Grow’s SEA leadership team for Southeast Asia has led the internal talent acquisition team as Coda Payments and successfully hired 200+ people across all departments between 2022 and 2024.
75% of the hiring was across Southeast Asia, and the remainder was spread across the globe, where brand awareness was low.
Sourcing
High reliance on direct applications (90% of the source mix) and time to fill was very high, especially for senior level hiring.
Low Hiring Bar
Quality of talent hired was inconsistent across departments and senior hires did not always fit with the company culture.
Engineering Hiring Gaps
Insufficient pipeline to cater for ambitious engineering hiring needs.
97% Closing Rate
Driving direct sourcing model and referrals led to high close rate. In addition, training of the TA team on trial-closing also contributed to this.
35% Reduction in Time-to-Hire
Process optimization and improved conversions led to significant drop in time to hire metric (from 42 days to 28 on average).
Robust Hiring Process
Developed and launched interviewer training modules and a bar raiser program, elevating interview standards and ensuring consistent evaluation criteria.