R3Pi was a brand new start up project, a fact that posed both business risk and opportunities for the new company. They did not have the technical capability in the existing Solera companies, so it was decided that a brand new team had to be assembled from scratch to become the elite rapid innovation team it is known as now.
With no brand history in R3Pi itself, and a strict NDA in place covering the proposition pre-launch, they were challenged with being able to attract and gain commitment from candidates. The potential of the firm was the main proposition for their candidates to go on, and Solera’s reputation. With this is mind, R3Pi was concerned that it would be difficult to convert contract hires to full time employees. Adding to this difficulty was the fact that NDA agreements made it hard to be as transparent to candidates as they would be normally, but R3Pi still wanted to ensure that they could identify, attract, and empower “high-octane” talent to spearhead new projects with no product to showcase.
R3Pi was determined to get their innovations to market as quickly as possible in order to compete with industry rivals. They needed to recruit a broad spectrum of skills, encompassing roles ranging from Engineers through to Head of Product. Building an entire start up team from nothing, R3Pi needed a fuller understanding of which skillsets they would need and when.