Overview
Deep Instinct relies on technology professionals to develop, market, sell, and implement the world’s first Deep Learning cyber security platform. As the company expanded its North American footprint, it needed an HR leader to support the company’s rapid-scale growth.
About Deep Instinct
Deep Instinct utilizes advanced Deep Learning capabilities to proactively keep its customers protected from cyber attacks. Its predictive threat prevention platform focuses on prevention as opposed to traditional detection and response solutions which wait for the execution of attack to react.
The Challenge
With significant headcount growth planned for North America, Deep Instinct’s Israel based CHRO determined it important to have a local HR presence in country. It needed a Director of Human Resources.
Based in Israel, Deep Instinct’s CHRO wanted an experienced Director to help execute on hiring plans in North America. Being a start-up with limited resources, the Director would need all-encompassing HR experience. Scaling headcount in this type of environment requires several skill-sets: recruiting and managing geographically dispersed employees, knowledge around employment law and benefits, the ability to interact with executives at a peer level, and experience working for a fast-paced technology firm. The Director would also need to quickly acclimate to bridging the gap between the Israeli based C-suite and employees in North America.
Strategy
Based on the discovery call conducted by Pinpoint, a recruitment strategy was designed to focus on two types of professional profiles:
Profile 1
Executive Level HR Leader
With relatively few Cyber Security companies based in NYC, Deep Instinct was open to an experienced HR executive from technology companies outside of the Security space. The idea was a Sr. HR leader could come up to speed quickly on Security industry standards
Profile 2
Sr. HR Business Partner
Given the tight-knit nature of the Cyber Security industry, a Sr. HRBP from a security start-up would presumably have been exposed to similar challenges. A motivated HR professional that knows the industry and implemented a rapidly scaling HR program would add significant value.
Profile 1
Executive Level HR Leader
With relatively few Cyber Security companies based in NYC, Deep Instinct was open to an experienced HR executive from technology companies outside of the Security space. The idea was a Sr. HR leader could come up to speed quickly on Security industry standards
Profile 2
Sr. HR Business Partner
Given the tight-knit nature of the Cyber Security industry, a Sr. HRBP from a security start-up would presumably have been exposed to similar challenges. A motivated HR professional that knows the industry and implemented a rapidly scaling HR program would add significant value.
Solution
Pinpoint presented the Custom Search FormTM to Deep Instinct’s CHRO. By collaborating with clients on this process we are able to achieve three main objectives:
1. Effectively identify required skills.
2. Create a custom company value proposition for candidate consumption.
3. Identify the employment value proposition.
QUALIFYING QUESTIONS
TARGET COMPANIES
ASSESS BUDGET
INTERVIEW PROCESS
COMPANY INFORMATION
VALUE PROPOSITION
Results
With the completed Custom Search Form, Pinpoints’ recruiters qualified candidates and communicated Deep Instinct’s value proposition with messaging created by Pinpoint and Deep Instinct’s CHRO.
“Right from the start I felt I was working with professional from a different league. Mark asked very specific and thorough questions pointed out potential gaps in the profile we created for the Director, HR search, and then pinpointed a few very worthy candidates that all made it through the interview process. I felt I could trust Mark with my time; he communicated every step of the way and created a wonderful recruitment experience for me and the candidates.”
-Reut Rubinstein, CHRO
The Difference
Pinpoint understood Deep Instinct’s challenge and needs. Instead of recruiting off a job description and wasting time presenting HR professionals that did not meet Deep Instinct’s specific requirements, Pinpoint knew what questions to ask based on experience filling similar searches for early-stage startup clients.
With Deep Instinct’s CHRO fully entrenched as a partner in the creation of Pinpoint’s Custom Search Form, Pinpoint was positioned to conduct the search efficiently. In turn, a select number of qualified candidates were presented for interviews. This resulted in countless hours saved as the CHRO only interviewed relevant candidates. Relevancy is based on skills, budget, location, motivation for change and a fit based on the candidate’s desired career progression.
The position was filled and both the new hire and CHRO are very pleased with the result.
