42% of qualified applications: Stanley Field transforms its IT recruitment

The challenge: recruiting qualified Fullstack developers in a saturated market

Since its creation in 2018, Stanley Field has supported its clients in their digital transformation, by placing human expertise at the heart of its promise. But when the company opens a position as a senior Fullstack developer, the reality of traditional job boards is unsatisfactory. Despite the wide distribution of their ads, qualified candidates are rare. The HR department spends a considerable amount of time sorting through unsuitable resumes. Technical managers, on the other hand, struggle to create coherent shortlists. The result: recruitment deadlines are getting longer, and the candidate experience is disintegrating.

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Objective: Finding expert, available and motivated profiles to join high-impact e-health projects was becoming a real headache.

To increase efficiency, Stanley Field has set three clear goals for the HR team:

• Increase the share of qualified applications for complex tech positions
• Reduce the time spent sorting and pre-selecting resumes
• Improving the company's visibility among rare but passive talents

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The solution: combining precise targeting and intelligent prequalification

In order to broaden the audience beyond just candidates in active search, Stanley Field used two tools from the Seeqle suite:

• the Attract Agent, to automatically distribute its Fullstack developer offers on the right channels (including social networks such as Meta and job sites) by precisely targeting profiles corresponding to the required skills
• the Match Agent, to allow automatic pre-selection, using the AI integrated into the tool, which enriches applications upon receipt and facilitates the rapid identification of the best profiles, based on objective criteria (technical skills and soft skills)

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The results:

In just two months, the campaign launched by Stanley Field with Seeqle generated results that exceeded market standards:

• 714 applications received in record time
• 42% of qualified applications
• Shortlist of relevant candidates in just 15 days

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Through the combination of various channels, the company has succeeded in reaching both current developers, open to new opportunities, and those in active search.

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HR and business impact

For Stanley Field's HR teams, the impact was immediate: a substantial saving of time on pre-selection and a simplification of the sorting work beforehand. The Match Agent acted as a real co-pilot, by allowing a quick and reliable overview of the quality of applications.

On the side of operational managers, recruitment processes have been shortened. They were able to quickly meet profiles aligned with their technical and human requirements. This step, saved on project planning, directly contributed to accelerating production on critical missions.

Finally, candidates benefitted from a smoother experience, with faster contacts and a better match between their aspirations and the positions offered.

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And after?

The objective for the rest of the collaboration is to extend the use of the solution to other IT recruitments:

• Extension of the Seeqle approach to other technical profiles such as project managers, DevOps experts or even senior developers
• Further integration of the Match Agent into Stanley Field's internal ATS, in order to be able to systematically benefit from the advantages of the solution and optimize the use of candidate data, especially for recruitments requiring a rapid increase in candidate volumes.

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Key figures

• 714 applications received in 2 months
• 42% of qualified resumes
• 1,351,000 ad views
• 1,400 clicks generated

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Conclusion

Thanks to Seeqle, Stanley Field has taken its technical recruitment strategy to a new level. By combining targeted distribution and intelligent prequalification, the company has gained in agility, responsiveness and quality. The challenge of capturing the attention of the best tech talent, even passive ones, has paid off. The Seeqle suite has not only made it possible to recruit better: it has transformed the way of recruiting, by putting each stakeholder (HR, manager, candidate) at the center of the process.

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