As companies grow, hiring the right talent quickly becomes one of the biggest challenges they face. This is especially true for startups in the fast-paced world of SaaS, where every hire can make or break momentum. Hopskip, a company expanding rapidly in both its sales and product functions, found itself at this crossroads. Despite their best efforts, they struggled to hire high-performing talent quickly enough to meet their growth goals. That’s when they decided to partner with SaaS Talent to solve this problem.
In this case study, we’ll dive into how SaaS Talent helped Hopskip overcome its hiring bottleneck, driving efficiency, increasing revenue, and supporting long-term innovation.
Hopskip’s leadership team was in a tight spot. As they expanded, they needed to grow their team, especially in sales and product roles. However, they found that traditional recruiting methods weren’t cutting it. Posting job ads and relying on internal referrals simply weren’t fast enough to keep up with their growth.
At the same time, the process was difficult. The recruiter was posting jobs, collecting applicants, and sending over candidates, without much screening or support. This “spray and pray” approach resulted in a lot of noise, making the hiring process more cumbersome rather than easier.
Naturally, Hopskip was skeptical about working with another recruiter. But, seeing no other viable option, they decided to give SaaS Talent a try with just one role.
Unlike traditional recruiting firms, SaaS Talent doesn’t simply source resumes and forward them to clients. Instead, they embed themselves as a strategic partner, understanding each client’s business goals, hiring needs, and company culture.
For Hopskip, SaaS Talent worked closely with their leadership team to gain an in-depth understanding of their business model and expansion strategy. This was key. SaaS Talent’s approach focused on speed, precision, and strategic alignment, ensuring that every hire wasn’t just a good fit, but a perfect match for Hopskip’s long-term vision.
SaaS Talent’s process begins with a deep dive into the specifics of what the client is looking for in a candidate. They don’t just ask for a job description; they aim to understand the person behind the role. What’s the right personality? What skills and experiences should they have? What type of mindset is best suited for the role? This is all part of creating an Ideal Candidate Profile (ICP).
Once the ICP is established, SaaS Talent immediately assigns dedicated recruiters to search for individuals who match the profile. These recruiters don’t just scrape job boards for resumes. They actively hunt for the best talent, targeting individuals who meet the client’s precise requirements.
Here’s how it works:
Instead of overwhelming their clients with a list of unvetted candidates, SaaS Talent only presents the top 3 candidates who match the role and company culture. This streamlined process saves time, cuts through the noise, and ensures that only the highest-quality candidates are considered.
By partnering with SaaS Talent, Hopskip saw significant improvements in several areas of its business:
SaaS Talent placed eight key hires for Hopskip, including:
These new hires played an instrumental role in driving revenue. The BDRs and AEs exceeded their quotas ahead of schedule, helping build a strong pipeline and generate new revenue. The Product Manager quickly contributed by building features that improved customer retention, further driving expansion.
With more hires on the way, including a customer support operations leader and potentially a software engineer, Hopskip’s team is poised to continue scaling and innovating.
Before SaaS Talent’s involvement, Hopskip’s leadership spent an excessive amount of time reviewing resumes and interviewing candidates who were not qualified. By using a more targeted, strategic approach, SaaS Talent presented only high-quality candidates, reducing the time spent on hiring. This allowed the leadership team to focus on what really mattered: running their business.
SaaS Talent didn’t just stop at recruitment. They provided strategic insights to Hopskip’s leadership team, helping them rethink their approach to talent acquisition. Michael Bertoni, Founder & CEO of SaaS Talent, worked closely with Hopskip’s leadership team to identify potential strategic partners and offered growth-focused advice.
This support extended beyond hiring, helping Hopskip think long-term about building a team that would drive sustainable innovation and success.
Greg Leizerowicz, CTO & Co-Founder of Hopskip, had this to say about the partnership:
“(...) There’s no way we would have been able to successfully add five new employees in a short time without SaaS Talent’s expertise and quality screening process. Mike’s understanding of our business has connected us with high-quality partners and talent who truly get where we are and where we’re going. (...)”
The partnership between Hopskip and SaaS Talent is a perfect example of how a tailored, strategic approach to recruitment can drive revenue, efficiency, and innovation. By focusing on precision and aligning each hire with the company’s long-term goals, SaaS Talent was able to provide Hopskip with high-performing team members who not only hit the ground running but also contributed to the company’s ongoing success.
For companies like Hopskip looking to scale quickly and efficiently, working with a strategic recruiting partner like SaaS Talent can make all the difference. If you’re ready to take your hiring process to the next level and build a team that will drive your company forward, it might be time to connect with SaaS Talent.
Ready to scale your team with precision and speed? Let’s connect.
Connect with Michael C. Bertoni on LinkedIn. If you would like to learn more about how SaaS Talent can help you scale your business, set up a Free Strategy Session with us by clicking here, or set up a meeting using the calendar below.