NeuroID solves the Digital Identity Crisis by transforming how businesses detect and monitor digital identities. NeuroID’s flagship behavioral detection products, ID Crowd Alert and ID Orchestrator, offer a new level of visibility into the intent and identity of every customer, bot, fraud ring, and prospect.
In September 2021, Neuro-ID, a next-generation analytics platform detecting bot-based activities and fraud during the new account sign-up process, approached HopHR to help them fill their Director of Data Science role. Their Data Science team size at that time was four people, and they were looking for a hands-on Director who had strong knowledge of clarification methods, built ML models that are pushed in production, and was familiar with GLM, XGBoost, Boosted Trees, Naïve Bayes Classifier models.
Neuro-ID had a few challenges in finding the right candidate for the Director of Data Science role. They did not have any HR people, so we were handling HR screens and facilitated conversations. They also wanted to hire a leader who is open to starting 100% hands-on work and could build and ship ML models in production, which was a critical requirement for the role.
HopHR’s recruiters worked closely with Matthew Williamson, Chief Data Scientist, to understand Neuro-ID’s unique requirements and culture. We sourced candidates through our extensive network and screened them to ensure they had the right qualifications, experience, and fit. We provided a high-touch candidate experience, keeping candidates informed and updated throughout the hiring process.
We submitted three candidates for the Director of Data Science role, and one was hired, resulting in a submission-to-hire ratio of 1:3. Neuro-ID was pleased with the results and appreciated our professional approach and commitment to finding the best candidates.
Submission-to-hire ratio
Neuro-ID (Matt) contacted us again in March 2022 to ask for our help in filling three more Data Science roles. This time, they were looking for candidates with expertise in different areas. Our team sourced and screened candidates for each role, and out of the 20 submissions we provided, they extended two offers. Our submission to offer ratio was 1:10, which is a testament to our ability to find high-quality talent in a competitive job market.
Neuro-ID’s pain points, including the shortage of applicants for each job and not having an expert TA team to find a good match, were addressed by our extensive network of candidates and our high-touch candidate experience. Neuro-ID was happy with the first hire, who had been promoted by that time, and our ability to source top-tier talent helped them fill critical positions within their organization.
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