F5 Networking
5 Network Advisors hired in 5 months
Read about how we both sourced, headhunted, pre-qualified, screened, and hired 5 network advisors for F5 in just 5 months, including a 2-week onboarding process.
62 KANDIDATER
To ensure the perfect matches for F5, we worked with 62 candidates who were shortlisted through F5’s internal pipeline.
39 Screenings
To ensure that the candidates forwarded to F5 were hyper-relevant matches, as we always aim to deliver, 39 of our candidates were screened via online meetings.
20 JOBINTERVIEWS
Based on the initial processes, the total candidate pool was narrowed down to the top 20 candidates, whom we believed were the best matches for F5, both as a performance company and as a team that values company culture highly.
BACKGROUND
Extra sharp sourcing and screening
You can't mention networking without mentioning F5.
F5 Networking specializes in facilitating unique networking opportunities and educational opportunities that provide leaders with valuable space to discuss challenges and issues that they often struggle to address internally within their own organizations
Since their establishment in 2013, F5 has experienced continuous growth, and with a dynamic team of nearly 50 people, the ambitions are greater than ever.
But how do you recruit the next key talents for a passionate team and a clearly defined company culture?
Our collaboration with F5 had a clear goal: To intensify their recruitment efforts and find top talents ready to negotiate with a range of the country's largest decision-makers from Danish and international companies and organizations.
In our view, the best hires occur when both the company and the employee have matching values. Therefore, it was an essential part of our recruitment process to find candidates who thrive in a high-performance environment and enjoy the challenge of creating value-based relationship-building sales.
With significant ambitions for both competencies and values in its candidates, it was therefore crucial that both screening and sourcing were executed sharply.
Therefore, only ultra-relevant candidates were screened, giving strong indications of being a match with F5's performance expectations and values.
In the screening process, expectation management was particularly central. Both the candidate's and the company's time is precious, so our screening was based on being transparent about competencies, requirements, and ambitions regarding a potential employment.
THE PROCESS
Selective Elimination Process
Throughout the process, we ensured that the candidates presented to F5 were hyper-relevant and demonstrated great dedication and engagement even before their first conversation with the company.
01
Long-term recruitment
A classic pitfall for the sales industry is that candidates drop out during the initial process or make a 'no show.' Both are challenges that can delay the budget framework set for sales figures and result in a rushed fix for future recruitment.
With a structured process where dedicated time was spent on preparation, we purposefully avoided these pitfalls in the process.
02
Dedication & Engagement
Finding the right candidates requires more than just a list of leads. Therefore, we worked diligently to present F5 with a qualified pool of applicants where dedication is a given, and where there was already a high drive and engagement in the role from the candidates even before the job interview.
03
Culture-bearing candidates
F5 has created a work environment with high ceilings and room for both the informal and the professional. Their fundamental mindset is based on the idea that sales should be fun, which permeates their entire team. Therefore, it was also essential that their candidates not only had the skills to fulfill the position but also a value set that matched the company's, ensuring that the candidates would naturally fit into the environment that has deep roots in F5.
A crucial factor for the success of the collaboration with Bedri Consulting is that they have invested time and energy in understanding our company culture and thereby succeeded in recruiting sales candidates for F5 ApS. They act as ambassadors for our future employees and represent our brand, and they have managed to solve a resource-heavy recruitment task for us.
Ronnie Pedersen
Head of Operations & Partner at F5
CONTACT
Find Your Next Top Sellers!
Book a free and non-binding consultation meeting about your recruitment and find out if we are a match.
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