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Note: Captivate Talent is dedicated to sourcing and placing exceptional individuals, ensuring that our talent pool represents diverse perspectives, backgrounds, and experiences.
This case study includes a diverse hire, furthering our commitment to diversity and our ability to match top-tier talent from all backgrounds with organizations seeking to build a more inclusive and innovative workforce.
Dandi was relying on co-founders to handle sales, but they needed to scale quickly and build a predictable revenue engine. Hiring in sales was essential to achieving this goal. Captivate Talent worked closely with Dandi to understand their needs and preferences, delivering a refined list of candidates that matched their feedback. Captivate Talent also leveraged their experience in making first sales hires. As a result, Captivate Talent helped Dandi make two diverse sales hires that have generated millions in pipeline for ARR, beating aggressive quotas.
"I felt like the search was going to be a win when we delivered the 2nd and 3rd rounds of feedback to the Captivate team. They came back with a further refined candidate list that matched the feedback that we gave them. We knew that a) the candidates were available, b ) Captivate would get them, and c) that we had a good working relationship with this team and would be successful."
Using multiple rounds of feedback to help zone in on ideal candidates, Captivate Talent was able to help Dandi hire a standout AE and SDR. The search processes delivered multiple finalists for both roles which had Dandi feeling confident about making a hire. Both first sales hires have also turned out to be high performers. The hired SDR has already generated millions in pipeline with big logos and beaten aggressive quotas for 2 months. The hired AE is already managing almost 40 SQLs (millions in potential ARR).
Dandi needed to take what their founders were doing in sales and scale it. They explored another recruiting firm and considered doing it on their own. Neither option felt like it would give them the speed and knowledge they needed to make these critical hires. Additionally, as a platform to enable DEI programs, Dandi wanted access to a diverse pool of candidates. They felt building a strong, diverse team would give them an advantage as they scaled— providing fresh perspectives.
Captivate Talent first worked with Dandi to identify the type of candidates they wanted. One of the major requirements was finding talent that was willing to go to the office. Together, Captivate and Dandi were able to use this as a competitive advantage to screen for better fit candidates.
Although the office requirement was important, there were times when Captivate pushed back at Dandi’s requests. The Dandi team actually appreciated it and mentioned that it showed Captivate was confident and knowledgeable about the market.
As for having a diverse pool of candidates, Captivate Talent tapped into their large existing network to find talent from all backgrounds. In 2022, 62% of Captivate placements came from a diverse background, so this was something that was already important internally.
