What seamless embedded talent acquisition looks like

Embedded talent acquisition is a growing branch of recruiting strategy that answers many companies’ flexible hiring needs, where they can onboard as many TAs as they want for either a fixed or flexible term. Although many organizations maintain a core in-house recruitment team, there are times when hiring demands accelerate and you need to rapidly expand your recruiting capacity. However, finding an experienced Recruiter takes time and resources. Thanks to embedded recruitment companies like Tribe.xyz you can onboard experienced plug-and-play recruitment consultants that start filling your most urgent roles from Day 1.

But have you ever wondered what great integration of an embedded recruiter at Tribe looks like? We've broken it down for you.

1. Pre-onboarding - What happens before an embedded talent acquisition project starts

Embedded talent acquisition starts before day one. Your embedded recruiter researches the roles you're hiring for and builds talent intelligence against your requirements. With this in hand, the recruiter is able to provide you with some initial suggestions as early as their first week working with you.

At Tribe, we often get to know our clients’ systems and tools before the project even starts. If your ATS or recruiting tools are not familiar to your chosen recruiter, we always have someone in our team who can train them with those specific systems. This way we can hit the ground running on day one.

2. Onboarding - What an embedded recruiter does in the first week

So we start our work with the client way before day one, but what does that first week actually look like? The goal of embedded recruiting is quick immersion and seamless integration into your team. You can skip the lengthy onboarding; your embedded recruiter starts participating in internal team syncs and standups alongside business leaders. While getting access to your tools and systems, your Recruiter does an initial search for your hard-to-fill roles. With this early search, your recruiter has an initial longlist of candidates, ready to be contacted, even before the intake meeting.

At Tribe, we also try to automate repetitive tasks as much as we can. We have created an extensive, AI-driven, Intake Call notetaker, that is able to auto-generate post-intake briefings that are tailored for different types of stakeholders (internal TAs, Hiring Managers, Directors & C-level). On top of this, your recruiter has full access to Tribe’s sourcing tools and candidate database, so they can initiate any search very quickly. These are some of the benefits of having a dedicated embedded recruiter in your talent acquisition strategy, who also has access to the support of the wider Tribe team.

‍3. Understanding the company culture

One of the key elements of getting embedded into our clients’ specific needs is understanding the company culture. This is why in the first weeks you might hear questions from us like “why do people love working for you?” or “what are the key values that your company lives by?”. Particularly within startup environments and organizations facing major structural shifts, these answers aren’t always straightforward, as establishing a strong candidate experience and an Employer Value Proposition (EVP) requires a significant investment of time. But don’t worry, Tribe has experience with companies in every stage of business, and we make sure to find and highlight the right selling points to your candidates.

4. Iteration is key!

Agile isn't just for tech teams anymore. While its roots lie in IT and project management, the Agile Manifesto can also transform recruitment teams and talent acquisition strategy. Key to this transformation in recruitment is "responding to change over following a plan". Frequent iterations and adaptability are a key part of your embedded recruiter's strategy.

How does this work in practice? An experienced embedded recruiter can provide you with an initial list of candidates and discuss their fitness for the role with you as early as the intake meeting. Taking your feedback, your embedded recruiter can then adapt the list, and check it again. And again, as many times as it takes to get you the right fit for the role. With this process, we can quickly come up with the desired profile for the specific role. As experienced recruiters, we're also able to react to new circumstances quickly, like new headcount limitations, changes to your tech stack or a new business strategy. We can empower your recruitment team to be a strategic partner to your business.

‍5. In Data we trust

It wasn’t so long ago that many companies started noticing the importance of data in making recruitment decisions. At Tribe.xyz we have been using data comprehensively from the very beginning. Metrics like conversion rates, time-to-fill, offer acceptance rate, cost-per-hire, and recruitment SLAs are the beating heart of what we do. We use comprehensive reporting tools to track every stage of our process, and harness the power of AI to visualize sophisticated reports on almost any part of your recruitment funnel.

6. Legacy Impact - what happens when the embedded talent acquisition engagement ends

At Tribe.xyz, each of our recruiters knows that as a scalable part of a project, their time with you may be limited, so we know the importance of seamless transitions. Whether we are handing over to another Tribe recruiter, another external partner, or your in-house team, we document our work carefully to ensure nothing is lost. Even if embedded recruiting is only a temporary part of your talent acquisition strategy, our positive impact should be a lasting legacy.

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Want to learn how you can embed recruiting into your talent acquisition strategy? Book a call today to discuss your needs and we can create a custom embedded talent acquisition solution for you.

FAQs

How quickly can an embedded recruiter start working on our roles?‍

Work starts before day one. Your recruiter researches your open roles and gets trained on your ATS during pre-onboarding, so week one goes on searching rather than setup. By the intake meeting they usually have a first longlist to review with you.

What does the first week with an embedded recruiter look like?‍

There's no lengthy onboarding programme. Your recruiter gets access to your tools, joins your internal syncs and standups, and runs a first search on your hardest-to-fill roles.

Will an embedded recruiter work in our ATS or their own systems?‍

Yours. If your chosen recruiter isn't already familiar with your ATS or sourcing tools, someone on the Tribe team trains them before the project starts.

Do we need a finished EVP before an embedded recruiter can pitch our roles?‍

No. Working out why people join and stay is part of what your recruiter does in the first few weeks, which is why they'll ask what your company values are and why people like working there. Startups and companies going through structural change rarely have a settled answer, and we build the pitch from what's true today.

What happens to our hiring when the engagement ends?‍

Search strings, candidate pipelines and process documentation all get handed over and documented. That applies whether the handover goes to your in-house team, another Tribe recruiter, or a different external partner.

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