Hiring philosophy at Egnyte
Their aim is to build a team that possesses strong skill-set and aligns with the company’s overall mission & vision. An ideal candidate is one who has excellent command over the skill set and who can prove their practical knowledge.
Hiring Method used
The recruitment process for each role is slightly different. For most technical roles, the shortlisting is done by the recruiters in collaboration with the hiring managers. Post that they have a screening round and a few technical rounds. The offers are then rolled out after careful deliberation.
Major challenges
Here are the challenges Egnyte’s hiring team faced before they started using Cutshort:
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Quality of talent:
It was difficult to find quality talent who could clear their interview rounds. The number of candidates being dropped off at each round was very high. This made the recruitment process super lengthy. -
Lack of active job seekers’ pool:
Many profiles they found on platforms like Naukri and LinkedIn were not active job seekers, increasing their effort in finding relevant folks.
How Cutshort helped Egnyte ramp up their hiring?
Within their short stint of less than 2 months with Cutshort, Egnyte extended 7 offers. And this is them just getting started! Here is what made Prasanth’s(Recruitment Manager at Egnyte) search for the ‘right’ candidate easier at Cutshort:
Easy discovery of top-notch tech talent pool
They found the talent pool’s quality here to be high and relevant to their requirements. To top it, the ‘Quality Grader’ by Cutshort helped them sort candidates on the basis of quality without them going through each resume.
Finding folks matching their requirements using AI
All they had to do was post their requirement, and the AI automatically showed them a list of matching candidates. This reduced their effort and helped them find such relevant candidates which no manual filtering could have found.
