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Problem faced
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Implementation
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Adjustment made
Results
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WRITTEN BY
alex
Alex YangBrix's CEO

Scaling Success: How to Grow Your Engineering Team Like Final Round AI in Just 60 Days

100%AI autopilot
17Successfully filled all positions
$5-6kThe average team cost per member
1000+Candidate submissions per role

Scaling a remote engineering team rapidly is a formidable challenge, especially for a startup experiencing explosive user growth. This case study explores how Brix helped a fast-growing tech company expand its engineering team from zero to twenty members in just two months.

Key Tips

The strategies and insights shared here are designed to capture attention and provide actionable steps for startups aiming for similar success.

01
Iterate Ideal Candidate Profiles:Continuously refine your candidate criteria.
02
Automate Interviews:Implement an automated interview pipeline.
03
Leverage Employee Insights:Target candidates with similar industry experience and ambitious achievements.
04
Focus on High-Profile Companies:Recruit from well-known companies.
05
Enhance Employer Branding:Use engaging content and highlight company achievements.
06
Implement Referral Programs:Encourage employee referrals.
07
Optimize Recruitment Channels:Use A/B testing to find effective channels.
08
Data-Driven Adjustments:Continuously refine criteria based on recruitment data.

Problem Faced

THE RISK

The rapid pace and intense schedule meant that hiring mistakes could be costly, emphasizing the need for precision and speed in the recruitment process.

01Core Challenge

Ensuring culture fit within a demanding work environment.

02User Base Surge

Over 1 million new users in three months, necessitating a rapid team expansion.

03Trust Deficit

As a startup, the company lacked strong employer branding, making it tough to attract top-tier talent.

Solution by Brix

01Research on Talent Map
  • Quick Iteration of Ideal Candidate Profile (ICP): Identifying the right candidates swiftly through continuous iterations.
  • Automated Interview Pipeline: Creating an efficient, automated process to manage the high volume of interviews and ensure quality hires.
02Insights from Existing Employees
  • Preferred candidates were those with ambitious achievements who had built products beyond their scope.
  • While top school graduates were ideal, sourcing similar talent from the global market became essential.
  • High retention rates were linked to employees with similar industrial experiences.
03Action Steps
  • Mapping candidates with backgrounds in fast-growing environments and strong consumer product expertise.
  • Targeting potential hires from high-profile companies like TikTok and Timu for the final interview rounds.

Implementation

Candidate Mapping and Interviews

With the goal of hiring 17 engineers quickly, Brix provided a buffer by sourcing 5-10 qualified engineers per position. Ensuring the first 5 hires were top-notch, we conducted 90-minute coding interviews featuring challenging algorithm questions.

Automatic Hiring Pipeline

Emphasizing candidates’ educational background, company experience, and work history to identify the smartest talents who could thrive in the startup environment.

Employer Branding

Enhancing employer branding to attract top talent. Leveraging the company’s remote hiring model and recent seed funding to build credibility. Showcasing the CEO’s mission and values through engaging interview videos to attract like-minded individuals.

Working progress

Video Engagement

The video clips garnered around 50k impressions through social media and community shares.

Application Funnel

Over 50 applications per role were received, with 20% passing the interviews.

Screening Process

Only 5 candidates per role passed the initial screening, with 1-2 reaching the final criteria ranking round.

Initial Hires

30% of positions were filled initially. Insights led to adjustments in the ICP and recruitment strategy.

Attendance Rates

Lower attendance from TikTok talent.

Experience Relevance

Community candidates had lower acceptance rates due to less relevant experience.

Referral Success

Direct referrals proved more effective than platform-based recruitment.

Adjustments made

01Referral Program: Implemented a referral program targeting candidates who watched the full video, encouraging them to recommend peers.
02Criteria Refinement: Adjusted criteria to favor candidates from three specific companies, streamlining their interview process.
03Channel Optimization: Increased focus on tech communities and broadened distribution channels.

Results

01
Team Expansion
Successfully filled all 17 positions with candidates from leading tech companies like TikTok and Meta, each averaging 5 years of experience.
02
Cost Efficiency
The average team cost was $5k-$6k per member, with 65% of hires accepting a salary reduction of over 25%.
03
High Engagement
The video post achieved over 50k impressions and attracted more than 1000 submissions per role.

Lessons learned

01
Precision in ICP
Establishing a clear Ideal Candidate Profile and a robust interview pipeline is more crucial than merely finding applicants.
02
Data-Driven Adjustments
Start with key roles, derive the ICP from data insights, and continuously refine criteria and weighting.
01
Strategic Distribution
Begin with A/B testing in distribution channels before scaling up.
02
Early Branding
Initiate employer branding efforts early, as these conversations significantly impact hiring success.
This case study showcases how strategic planning, data-driven insights, and compelling employer branding can rapidly and effectively scale an engineering team. By sharing these insights, Brix aims to inspire and guide other startups in overcoming similar challenges and achieving their growth objectives.
Want to turbocharge your team growth like this? Connect with Brix today to discover how our tailored solutions can help you achieve your hiring goals efficiently and effectively.
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