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Success Stories

Learn more about how companies use TalentSeeker to hire talent more successfully

50% reduction in hiring lead time
80% increase in new hire satisfaction
20% decrease in recruitment stress

Jin Networks Introduction

ํƒค๋ŸฐํŠธ์‹œ์ปค ๋„์ž… ์ „ ๊ณ ์ถฉ

Challenges Before Adopting TalentSeeker

Difficulties in Hiring Based on Project Requirements

Each of our projects requires engineers with different skill sets and experiences. We frequently need professionals such as firewall engineers, security engineers, and network engineers, but it was difficult to assess their suitability based solely on their experience and certifications.
Effective Team Building for Successful IT Projects
Sohn Joo-ho CEO of Jin Networks

DevAll Company Introduction

Challenges Before Adopting TalentSeeker

The Difficulty of Startup Team Building

"As someone without a technical background, I needed to find a tech partner, but my existing network had clear limitations. It felt overwhelming."
Finding talent with both domain expertise and technical skills.
Lee Jang-kyu, CEO of DevAll Company.

Future Consulting Introduction

Challenges Before Adopting TalentSeeker

Inefficient Candidate Data Management

We constantly struggled with inefficiencies in the candidate sourcing process. Collecting candidate information from multiple external channels and manually inputting it into Excel was time-consuming and labor-intensive, significantly impacting productivity. As a result, we sometimes missed out on top talent, making it clear that our sourcing process needed urgent improvement.

Pressure to Stay Ahead in Talent Sourcing

Handling large volumes of candidate data while staying ahead of competitors in finding the right talent was a major challenge. Managing data consistently across multiple sourcing channels required significant time and effort. Additionally, in the highly competitive headhunting market, the pressure to identify and recommend the best candidates to clients faster than competitors was overwhelming.
Why a Search Firm Chose TalentSeeker
Minho Jeon, Director of Future Consulting.

InsightOn Introduction

InsightOn is a digital transformation (DX) specialist providing information system integration (SI) and information services (SM) to a wide range of clients in the manufacturing industry. With cutting-edge technology and unwavering dedication, we empower businesses to drive digital innovation and continue to grow as a trusted partner in the era of the Fourth Industrial Revolution.

Challenges Before Adopting TalentSeeker

Dissatisfaction with Recruitment Process Outsourcing (RPO)

At InsightOn, we previously outsourced our recruitment process to an external RPO provider, but we found the experience unsatisfactory due to several challenges. Since RPO firms handle hiring for multiple companies simultaneously, they struggled to deliver industry-specific candidate evaluations tailored to our needs. In particular, they lacked the deep understanding required to source top talent in the manufacturing and digital transformation (DX) sectors.
Additionally, RPO-based hiring made internal management difficult, and many of the candidates provided failed to reach the final hiring stage. As a result, we realized that we needed to take greater control of our recruitment process. This led us to focus on strengthening our direct sourcing efforts, making it clear that we needed the right tool to support this transition effectively.

Inefficiencies in Managing Direct Sourcing

As our company rapidly expanded, we actively relied on direct sourcing to fill key positions, but the process was far from smooth. Because everythingโ€”from sourcing candidates to sharing profilesโ€”was done manually, our workflow became highly inefficient.
Enhancing Direct Sourcing Efficiency to Focus on What Truly Matters in Hiring
Seungrae Park, CEO of InsightOn.

Smeam Factory Introduction

Challenges Before Adopting TalentSeeker

Lack of a Dedicated Recruiter and Heavy Workload on the CEO

As a startup, we donโ€™t have a dedicated recruiter, which meant that finding and hiring top talent was entirely my responsibility. However, with my day packed with sales, fundraising, and project management, I rarely had the time to focus on hiring.
For startups, hiring the right people quickly is essential for growth, but the reality was overwhelming. Without a structured hiring process, balancing everything became a constant struggle.

The Critical Role of Hiring in a Startup

In a startup, every single hire has a huge impact on the companyโ€™s success. With a small team like ours, we needed to manually source and review as many candidates as possible within our limited time and resources.
I always believed, โ€œTo find the one perfect hire, we need to review 1,000 candidates.โ€ I understood the importance of getting ahead of competitors and connecting with top talent first, but without the right tools, hiring became one of my biggest pain points.
Startup Hiring: Building a Strong Talent Pipeline with TalentSeeker
Jeongdong Lim, CEO of Smeam Factory.

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