Gridio is a smart charging app that finds the best time to use electricity and automatically smart charges electric vehicles.
Candidates hired
3
Company size
50
Challenge: finding Golang talent
Gridio faced challenges in recruiting top talent due to their requirement for experienced individuals in Golang technology. The use of the niche technology added a layer of complexity to the recruitment process. The main employer branding challenge was to ensure Gridio attracted candidates who shared their passion for renewable energy. To combat this, we worked closely with Gridio, fully immersing ourselves in the industry. This allowed us to craft tailored messaging which resonated with the desired candidates.
Gridio, a cleantech startup based in Estonia, has raised €1 million in funding as it launches a new tool to provide users with smarter insights on their energy usage. The company aims to help individuals manage their electricity consumption, saving both money and energy.
With the rise in energy bills and growing concerns about the climate crisis, Gridio’s mission is to empower users to be more aware of their energy consumption patterns.
The app has gained popularity in the Nordics and has more than 30,000 downloads and 15,000 registered users across 10 countries.
"We were poor at recruiting. We did not have a process, and our hiring calls didn't reach the huge talent pool out there. TalentHub changed that by delivering the right candidates in the cleantech industry."
Konrad H.
Founder, Gridio
Hiring process
1. Job description mapping
To set the foundation, we helped Gridio map out the needs for the role and compose a job description.
2. Screening
The screening focuses evaluating impact, experience, and attitude. Candidates had to be interested in sustainability.
3. Hiring manager interview
Suitable candidates then proceed to the first interview with Konrad, the CEO of Gridio. The goal of this interview is to evaluate the candidate’s key competencies and fit with Gridio’s DNA traits.
4. Test task
The goal of the test task is to assess the candidate’s technical skills and thought process. Gridio lets candidates choose whether they want to do a written assignment or a live coding test. TalentHub connected Gridio with Priit Liivak (Chief Architect at Nortal) who helped them set up the live coding session.
5. Team meeting
Following a successful test task, candidates are then introduced to the rest of the Gridio team.
6. Offer
The final step includes making an offer to the selected candidate while communicating Gridio’s unique value proposition.
Targeting Golang candidates
Gridio seeks impact-driven individuals who are passionate about renewable energy. The entire team is highly motivated to accomplish a significant solution, and they expect the same from their candidates Our recruitment partner Karmen used LinkedIn, GitHub, and Google X-Ray for targeting candidates with Golang development skills.
We focused on specific companies where these Golang developers might be found. We encountered challenges with finding candidates with sufficient experience in Golang initially. In Estonia, we found 71 candidates, but eventually targeted candidates from Poland, Sweden and Ukraine as well.
These attributes were also the focal points of assessment during the initial interview round before the candidates were presented to the client.
Three phases of employer branding: Research, Definition, Deliver
Based on our employer branding assessment, we discovered some key findings. The primary areas that required attention were the lack of a distinctive personality and a unique value proposition as an employer.
The employer branding project consisted of three primary phases, each one with a unique objective:
Research: This phase was all about digging deep. We looked into everything—from competitors and the external market to interviewing the founder and different team members. The goal was to understand how Gridio was seen and capture what made them special.
Definition: In this phase, we carefully analyzed the findings and connected the dots to create a clear roadmap for Gridio’s value proposition. We crafted the essential attributes, values, and messages that would shape Gridio’s employer brand identity.
Deliverables: Finally, our focus was aligning everything with Gridio’s goals and resonating with their target audience. We aimed to optimize the use of their resources and maximize the impact, translating our insights into a revamped career page layout, defining personas, and creating compelling job ads
"Recruitment is not a one-off activity. That's why TalentHub's employer branding strategy helped us build a great framework to make the right hires internally."
