How three different companies are using the Meytier subscription

A quick overview

Companies subscribe to the Meytier platform at different levels depending on the volume of open jobs they have. This starts at either five jobs a month or five jobs a quarter. The subscription cost is flat, companies don’t pay extra when they hire one of our candidates for the current opening or any time in the future. Meytier guarantees a minimum of 2-3 qualified, vetted, interested candidates for every single open role. We also provide hiring and talent analytics, candidate reports, proactive talent mapping, and targeted talent branding. 

Traditional executive search is great for hiring top-level executive talent. For mid-senior level roles though, it misses the mark for several reasons. The talent pool is homogenous, the model is too transactional, but mostly, incentives for both parties are not aligned. Companies are motivated by finding talent that will help them achieve their current business goals and also stay and grow with them, search companies are motivated by closing the role and collecting the outcome fee.

(1) Leadership hiring

A technology services client was struggling to find the talent they needed for key mid-senior level hires, especially in customer facing roles and technology. They were sending out roles to executive search agencies that were expensive and weren’t finding the right talent. When this company began their Meytier subscription, they were able to redirect mid-senior level roles that were going to executive search agencies to us. 

We worked with their hiring managers to understand what kind of talent succeeds with them, what areas they were anticipating growth, and the key barriers that stop them from bringing in new talent. These included a lack of brand recognition and the fact that they had been sourcing from a very finite pool of talent.

Meytier began mapping the talent pool in their locations and key functions. We started an active push strategy to speak with highly relevant mid-senior level talent about their aspirations and goals. We interviewed key leaders at the tech services company about their work, their business goals, and life at the company and shared those interviews with potential talent. This way, when we reached out with a job opportunity, it wouldn’t be the first time this talent had heard of the company. 

The Meytier subscription was able to reduce time to hire for critical roles as well as dramatically reduce how much this company was spending with executive search agencies, cutting spend by over 55%.

(2) Expand to a new location

Meytier worked with a FinTech to help set up a Global Capability Center with the right seed team. They were entering a new location and needed support navigating a new talent market, understanding local employment laws, and building a team to get their new center off the ground. With a short but intense burst of hiring demand, they were able to leverage a Meytier subscription instead of hiring temporary support.

Meytier worked with their team identify key roles that would be required to get their new GCC up and running. These roles included fund managers, fund administration professionals and investor services professionals, among others. We built a pipeline of highly relevant candidates and identified key talent pools for them to tap into in the future. Meytier provided ongoing support and acted as an extension of their team, increasing talent acquisition bandwidth. Our flat-rate model ensured that this surge in hiring demand would not be needlessly expensive. 

Once the GCC was up and running, Meytier helped this FinTech build out a leadership team to continue our work, including hires in HR, Talent Acquisition, IT infrastructure and others. We helped them hire great talent from associate to executive levels, hiring a total of 50+ candidates for a new global center that was operational in just three months.

(3) Evergreen roles

Meytier works with a large financial institution that uses its Meytier subscription to support evergreen roles. These are roles across technology and business banking that they are always hiring for including relationship managers, developers, product managers, and more. Every month, Meytier delivers a curated short slate of qualified, vetted talent for each of these evergreen roles. 

We proactively map the talent market in each of their key locations and engage with talent to gauge interest. We share interviews we have done with leaders from this financial institution, include local talent in our targeted newsletters, and get candidates excited about potential opportunities there. By engaging consistently with talent, we are able to help them shorten their time to hire when a new evergreen role opens up.

If you’d like to learn more about if a Meytier subscription could be right for you or are interested in setting up a pilot to test out the Meytier subscription experience, please reach out.