match for our roles. Candidate engagement was also high as we were experiencing a high response rate of 40-50% on average. Sourcing at speed

As a software developer, my time is precious and the fact that only have to spend a small section of my time on a daily basis searching for and shortlisting candidates is truly useful. Previously, I could spend most of my day reaching out to people without hearing back from them. What I really enjoy about cord is that it optimises tech recruitment by minimising the amount of effort I have to put in in order to find highly skilled engineers.

cord also shapes user experience ‘from within’ by guiding users towards an optimal use of the product in order to maximise return. An example would be the message templates featured with the tool - I hadn’t expected to use automated messages, but after setting up my own custom template, I found it to be a more efficient strategy to reach out to engineers saved in my searches. cord allows you to personalise the content of your outreach based on candidates’ skills and information - the process is automated by the tool which also sends follow-up messages. Targeting the right people

Our team is made up of 13 different nationalities and we work fully remotely across various locations. Our hiring strategy is centred around candidate quality over quantity. This requires us to search for engineers with very specific sets of technical skills to match our needs as well as people who are able to work fully remotely. cord’s remote work filter narrows the scope of my searches, ensuring anyone we speak to is compatible with our remote-first policy.

Another feature that stood out to us was the option to search for candidates from underrepresented groups. Diversity within a team provides added value and I was happy to discover filters allowing me to view candidates from underrepresented groups. For instance, this really encouraged me to engage with female developers while I’m sourcing for our Tech roles, preemptively tackling a gender-imbalance issue. Great ROI, honest & fair cost

The ROI with cord speaks for itself - its added value is huge. Working with headhunters and recruitment agencies will cost around 15% of a candidate's annual salary. We paid for a subscription to cord for two months through the startup package and made 2 hires.