Zenius, the most popular Indonesian E-learning platform, aims to provide innovative learning methods to Indonesian students by providing them with engaging and valuable educational materials. Keeping in mind their mission- "to spark the love of learning in everyone, everywhere, to question everything", team Zenius needed assistance in finding skilled professionals in India for their Frontend and Backend teams. They were looking for Product Managers and heads of their Engineering team who could aid Zenius in accomplishing its vision of "shaping a brighter, more enlightened, cool Indonesia".
Do you want to know how Zenius managed to accomplish this within such a short period?
Let's get started right away!
Zenius' contribution to taking education ahead
The online education platform Zenius was created by Sabda P.S. and Medy Suharta. Zenius, a 2007 startup, seeks to advance scientific knowledge and critical thinking as an accessible means of raising education standards in Indonesia. Zenius is an online learning platform that offers exercises and video content to elementary and senior high school kids. Zenius serves as an excellent alternative to cram classes.
Zenius also offers video content on CDs and DVDs, which may be purchased online or from authorized retailers in the nation's major cities. Loved by its students, Zenius just unveiled a brand-new English-learning website, making it one of the most comprehensive educational platforms in Indonesia.
As Zenius started growing and expanding, it needed to hire profoundly skilled and experienced engineers from India for its technical team. Along with Frontend and Backend engineers, Zenius also wanted to hire candidates for the Product Manager, Head of Engineering, and VP of Engineering positions.
Their budget was not tightly capped, but since Zenius does not have its set-up in India, it was difficult for our team to find candidates who believed and trusted in them. Their other objectives included recruiting candidates who worked in a +-2.5 hours time zone overlap with India and could adjust to remote work culture instantly.
Were we able to resolve these challenges? Let's look at what the results say
Key Highlights
- Team makeup: Frontend, Backend, DevOps, Product Managers, Head of Engineering, VP of Engineering
- Total candidates hired: Nearly 100
- Fastest hire: Within two weeks
- Geographies hired: India (primary), Nigeria
- Average hiring time: 3-8 weeks
- Client headquarters: Indonesia
Top challenges we faced
1. Urgent recruitment for new projects
Zenius was looking to hire candidates on an urgent basis. This created a sense of urgency and pressure to fill the positions quickly.
When recruitment is done in haste, there may not be enough time to properly screen and evaluate candidates, which could result in a poor match between the job requirements and the skills and abilities of the person hired. To make good hiring decisions, we did not rush; rather, we took our time whilst making sure we did not push the deadlines too much.
2. No branch of Zenius in India
It's possible that the company has chosen to focus its resources on other markets where it sees more significant potential for growth, or it may not have had the opportunity to expand into India yet. Regardless, this was the major roadblock in Zenius' recruitment.
3. Candidates' lack of trust in the company
Some people prefer to work with a company with a physical presence in their country, as it can provide a greater sense of security and stability. Companies with a solid local reputation are more likely to be trusted by candidates, as they are perceived as reliable, stable, and committed to the local community. In the case of Zenius, we faced the issue of convincing candidates to work with them. As their operations were not based in India and it resulted in a lack of trust in Zenius’ genuinity.
AllRemote's team right at the rescue of Zenius
1. First hiring for the leadership roles
AllRemote's recruitment team understood that to build Zenius' talent pool, first, it was mandatory to make people's trust in it. Therefore, we targeted the senior positions first. As soon as all the leadership positions were filled, we began the recruitment for the next-level roles. As a result, recruitment ramped up, and all the positions were filled within no time.
2. Strategic sourcing
It was essential to have a clear and well-defined recruitment process in place, with clear guidelines for what steps should be taken and how much time should be allotted for each step. And we did all of it! This helped ensure that recruitment was done thoroughly and systematically, even in the face of urgent needs.
3. Consistency of the recruitment process
A consistent recruitment process is essential for ensuring fairness and objectivity in hiring. To ensure that,
- Our recruitment team used a standardized and systematic approach to attracting, evaluating, and hiring candidates for a company.
- It involved defining and following steps and guidelines that ensure fairness, objectivity, and efficiency in the hiring process. Since there were many open job positions, offers were going out every week.
4. Regular supervision
AllRemote's recruitment team regularly reviewed and updated the recruitment process to ensure that it remained effective and efficient. Additionally, we monitored and tracked the recruitment process results to identify improvement areas and make adjustments as needed. By doing so, we continued to attract the best talent and make the best hires for Zenius.
5. Constant touch with panelists
We assisted the panel from Team Zenius in conducting interviews. Our recruiting team was in constant touch with panelists from Zenius to ensure credibility. The panelists were consistently updated on the progress for the smooth run of the entire recruitment process.
6. Active engagement
Our active engagement in the recruitment process helped us to make the process more effective and efficient. A lot of engagement and pre-onboarding boarding activities were scheduled.
Why Zenius chose AllRemote?
Despite so many recruitment companies out in the market, have you wondered why Zenius chose AllRemote? What made Zenius trust AllRemote to help it hire nearly 100 candidates?
1. AllRemote as the talent advisor for Zenius
As a professional talent advisor, AllRemote provided guidance and support to Zenius in attracting, hiring, and retaining top talent.
- We used our expertise and resources to build a solid and successful engineering team for Zenius.
- Since Zenius had no idea of the Indian employment market, our talent advisors brought their wealth of experience and knowledge to the table to help Zenius make good decisions.
2. Working with AllRemote's recruitment team is easy
To ensure transparency, we assist our clients and keep them informed throughout the hiring process. Our recruitment team worked with their founder and heads of various departments very intimately. Our ultimate goal is client satisfaction, and we will stop at nothing to get there.
3. Fastest hiring
AllRemote's recruitment is quite diverse. We do not wait for one thing to end; instead, we ensure that all things run parallel so that the hiring can be done without wasting time.
4. Creative solutions
Earlier in the recruitment process, our team faced issues convincing candidates to work for Zenius as Zenius has no branch in India. To overcome this, AllRemote's team came up with a creative solution, i.e. to hire for the lead roles first. This helped build candidates' trust in Zenius, and soon after that, we employed around 100 candidates for Zenius.
5. We specialize in recruiting top-tech talent internationally
In the past, our team has successfully assisted organizations like Sleek, CarDekho, and Shiprocket in hiring hundreds of people. Our executive sourcing and recruiting team always meet expectations because of their considerable experience, skills, and talent-mapping abilities.
With hiring nearly 100 engineers for Zenius, it has become our biggest customer yet!
