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Company Overview
The Challenge
When Jenny came on board, Tiersphere was at a pivotal transition point: shifting from an outsourced dev team to their first in-house technical hires. “They had outsourced development to build the MVP but were ready to bring on their first hires internally,” Jenny explained. The challenge was clear - find highly specialized, full-time talent who could define Tiersphere’s future.
Tiersphere was looking for a senior engineer and a CTO.
“I hire developers all the time and the process is always a drag. It’s time-consuming, and as a non-technical former founder, all those resumes start to look the same to me.”
Jenny BusingCOO at Tiersphere
Why Strider?
“Instead of wrestling with job listings and inbox overload, I described what we needed, and they immediately came back with a batch of exceptional candidates.”
The Process
"Hiring technical talent is the most important thing you do at this stage, but it drains so much mental energy. Strider let me focus on high-level strategy, knowing the hiring was being expertly managed. It’s a tech-enabled, white-glove process. They just took care of it all."
Key Benefits
Strider took over the heavy lifting of technical hiring from day one. “Strider’s process felt like having an HR partner on my team,” Jenny said. Each step was carefully managed, from candidate sourcing to interview scheduling, allowing her to skip the back-and-forth and focus only on the final stages of decision-making. This process support proved invaluable to a COO juggling multiple startup initiatives.
- Time Savings: Strider saved Jenny an estimated 20 hours of hands-on work per hire.
- Candidate Quality: Tiersphere hired a senior engineer and CTO from Strider’s first round of candidates.
- Embedded Process Support: Strider managed everything - vetting, scheduling, coordinating - so Jenny could focus on other areas of the business.
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