Checkbox is a multi-award-winning, Sydney-based tech start-up undergoing rapid growth as their enterprise-level application development platform gains traction on a domestic and international scale.
Their innovative product is the only platform in their space, which provides a full suite of enterprise-grade application development features on a single seamless interface that’s purpose built for enterprise legal, and risk and compliance teams.
Globally recognised and awarded, they have signed a number of major brands since launching in early 2019, including Deloitte, Telstra, Allianz, Coca-Cola Amatil and the Singapore Government.
Poised for 10x growth across ANZ and overseas in the next 1-2 years, they required specific high impact roles, including a Legal Sales Director and Chief Marketing Officer and Customer Success Manager.
To find talent of the right fit with the required ability to drive revenue today and into the future, Checkbox needed a robust and highly effective recruitment strategy and a recruitment partner.
We understood their needs and leveraging our specialist recruitment team to secure A-players, working with their rigid hiring timelines driven by their bold growth plans.
The 5% method gave me comfort that the process was rigorous, focused and robust; we knew that the entire market had been covered.
As a multi award-winning, enterprise software company, we needed an immediate yet long-term solution. The word partner is loosely used in business but that’s exactly what ReillyScott was.
ReillyScott was very strategic and helped us problem solve what was actually needed long-term and thoroughly secured the right solution, rather than just simply filling the roles.If candidates came to us directly, we would refer them back to ReillyScott as it allowed us to get a benchmark of where those candidates sat in terms of the quality and suitability.
The quality of candidates presented was higher than any other recruiter we’ve worked with before, or that we would have got if we did the recruiting in-house. It’s not a spray and pray approach – it’s narrowed, focused and robust, and allowed us to confidently choose the right people.”
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