How to Scale Your Talent Acquisition Organization
At Betts we’ve had the fortunate opportunity of helping 35 companies reach unicorn status, help 3,200 companies get their series A over the past decade+. We get questions all the time around how we should scale our organization. In this guide we are going to explore what the most successful companies we’ve worked with have done in building their scalable, efficient talent acquisition teams.
In reviewing over 500 of our clients from the last 2 years, we put together an interactive matrix that details how many recruiters an organization should have based on how many hires you need to make on an annual basis.
We’ve looked at the companies we’ve worked with that use our platform vs just LinkedIn and on average what we’ve found is that Connect makes an internal recruiter twice as productive. If you only need to make a few hires, you don’t need a recruiter. If you need to make hundreds of hires, you can have an organization that’s 30-40% smaller.
The reason for the efficiency is because the Connect platform provides warm, active, engaged pre-vetted introductions vs the cold outreach you are used to on LinkedIn. We have millions of people in our network and are able to share the active candidates, with thousands of candidates reactivated weekly.
To view the interactive matrix, please view on a larger screen.
This doesn’t include a % you are able to find through inbound as every organization is completely different here. Assumed $125k recruiter comp. Assumed recruiter on average on Linkedin outbound could hire 20 people a year.
Leadership, Marketing, Technical Hires Per Year
GTM Annual Savings
Recruiter Savings using Connect
SDR, AE, CSM Hires
Select the amount of SDR, AE, CSM, ENT hires you expect, and the amount of leadership, marketing and technical hires needed to triangulate how many estimated recruiters you would need if you were using LinkedIn, and the savings you'd see by using Betts Connect
How it works:
The Talent Organization Matrix