How did d-Matrix set up an A-team for success after Series A funding within eight months
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.
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.
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.
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.
In the last seven months, RAS achieved outstanding results. Here is a numerical representation excluding the value-addition to the process.
Total sourced candidates:
Total Response numbers:
Total no. of candidates hired:
Design Verification Engineer
AI/ML Workloads Engineer
Kernels- Senior/Staff/Principal Software Engineer
Sr. Principal/Sr. Staff Physical Design Engineer
AI/ML Systems - Senior/Staff/Principal Software Engineer
Sr. Principal Technical Director – AI SOC Architect
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.
Head of Talent, d-Matrix
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.