Speed is often associated with youth, small size, simple structure. Startups are expected to react instantly, unlike companies of ten thousands employees. But this is often an illusion.

There were many cases in my experience that prove, that speed depends neither on size nor on the maturity of a company.

 

The first story. There is one well-known corporation in the country, with about 10 thousand employees. I’ve long wanted to work for them, until one day one of my successfully placed candidates proposed to introduce me to the company.

After a couple of days I get a phone call. I was reached by the CFO of the corporation: "Kostiantyn, you were recommended to me. I would like to meet you. When could you possibly come? " "In an hour", I replied.

I arrive. There is a typical conversation of two equal partners about projects and experiences. In about twenty minutes, she says: "Everything is clear. We will now meet with the CEO." The meeting is arranged immediately. No excessive pathos and formalities - he's wearing jeans. Two hours talk about history, war (not yet ours at the time), and about the future tasks.

I am to search for one of the directors. Again, I get direct and clear answers to my direct questions – why the experience of one or the other candidate in the pipeline does not satisfy the company etc.

Next day at 8.30 am there comes a call from the CEO: "I am ready to work with you. When could you to come? " In 40 minutes the contract was already signed…


The project itself took less than a month. The second candidate was already 70% match, and the third candidate was approved by the CEO while I was going to my car after the meeting.

The payment was effected in the same style. 40 minutes’ drive to their office, documents printed out, signed. By the time I returned to my office the money was already in the account of my company.

 

The second story. It's about a fin-tech company with 100+ people. Cryptocurrency business. We've known the CEO for a long time by a common sport activity. He is young, advanced, and agile.

Question after a sport game: «You have a recruitment business, right? We need a professional. We searched by ourselves, not very successfully. Can you help?"

We meet the next day. Several hours of frank talk about business, company, vision, values, issues of the position. Within the next two days, the contract was signed, prepayment received, the search begun. Meetings with a pool of candidates have been held within a short period of time. Case, close to the company's issues, helped to choose from the two finalists. The candidate placed, now effective in her job.

 

The third story. A large international FMCG company. Previous experience with such companies tells about the high degree of inertia. Tender, procurement procedures, bargaining about "two hryvnia". Contract, lawyers, editing contract and agreeing on changes. The candidate is required "yesterday". But a project can start in two months…
Our client looks very much like described above. But the HRD is a professional who needs result. Result is needed for her, for her company, which is for the business.

As a result, our cooperation is quick, approaches flexible. Within three to four days we agree on the contract and tasks, get the selection process planned. Necessary adaptions of a potential candidates remuneration package are made to meet the market situation And all this despite the fact that the headquarters in Europe has to confirm every step. The bulky system is adopted and accelerated, because this is required by the situation!

 

The fourth story. We get an assignment from the representative office head of an international company. They need a finance professional. Interview dates with potential candidates were set during our very first meeting, when the assignment was rendered. Without a rush, but with German punctuality. As a result, we effectively work within the defined schedule, the client, understanding the dynamics of the process, expects for the predefined results. Planning and speed!

 

And now – a bad case. A small e-commerce project. 5 years on the market, rather successful. An urgent assignment. Quickly arranged first meeting. The project looks promising.


The second meeting was missed by the CEO/ owner – he forgot about it… During the third meeting, we at last managed to agree on the basics. Terms and conditions agreed, contract and invoice issued. They are fill out/confirm the candidate’s profile, position description, sign the contract and make the prepayment. And.. Nothing happens during the next three weeks. As a result, I have no client, they lost me as a partner. Frustration.

 


Speed is vital. It is candidates’ market now. Therefore, the employers, who are agile and quick to make decisions get their best fit professionals, engaged and motivated.
Those who preach “Let’s see some more candidates” approach get either nobody or have to do with the candidates, matching neither company goals nor the culture.