Case Studies

Scorecarding

"I have worked with Protis on hiring IT employees through my tenure with two different employers. I continue to work with Protis today on my IT staffing needs. I have interviewed and hired multiple IT positions through the Protis Team for various technical levels and positions. The ability to access the candidate's qualification, along with a strong partnership in working together, has yielded candidates I have been able to act on quickly and efficiently for my organization. Protis has strengthened my IT departments through the hires I have made at both my previous and current employers where I hired IT professionals.

I look forward to continuing a productive relationship with Protis and recommend Protis to anyone specializing in IT hiring."

Sales Manager / Communications Technologies Company

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New Market Expansion

Banking —
A client banking partner was opening an LPO in a new market in St. Louis, Missouri. The task was to fill 2 Commercial Lender positions, 1 Banking Center Manager and 1 Mortgage Banker.

Protis and the client banking partner entered into an Engaged Agreement to fulfill the project. The first action item was the immediate step of filling the Senior Commercial Lender position. The process of filling this role was necessary prior to the subsequent hiring of the other 3 positions. The recruiting plan was presented with In Market candidates.

An immediate search plan was activated utilizing Protis experienced team of Commercial Banking specialists. The implemented plan included the recruitment of only qualified candidates within a commutable radius. Additionally, the client banking partner wanted to fill the open positions with personnel that had both a chemistry and cultural fit to their organization.

The results of this project speak for themselves. The positions were successfully filled within 3 months of the start of the project. The interview-to-hire ratio was 2.6:1, well below that of industry standards. More importantly, the expectations of the bank were exceeded.

The client banking partner was so pleased with the results of this project, it has continued to turn to Protis for their hiring needs. In fact, Protis has continued to place 5 additional positions with the organization since this project was completed.

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Most Difficult Search Test

Banking —
A new banking client was interested in utilizing Protis' permanent placement services on an engaged assignment basis. Prior to committing to the full scope of their needs, the client bank wanted to test the waters with Protis to judge how Protis would perform under difficult search criteria.

The company is a diversified financial services organization headquartered in the Midwest and holds $95 + billion in assets. A super regional bank, this client presently operates 17 affiliates and nearly 1000 full service banking centers.

The client bank requested that Protis initially work on 8 of their most difficult searches. This project included 5 different titles including, Retail Broker, Commercial Lender, Asset Based Lending, Private Banker and Foreign Exchange positions. As these positions were the bank's most difficult searches, this project would test Protis' capabilities to deliver the talent the bank specified in their requirements.

Protis' banking team began working on the project with an immediate search plan for a geographical area that included Indianapolis, Indiana and Fort Wayne, Indiana.

The project encompassed a 14-week period. Twenty-one interviews resulted in 9 hires, one of which was outside the original scope of the project. One additional hire was made for the 8 open positions because of the high-caliber talent presented. These metrics returned an exceptional interview-to-hire ratio of 2.33:1.

The immediate results netted an additional 7 engaged positions with the client bank. Many of the original candidate's interviewed that were not originally hired in the first engagement were interviewed for these positions. Since this time, Protis has been hired in different geographies for the client bank including a project for 20 positions in Chicago, Illinois, 12 positions in Evansville, Indiana, 5 positions in Louisville, Kentucky and 5 more for Central Ohio for a total of 54 engaged assignments.

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Topgrading

A $15 Billion dollar global food manufacturer based in the Midwest hired Protis to work with the food service and baking divisions of the corporation. The goal of the company was to Topgrade the organization and add a diverse pool of talent within these respective divisions. The client was well informed in regards to the significant impact a diverse workforce could have on the success of the organization.

Protis was retained by the Vice President of Talent and Acquisition to fill 4 roles within the company with a diverse candidate pool of talent. Protis' prior experience and success in providing diverse candidate pools and achievements within food service organizations were the primary keys to Protis securing this project.

Results

The following metrics resulted in the searches for these 4 roles:

Results

• 4 positions filled
• Average timeline for search was 21 days per position
• Interview-to-Hire ratio was 2.5/1
• Positions were filled with a 75% diversity ratio for the candidates

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Ground Up

A parent company of 6 businesses operating independently of one another decided to merge the 6 into one complete business. This endeavor would aid in driving synergy and developing a more effective go-to-market strategy for the organization. The combination of these companies resulted in a New CEO, New Senior Vice President of Sales and Marketing and a New Vice President of Sales.

The newly merged organization was a specialty foods line that focuses on prepared foods for both deli and bakery lines in the grocery category. Most importantly, it was the goal of the newly created corporation to go to market with a branded business.

Protis was retained on the project based on previously successful project work with the Vice President of Sales when he was with a different organization. That previous experience and success won Protis the project work.

Protis was charged with the task of building the retail sales division of the company. This included the entire Account Management and Sales Management Groups on the retail side.

The organization needed to start from ground zero and reconstruct the organization with the positions that included Regional Sales Managers up to Director levels.

Results

• Protis filled 10 positions for the company.
• 28 interviews took place to fill those 10 positions.
• 40% of those positions filled were filled with diverse talent.
• The interview-to-hire ratio was 2.8 to 1.

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