Benefits of outsourcing recruitment


1 Reduce cost per hire

When directed in-house, the costs of recruitment can quickly mount up. Advertising on job boards, dedicating HR staff to read and screen CVs and conducting interviews all make a significant dent to company funds. Depending on the level of the job vacancy, as some may require several rounds of screening and interview, these costs can be significant. For example, an Oxford Economics report estimated that replacing a high tier employee can cost upwards of £30,000. Outsourcing recruitment streamlines the process and allows you to combine all of these costs into one simple and often cheaper fee. In addition, you only need to pay the recruitment fees while you are using them meaning that if your company employee turnover is low, you may only need to pay a one-off fee every few years rather than maintain a dedicated team in the HR department.


2 Allows your employees to focus on their key roles

Unless you have a dedicated recruitment team, chances are your recruitment is taken on by members of management alongside their other tasks. Although filling a vacancy is important to your business, this takes valuable time away from your employees that would otherwise be spent fulfilling their standard obligations. By allowing your staff to focus on their main duties, and outsourcing recruitment you can save on company time and increase your businesses efficiency.


3 Recruitment agencies can obtain better quality hires

Recruitment consultants are – by name – professionals at recruiting. They are skilled in identifying attributes of protective candidates that would be an asset to your company, while efficiently weeding out those that are not appropriate for the role. As experienced recruiters, they can also provide advice on aspects that you may not have considered to be important for the role or offer alternative attributes that it may be worth seeking from your candidates.

In addition, when a company conducts their own recruitment they are usually relying on the right person for the job seeing the job advert at the right time. Recruitment agencies on the other hand will already have access to a selection of candidates that are suitable for the role and can contact them directly. This increases your chances of filling your vacancy with the best person for the position.


4 Time efficient

Conducting your own recruitment is not only expensive, but is also very time consuming. You may, for example, wish to leave your adverts open for a long period of time to increase your chances of obtaining a good quality candidate. Then, there is the time it takes to screen candidates and conduct interviews. The longer this process takes, the longer your company must cope without an employee fulfilling the roles of the vacancy which can put incredible strain on your team. Outsourcing your recruitment, however, cuts out all of these stages and can often mean a vacancy is filled in a matter of days other than a matter of weeks when the hire is conducted internally.


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Ingenio & announce global partnership

September 12th 2017

Ingenio has joined the Artificial Intelligence (AI) sales revolution by partnering with global “sales acceleration platform provider”, headquartered in Provo, Utah, has developed an artificial intelligence-based growth acceleration platform for sales organisations. It plans to create over 100 jobs in Ireland over the next 3 years after raising more than €47 million from various investors, including the Irish Strategic Investment Fund. This new partnership enables to utilise Ingenio as a consultancy partner for its Enterprise clients deploying products, as well as utilising Ingenio’s recruitment capability to fill leadership, technical and commercial roles in the UK and Ireland.

“Ingenio works exclusively with technology businesses to accelerate sales performance by providing niche consultancy and recruitment services,” said Ingenio Consulting Director James Kearns. “The technology provides is exactly what our clients have been crying out for across Europe to increase their outbound sales performance. We’re delighted to work with such an exciting business that can completely transform the way organisations across Europe approach sales. The partnership with allows Ingenio to grow our client base within the technology space, and it accelerates our employment plans in Ireland substantially. We will hire an additional 15 people to help support our consultancy and recruitment requirements for over the next 18 months. The relationship with the team at also gives us an opportunity to learn from an incredible business in the rapidly growing AI space. We want to be seen as the go-to people for all things AI” Managing Director Martin Moran commented that he was “delighted to work with such a niche consultancy partner that can enable our customers to use our technology the way it is intended to be used. The experience of Ingenio’s founders have from working in and running international technology businesses gives our growing client base additional expertise to improve their performance with technology.”

About Ingenio;

Ingenio is a specialist management consultancy and recruitment business with offices in both Dublin and London. Founded by Rob Magee and James Smith in 2015, Ingenio works exclusively with businesses that sell technology products and services.

The Management Consultancy arm of the business provides advisory services to clients in the technology space. Ingenio Consulting help clients improve performance in the areas of sales, operations and delivery. Their team of consultants have come from working in and running international technology businesses and provide clients with their expert know-how and guidance, specialising in sales process design, international market entry and go-to market planning.

The Recruitment arm of the business operates exclusively in the technology industry also. Its purpose is to source exceptional talent for leading service providers and enterprise companies in a variety of markets. Ingenio attracts, recommends and places experienced professionals in client’s businesses on a permanent or contract basis.

About offers the industry’s leading AI-fuelled sales acceleration platform powered by Neuralytics, a predictive and prescriptive self-learning engine that drives revenue growth. The platform helps companies acquire new customers faster, improve cross-sell/upsell conversions, and rep performance. has received numerous industry awards for its technology and is included in Forbes Cloud 100 list, CNBC Disruptor 50, AlwaysOn On Global 250, OnMedia 100 Top Private companies, and more. accelerates sales for enterprise customers like ADP, Bank of America, CA, Caesars Entertainment, CenturyLink, DexYP, Fidelity Investments, Groupon, Microsoft, Waste Management, and Workday.

5 essential skills to become a better communicator

Our lives are about communicating; be it to convey information via the written word or feelings via body language, or even to communicating emotions through art and music. We rely on communication on all its levels to navigate our lives yet we rarely consider it a skill that we can cultivate. Yet truly taking the time to develop good communication skills can benefit you in all aspects of your life, especially professionally. In addition to the ‘hard skills’ you gain during vocational training, employers also look for so called ‘soft skills’ such as writing, organisation and communication skills. In fact, communication skills were recent ranked the second most desired ‘soft skill’ by employers. Although these skills do not come naturally to all of us, the great thing about ‘soft skills’ is that they can be learnt just as ‘hard skills’ are. Taking the time to foster skills in the ability to communicate effectively and you could find yourself excelling in both your personal and professional life. To get you started, here are 5 key skills that can help you to become a better communicator:

Scroll down to view our handy infographic

1: Be concise and direct

Your audience often doesn’t need all of the details in order to understand the message you are trying to communicate, and including them can often obscure your central message. Often, the simplest version is sufficient, and if more details are required then they can be requested. Being succinct will help you to become a better communicator by eliminating time spent on unnecessary discussions allowing you to spend more time on other matters.

2: Select the appropriate method of communication

In a professional setting where multiple means of communication are used; phone, email, meetings etc different methods are appropriate for different tasks. An email, for example, can be more useful for conveying the same simple message to many people at the same time. Ideally this would also be used when any discussion can be solved simply. When the message is more complicated, or will require considerable discussion but needs to be amongst many people, a meeting is more appropriate. Choosing your communication method badly can be often be tedious and inefficient, whereas good skills will lead to increased productivity and satisfaction within the workplace.

3: Listen

Communication is not just about what you do, it’s also about what you don’t do. Listening to people during face-to-face conversation, both in what they say and how they say it is important to resolving matters as efficiently as possible and avoiding unwarranted disagreements.

4: Be assertive

Clearly expressing your views or ideas is a key communication skill by promoting confidence and decision-making, thus increasing employee satisfaction within the workplace. Importantly though, assertive is more about honesty and being able to calmly expressing opinions in a respectful manner rather than being demanding or aggressive.

5: Staying calm under pressure

Emotions can easily cloud judgement which will hinder good communication. A good communicator will be skilled in keeping their emotions from affecting their ability to express their intentions clearly. In stressful situations they may be careful to take the time to think before delivering a verbal or written message, or may use tactics to stall conversation to give themselves time to collect their thoughts.



A day in the life – Scott Westwood

Show Me The Equity


I’ve had a number of interesting conversations over the last three weeks with clients & candidates about equity which all prompted me to gather my thoughts and write this piece.

Last week we attended a number of the scheduled sessions and networking events at The Web Summit in Dublin – for those that haven’t been its essentially a gathering of the global tech industry with a whole heap of interesting 20 minute life experience sessions, ranging from Michael Dell & Sean Rad, CEO of Tinder. What’s less apparent in the marketing blurb, but so evidently obvious if you’re around the event and socialising in the pubs is the sheer number of venture capital and private equity businesses in town casting their eyes over the next new thing. It was suggested by a friend of mine that there was well over 2000 VC & PE folks in town for the three days. 

I met three companies who were all at an incredibly early stage of their development – all had proof of concept applications developed but none that were ready to launch. None had sold one dollar/euro/pound of revenue yet, and none had received any VC/PE funding. All of them were saying that there was no way they were going to be giving away anything less than 5-10% equity in their businesses to the funders. 

We’ve just started working with a cloud UC provider who are doing incredibly well over the last 6 months disrupting a very mature and unexciting marketplace, doing some massive deals with clients, and delivering revenue and gross profit. They’re considering a floatation in the next six months, and it was really interesting hearing some of their senior sales folk saying that the float, and their ultimate earning from it, was the single most exciting thing that was going to happen in the next 12 months. I couldn’t help but think that when this business floats, and equity and shares get vested, they’re going to lose a huge amount of the talent that got them to floatation because these guys are actually “invested”. This is a small business relatively speaking, and I’m just not sure they’ll be able to cope with the mass exodus when it comes – but maybe in the cloud space that really doesn’t matter anymore?

I’ve recently been helping a friend qualify a potential senior hire to his fast growing, but effectively start-up, technology business – the senior guy had come with a rock star CV from a number of big roles at a number of big internet brands. He was looking for a big salary and a big bonus. And a big expenses package. Plus he didn’t want to be “hands-on” building the team as he was above that. Oh yeah, and he wanted equity!! My friend is “invested” – he’s put in months and months of late nights and weekends, he’s actively hands on in the development, presales, design, sales, post sales, delivery, billing, cash flow & management of each & every deal.

So far this year, only 14% of the Initial Public Offerings (IPO) done in the US were done by tech companies, which is the smallest percentage since at least the mid 1990’s. The market for IPOs has turned chilly and inhospitable, and many in the tech space that have floated have seen their stock suffer significant loses. This ripple is impacting on some of the most promising private tech start-ups in the US and Europe, which is certainly impacting on their ability to hire and keep key people. From speaking with a number of international VC folk last week, some of the financing/funding numbers are being dramatically revised down from earlier in the year. Those from the US have big fears about what a future Fed rate rise (expected in December) will do to the market.

I have a view on all of this which comes from being an equity owner in two businesses, but I guess this is all ultimately relevant to company size, ambition and whether you’re the giver or taker of equity! If you’re looking for equity as part of a package, it’s sometimes a case of be careful what you wish and ask for. In a small business, like mine and my friends above, are you willing to give blood, sweat & tears and some in return for a piece of the business? I would certainly expect so, and that expectation can carry huge responsibility. In a larger business, that will directly be impacted by some of the micro and macro factors mentioned above, know that equity may not be the golden goose you expect it to be. And if you’ve done no revenue or sales yet, and are talking about multiple of x10 and x12, go and sign some revenue generating sales!

A Day in the Life… James Mumby


Telecom Recruitment Assessment Centres

6 months into my career in the recruitment game I was granted a fantastic opportunity. One of my top clients, an Irish based Voice and Voice Recording Specialist, came to me looking for a couple of Junior/Trainee Engineers. Faced with filling multiple positions of essentially the same role, I came up with the idea of streamlining the process through an Assessment Centre. The concept is simple; you set a date, time and venue and invite select candidates to come in and be reviewed through a combination of group and individual exercises. This allows the client to evaluate candidates on a number of characteristics and aptitudes such as how they interact with others, react under pressure, work in groups, their technical competency, ability to understand and interpret instructions and deal with confrontational personalities, to name just a few.telecoms-assessment

I don’t claim to be an innovator with this approach in any way, this method of evaluating job hunters and applicants is a tried and true method that has been around for decades. Like most college graduates or job seekers, I have gone through many formal interview processes like this while looking for a job myself, and have had good and bad experiences. However, running the process; managing the logistics, designing the exercises and structure of the day is a completely different matter to just taking part as a candidate. After pitching the idea to client, we got the go ahead to run with the idea. The venue would be on client site, and the date was around 4 weeks out from our conversation.

The location was a perfect setting to introduce candidates to their potential future employer, and also gave us an idea of the maximum number of candidates we would be looking to invite. From there it was up to me and my team to find and screen candidates and design a process in collaboration with the client that would evaluate the candidates and allow us to make informed decisions on their potential for the role. As with any event, there is the initial difficulty of getting attendees. As a recruiter, we have traditional sourcing methods for finding candidates. However, to reach the profile of candidates we wanted for this (recent graduates from a technical course/background) we had to adapt a different approach. Figuring this out was quite a challenge, and took some tinkering, experimentation and time to get it right. When we did, we were blasted with applications for the role, which required a massive time commitment from myself and the team to pick the most suitable applicants.

The lead up to the event itself was, as one could imagine, a trying period with candidates dropping out and logistical difficulties arising. Our working motto of ‘hope for the best, prepare for the worst’ served us well as we prepared for every contingency we could think of, such as overbooking with more candidates than the venue could hold. Although we had a plan for the exercises we would run, a combination of sprint interviews and individual and group exercises, there was still some last minute adjustments made following continuous review and debate within the Ingenio team and the client. The entire process required constant fine-tuning. Thankfully, when the day came, it ran as smoothly as we could’ve hoped for.

Having tested and fine-tuned the process and seen its success, I will now be running monthly or bi-monthly Assessment Centres in both Ingenio offices in Dublin and London. We will be holding them for both young sales and technically minded job seekers. This will allow us to manage and maintain a pipeline of great candidates for both our current clients, potential clients and for our own internal hiring needs. As an Ingenio Enhanced Service, hiring from an Ingenio Client Dedicated Assessment Centre is priced at a premium rate. However, the value of an assessment centre for a client is unquestionable, as it allows you to significantly speed up the time to hire by circumventing the formal 2/3 stage process you would normally run, and do it all in 1 afternoon or morning, with the same outcome: the hiring of an ideal fit for your organisation!

If you would be interested in hearing more about the next Ingenio Assessment Centre, please get in touch by using the contact form located on the side.

A Day in the Life… Caterina Torricella

My life is never boring.

I never stop. Weekends or weekdays I always have to do something – you can rest when you are old.

My alarm starts at 5.51 am Mon – Friday why 5.51? I don’t know – I set it up some time ago by accident and I never changed it. As soon as the alarm goes off I stand up and think for 2 secs I should have stopped reading that book at 10.30 pm instead of midnight but I love reading.


Featured in AIB Business

We’re delighted to have been asked by AIB, who are one of Ireland’s leading retail & business banks, to provide some insight into how organisations can derisk the hiring process. Based upon our experiences, and what we do every day in the technology sector, we’ve come up with some recommendations to follow. Or not as the case may be!!

Hope you enjoy it, and let us know if we can help.