Today, every company is in a race to reap the benefits of remote talent. LinkedIn is going fully remote. Shopify and Spotify announced they would allow their people to work from anywhere (WFA). Other tech giants, including Twitter, Dropbox, and others, determined that WFA was here to stay.
Intelligent Talent Clouds transform how companies source, vet, hire and manage people.
Companies can access a planetary pool of engineers and tap into hundreds of thousands of untapped Silicon Valley-calibre developers to increase their development velocity. Companies also win on talent retention as our data shows that churn is lower for remote developers. On top of all that, there are significant cost savings. Many engineering managers tell us that as work culture has evolved, remote-distributed teams are better positioned for success. This perspective was not mainstream pre-pandemic.
Remote is hard
As a VP of engineering, how will you build a global pipeline to find the best developers? As the head of technology in a startup, how would you source the top engineers in Brazil, Argentina, Ghana, India, or Vietnam? How are you going to vet all of those remote developers efficiently? Especially when you don’t see a Stanford or Berkeley in their educational background and a Google or Meta (formerly Facebook) in their work experience.
There are incredible people globally, but vetting them takes time and effort. Engineering leaders spend up to 40 per cent of their time hiring new people. Think of what you can do with the time you save if you don’t have to spend those hours interviewing developers.
Even after finding the perfect remote developer, many questions are to be answered. For example, how do you track productivity? How do you handle payroll? What about foreign taxes? And what do you do about all the different time zones?
The old way of using headhunters, staffing companies, or posting on job boards and reviewing thousands of applicants is no longer efficient. Except for job boards, these solutions don’t have a global reach. Nor are they capable of doing any specialised vetting of engineers. And if you post an opening on an old-school job board, you’re inundated with tons and tons of resume spam more often than not.
Headhunters don’t scale
While a headhunter might work great for filling a single high-end position, you’d need an army of headhunters distributed worldwide to fill 30 open positions. Further, while a headhunter might be good for helping you find a single, elusive specialist, they can’t offer unbiased vetting, nor will they help with all the other complex issues you’ll face when bringing someone from far away onto your team.
Recruiting marketplaces are hit, or miss in quality
Marketplaces attract more “nights and weekends” hobbyist developers. Additionally, gig-oriented people may not provide companies with the continuity required to build complex products. One of the critical challenges we hear from engineering leaders is they may have to interview up to 30 developers to make a single hire with many marketplaces. Intelligent Talent Clouds solve these problems.
IT service companies don’t have quality developers
Engagement models of traditional IT service companies are rigid and opaque. They find local talent from one city like Bangalore or Shanghai but cannot leverage the global remote talent pool. When companies choose IT service companies, they aren’t gaining access to international talent; they’re just adding another remote office.
Benefits of Intelligent Talent Clouds
Increased hiring velocity
It takes a hiring process that typically requires months and shortens it to two days, often on the same day, for many roles.
Reduced time interviewing
Companies save over 50 hours per hire on interviewing when they source employees via an Intelligent Talent Cloud.
Higher employee retention
It also has excellent retention.
AI-driven vetting removes bias while validating skills and seniority
We’ve all heard that diverse teams outperform. The problem is that when a person is involved in the hiring process, even an unconscious bias can skew who gets an offer. By removing people from much of the equation, ITCs help eliminates this problem. For example, at Turing, our advanced vetting engine evaluates and creates an in-depth profile for every engineer.
We evaluate developers for technical skills like CS foundations, systems design, specific tech stacks, and coding and soft skills like communication proficiency, ownership, and leadership. Our systems also automatically assess the seniority level of the developer.
When evaluating their coding skills, we record their coding evaluation session on Turing’s platform, so you can see a developer’s coding performance replayed.
Deep matching algorithms
In an Intelligent Talent Cloud, matching engines should index deep individual profiles and rank the best candidates in the world in terms of fit for your specific job. You don’t have to spend time interviewing a lot of people. Recommendations should deliver matches with very high precision. Operating at a global scale helps. It’s easier to find the right person when choosing from a pool of hundreds of thousands and not the 30 people who happened to apply for the job.
Turing’s intelligent matching algorithm uses deep, end-to-end data about the job requirements and the developer’s skillset. It leverages signals from our vetting engine and actual on-the-job performance data to make granular matches.
Eliminate the complexity
After the match, a truly Intelligent Talent Cloud should make remote team management easy, compliant, and secure, mainly by abstracting away the complexity of managing distributed teams. This simplification includes payment and payroll compliance, global taxation requirements, security, and handling the communication challenges that previously plagued distributed teams working across different time zones.
Democratise opportunity
We believe there is an incredible number of exceptional candidates worldwide. When you widen your recruiting radius beyond the Bay Area, you accelerate your company’s velocity and work with top-tier people for a fraction of the cost. Intelligent Talent Clouds make defaulting to a remote-first paradigm a simple, fast, and cost-effective decision for any corporate leader.
I predict that we will see many more intelligent Talent Clouds for numerous other industries. Beyond the fact that they simplify many of the most challenging aspects of scaling a company or growing an enterprise, the remote-first paradigm is inherently positive.
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