Large Health Insurer With Aggressive IT Hiring Needs Turns to Motion

Background

The client is the largest non-profit health insurer in one of the most populous U.S. states. The organization provides a wide variety of insurance to approximately 1.5 million members. Over their more than 20-year history, they have realized sustained growth due to their commitment to providing access to healthcare to those in their communities who might otherwise go unserved. Their top priorities are the well-being of their members, aligning their goals with those of the healthcare providers, and offering their employees a supportive workplace.

Challenge

This organization has a significant need for IT talent proficient in Salesforce, Pega, and MuleSoft – three of the most highly demanded skillsets. To fulfill their needs for talent the client had been relying on high-priced contractors. To reduce their costs, they wanted to phase out some of the expensive contractors by hiring full-time employees. Their anticipated rate of growth was going to fuel strong demand for talent with the needed skills. With plans in the coming year to hire 25 new full-time employees, they would need a partner who could help with candidate pipelining and screening.

Their intent for these 25 new hires was to first fill senior- to mid-level positions then hire for more junior positions. Given the high demand and the shortage of people with the desired skillsets, the firm was open to hiring candidates with H-1B status.

The firm’s internal resources would be stretched too thin to make their aggressive hiring goals if they took on the task of talent sourcing for these hard-to-find people. One of their Vice Presidents thought highly of Motion and believed using their experience and methods to source candidates would be an effective approach. They would rely on Motion to supply a team to support their internal recruiting staff by creating a pipeline of pre-qualified candidates.

Solution

During the initial meeting at the client’s headquarters, the client decided to use Motion's Rapid Scale Hiring Model. Using one selected approach of this model, Motion identifies qualified candidates, then the primary recruiter conducts high-level screening and submits pre-qualified candidates to the client’s hiring manager for a more thorough assessment. The Motion “source and candidate selection” team relies on four dedicated offshore recruiters and one onshore recruiter.

The success-based fee structure includes a flat monthly fee along with a fixed cost per placement. Using this model will ultimately save the client thousands of dollars in fees compared to typical agency placement fees. SLAs stipulate the number of daily submittals. Weekly review meetings use a customized report to examine the current candidate funnel and each candidate’s status. The team takes any feedback received from the client and tweaks processes accordingly.

Results

With Motion handling the sourcing and screening tasks, the client’s Talent Acquisition team was able to prove to the business they were able to handle the large volume of candidate flow that was needed. This not only improved the TA’s effectiveness but it enhanced their credibility with their internal customers. Ultimately, as the Motion team garners deeper insights into the client’s HR processes, they will offer recommendations and processes to improve the organization’s business agility.

The client is pleased with the results:

Outsourcing the sourcing and screening to Motion has INCREASED SPEED-TO-HIRE for the client
The client is experiencing 60% IN COST SAVINGS over what this effort would cost under a typical agency arrangement – savings that translate into thousands of dollars.
Attempting this effort internally would have required the client to significantly expand their HR personnel, again increasing their costs by thousands of dollars.
The client’s internal talent acquisition team can spend their time more productively working in direct support of their hiring managers, rather than the countless hours of deep-dive sourcing and screening of hundreds of prospects to yield only a handful of high-quality candidates.