
OUR PROCESS
Recruitment & Delivery Process
A targeted approach helps keep our delivery on time and budget but our operational cost lean.
Technical staffing can be a complex challenge, especially when recruiting teams lack technical expertise. This often results in a high volume of subpar candidates being sent to hiring managers, relying on the inefficient "selection by exhaustion" method to fulfill requirements.
At Scalar Solutions, we have refined our staffing process over the years by implementing automated pipelines and AI-based recruitment tools to source high-quality candidates for our talent pool. Our recruitment and delivery teams collaborate closely with our in-house technical consultants to thoroughly analyze client requirements and identify the most suitable candidates from our curated talent pool.
By removing non-technical touchpoints from our workflow, we ensure that the right resources are matched to meet our clients' specific needs, enhancing efficiency and satisfaction.
Our Process
Discovery Call: The first step is a discovery call with one of our Principal Consultants. We review the technical requirement scope and understand the picture and goal of the project and KPIs, which will define the engagement success.
Requirement Draft and Signoff: At this point, we formalize the requirement based on the Discovery Call and return it to the client for approval. This step is completed within the same day of the discovery call with the client.
Recruitment Process: After the requirement signoff, the Account Manager reached out to our Tier-1 network of professionals who have collaborated with us in the past project or referrals looking for a new assignment. The Tier-2 network consists of professionals who are currently active on our internal social network and looking for a new position. Once the potential candidates are identified, they go through personal and technical, including live programming with the Principal Consultants and domain SMEs.
Interview: Top candidates are shared with clients' hiring managers for further steps in the interview process. Benchmark: We benchmark 48-72 hours to share qualified profiles with our clients.
Delivery: Once the client's hiring managers finalize the candidate to be onboarded on the project, they go through background and reference checks, drug tests if requested by the client. The contractor is on-boarded with Scalar on W-2. An Account Manager is assigned who works closely with the client's manager on the contractor's performance during the life cycle of the engagement.
Engagement: During the length of the project, the client also has free access to our knowledge base, case studies, and industry insights, along with free sessions with our Principal Consultant and Domain Related SME for project-related consultation. The company's Principals and Senior SMEs have a few decades of implementing complex solutions to various clients.
Hiring Manager FAQs
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We follow up with both the client and the candidate to gauge performance, satisfaction, and any challenges. Metrics like on-the-job performance, project milestones, and hiring manager feedback help us measure success and continually refine our approach.
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We believe in ongoing partnership. After a successful placement, our team remains available for any support needed—whether that’s addressing performance concerns, discussing extensions or conversions, or helping manage any new requirements that emerge. We view our role as a trusted advisor for all your future staffing needs.
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Our Principal Consultants and SMEs come from hands-on technical backgrounds, with years of domain-specific experience. During the discovery phase, they engage deeply with your team to ensure they grasp the technical landscape, project scope, and critical success factors. This ensures we’re on the same page before we even begin sourcing.
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While budget is always a concern, investing in a dedicated technical staffing partner can ultimately save you time and money. Our streamlined process reduces the risk and cost of bad hires, shortens time-to-fill, and frees your internal teams to focus on strategic initiatives. By preventing lengthy vacancies and lost productivity, our services often pay for themselves in the long run. Our simple flat placement fee structure keeps the placement cost under budget.
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We do not have non-technical touchpoints to recruit technical candidates. Based on the discovery calls with the client hiring manager, the candidates are through our internal network and existing funnel. The selected candidates speak directly to our internal Technical Solution SME who have decades of experience in those relevant skills and domains. Our recruiters are only involved in sourcing, initial screening, scheduling interviews, and following up with the candidate.
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Before we provide the candidate for an interview we first understand the high level of the project and technical details of the project on our discovery call. These calls are led by our Principal Consultants or SMEs from our Consulting team who have decades of experience in carrying out similar technical projects. This step lays a solid foundation for our downstream process in the workflow.
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We have a strong pipeline of supply that is built using AI-based platforms and Automation which could be scaled upon demand.
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Our candidates undergo a thorough and rigorous selection process to ensure high performance. However, if a candidate does not meet performance expectations, we offer a replacement at no additional cost.
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We take compliance seriously. Our staffing process adheres to all relevant labor laws, industry standards, and best practices. From background checks and drug screenings to comprehensive documentation and contract management, we handle the administrative tasks so you remain compliant and focused on your business. Additionally, our dedicated support team is always available to address any concerns throughout the duration of the assignment.