Mars Wrigley – FMCG

Filling a key data
vacancy in 16 business
days

“Uptimal filled a key position within just 16 days. They went above and beyond to source the right
candidate for us.”

THE CHALLENGE

Mars wanted to improve their Data Governance and Discovery process by implementing a Data Catalog solution across their extensive list of Data Sources. To do so, they needed to onboard an individual contributor with extensive experience working with a very specific technology – Informatica EDC (enterprise data catalog) . In addition to the technical skills required, they also needed someone who was results-driven, an enticing communicator and particularly gifted at building long-term and trusting relationships.

DISCIPLINES

Headhunting, Technical screening

TIMELINE

Agility is key

Day 1
Role Brief with the Hiring Manager

Day 3
Uptimal’s sourcing stage

Day 4
Soft skills Uptimals’ screening

Day 5
Technical skills Uptimals’ screening

Day 6
2 profiles shared with the Hiring Manager

Day 15
Both candidates passed all interviews

Day 16
Mars sent offer to one candidate and he accepted

OUR APPROACH

Technical screening
made by Engineers

Uptimal were brought to source the ideal candidate for the position.
The project began with different conversations with the tech team to fully understand how Mars
was using their tech stack. We also engaged with internal stakeholders to have an exact picture
of their data maturity level and the outcome they were willing to achieve. This allowed us to
rapidly recognize the desired tech skills the client wanted to see in the upcoming candidates.

After gathering all the necessary information, we started to build
the talent pipeline by targeting the key competitors and other companies that were using the
same niche technology. We also connected with our network, partners and with different subject
matter experts in the field. Once we had enough pool of candidates and the soft skills were
accurately evaluated, our internal Data Engineering team came into play for the technical
assessment process. This is how we ensure that our candidates are technically excellent. We run
them through a battery of questions and test cases conducted by our consultants with real
experience in the field. After this second stage, only two candidates were preselected for the
role.

Without any delay, we presented both candidates who managed to go
through the whole multistage Mars’ interviewing process, exceeding their expectations across all
of the rounds.


  • Agile sourcing

    3 screening rounds made in 3 consecutive days.
    It only took us 6 working days from the initial brief to present the final candidate to
    Mars.

  • Hiring Manager time saving

    Uptimal’s technical assessment center
    guaranteed technical excellence in all our candidates and avoided back and forths with the
    hiring manager. We didn’t waste any time by presenting candidates who didn’t meet the desired
    skills.

  • Human Resources partnership

    Uptimal’s soft skills screening process
    ensures that the candidates we put forward are a good cultural fit and that their salary
    expectations are aligned with the given ranges. We also supported the hiring admin tasks to
    assure a smooth onboarding process for the internal HR team.

The Data headhunting agency made by engineers, for engineers

Click Play!

“Headhunting is not just about
finding someone with the right skills
and experience, but also helping to
minimise our clients time investment
and payback the trust they show in us.”

JORGE BLANES

Digital Headhunting Lead


RESULTS

Goals accomplished!

The candidate was available to start
working in a month, his salary expectations were in line with the Mars offer and the hiring process
was quick.


1


month notice period



16


days to fill the role

100%


on budget and candidates match


month notice period

days to fill the role

on budget and candidates match