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Information Tech

How did d-Matrix set up an A-team for success after Series A funding within eight months

Client Overview 

d-Matrix is a cutting-edge technology company specializing in memory-compute integration for artificial intelligence applications. Their mission is to advance AI computing efficiency, addressing a critical frontier in the field.

Challenge

d-Matrix faced several challenges in achieving its ambitious 2022 goals:

  • High Expectations and Pressure: Series A funding raised expectations from investors, increasing pressure to find top-tier talent quickly.

  • Budget and Timeline Constraints: Tight budgets and timelines created fierce competition for skilled candidates.

  • Limited Resources: D-Matrix lacked internal recruitment capabilities, making it difficult to attract passive candidates and specialized profiles.

  • Employer Branding: Building a compelling employer brand and accessing diverse talent pools proved to be obstacles.

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Solution

Under the leadership of Mike Nord, D-Matrix's Head of Talent, the company adopted a multi-faceted approach:

  • Hiring a Retained Talent Specialist: d-Matrix brought in a retained talent specialist to lead the recruitment efforts.

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  • Outsourcing to Recruitment Agencies: Recognizing the need for external expertise, they partnered with Rent A Sourcer (RAS), a talent sourcing company.

Rent A Sourcer implemented a four-step approach, Source-Outreach-Qualify-Schedule (S-O-Q-S), to efficiently source top-tier talent:

  • Market Research: RAS conducted thorough research to identify ideal candidate personas.

  • Talent Mapping: Elite candidates were sourced from organizations like Nvidia, Microsoft, Google, Qualcomm, Intel, and startups with similar profiles.

  • Strategic Outreach: RAS reached out to potential candidates with personalized communication, achieving a 26-31% response rate.

  • Branding: RAS positioned D-Matrix as an attractive employer, enhancing the company's image in the job market.

  • Resume Screening: Resumes from various channels, including ATS, job portals, social media, and passive candidate pools, were screened to match ideal personas.

  • Qualified Submissions: RAS submitted qualified candidates, matching at least 80-90% with ideal personas, for consideration by D-Matrix's in-house recruitment team.

  • Scheduling Support: RAS facilitated initial meetings between candidates and D-Matrix's recruitment team throughout the talent sourcing process.

RAS Approach

Outcome

In the last seven months, RAS achieved outstanding results. Here is a numerical representation excluding the value-addition to the process.

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2214

Total sourced candidates:

578

Total Response numbers: 

7

Total no. of candidates hired: 

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Designations

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Design Verification Engineer

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AI/ML Workloads Engineer

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Kernels- Senior/Staff/Principal Software Engineer

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Sr. Principal/Sr. Staff Physical Design Engineer

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AI/ML Systems - Senior/Staff/Principal Software Engineer

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Sr. Principal Technical Director – AI SOC Architect

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Client Satisfaction and Ownership

I can share that Quentin and his team have had a significant impact on sourcing the most difficult and challenging engineers to recruit for ML/AI Hardware and Software. The amount of outreach Quentin delivered was instrumental in the early foundation hiring for d-Matrix.ai. He was on point and as an extra side benefit, impacted branding outreach that has led thousands of people to view the d-matrix.ai story.

Mike Nord
- Head of Talent, d-Matrix

Conclusion

D-Matrix's partnership with Rent A Sourcer proved instrumental in achieving their ambitious 2022 goals. By leveraging RAS's expertise in sourcing and branding, D-Matrix successfully overcame the challenges posed by high expectations, budget constraints, and limited resources. With a diverse and high-quality talent pool in place, D-Matrix is poised for continued growth and innovation in the AI field.

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