Tricia Butler, VP of People

When we need additional support we always reach out to Proceso Talent.

Robert Gash, VP of Engineering

Technical recruiting is one of the most difficult problems most leaders will face. Success requires a talent team that does more than simply follow a process of posting jobs and scheduling candidates, but one that thinks critically about the current market and incorporates candidate feedback to improve the process. This is critical to staying ahead of the market as it changes.

I’ve worked with and hired Proceso Talent at a number of different companies to lead technical talent and hiring. She works to understand the culture, iterates quickly on messaging and outreach strategies, and ensures the entire team moves quickly. What sets her apart is you never have to ask for an update, and we don’t drop the ball. She’s one of the only talent leaders that’s consistently delivered or beat hiring timelines even in very difficult circumstances and has done it without sacrificing quality.

It’s hard to understate say how rare that combination is. I’m a huge fan.

Robbie McAlister, Director of Engineering

Proceso Talent is a fabulous partner in recruiting. She developed a framework for identifying, screening, and interviewing candidates that streamlined hiring for many different engineering roles, reducing the time between first contact and offer acceptance from 2 months to 2 weeks. Proceso Talent made it easy for me to be confident in the candidates entering our pipeline by filtering out anyone that wouldn't have been a great technical contributor to our team. The process she outlined had an additional goal to mitigate the effects of implicit bias with a focus on scoring based on "must haves" and "nice to haves" that pushed us away from risky behavior in interviewing and evaluating candidates. I would quickly seek her help in finding great engineers again.