Tech Recruiting @ McKinsey Digital Labs

2McKinsey & Company

Digital reinvention is an urgent needDigital is changing how customers behave, and these behaviors are changing the nature of businesses

Digital McKinsey can help you create

value by reinventing the core, together

There is an opportunity for incumbents

to digitally reinvent themselves

Our methodology takes a holistic

and customer-first approach

3McKinsey & Company

Bringing together distinctive insights, proven methodology, and capabilities at scale

Digital McKinsey creates value by reinventing the core

Industry and customer insights

globally and from local

markets, as well as an

understanding of the business

levers needed to capture value

The 4D methodology

to sharpen the focus of the

work, structure programs,

optimize delivery and limit risk

across the entire enterprise,

while building, operating and

transferring capability

An ecosystem of digital capabilitiesassembled to get going quickly

and to ensure scalable and

sustainable change

4McKinsey & Company

McKinsey has a breadth and depth of expertise , bringing digital expertise and solutions to strategic advisory

Internal Capabilities

Helps companies rise above the

sea of data to make the right

decisions on pricing, margin,

merchandising and category

optimization

Our Digital Labs team integrates the best of

human-centred design, data science, agile

technology and development - to rapidly

deliver new products, services and businesses

Recent Acquisitions

One of the world’s leading

product design studios, whose

mission is to “create beautiful,

ingenious and charismatic

products”; clients included Apple,

Nike, Siemens and Oral-B

Award-winning Swedish design agency; its

work combines physical product design,

service design, and an engaging experience.

Capturing the opportunity around the

convergence of physical and digital, of

products and services

>1,000 analytics professionals that analyse

data and drive impact from the pursuit of

industry, and/or company specific use cases

With roots in Formula 1 motor racing, is

pioneering the use of big data and advanced

analytics to improve organizational perform-

ance. Its Nerve platform combines data from

disparate sources to produce unprecedented,

meaningful data around human endeavor

5

What We Do

6

McKinsey Digital Labs integrates the best of design, data science, agile, and development.

We bring McKinsey’s digital advisory to life -delivering experiences that transform the world’s largest organizations.

7McKinsey & Company

Digital Labs combines the rapid, hands-on approach of a startup with the expertise and capability building of McKinsey’s traditional advisory

Disruptive

Product

Iterative

Delivery Delightful User

Experience

( McKinsey Advisory )( Startup Approach )

C-Level

Strategy

Capability

Building

Industry

Expertise

( McKinsey Digital Labs )

Disruptive

Product

Iterative

Delivery

Delightful User

Experience

Capability

Building

Industry

Expertise

C-Level

Strategy

8McKinsey & Company

Why McKinsey Digital Labs?Our team, approach, and size is unique

with McKinsey consultant teams means better understanding

feasibility, aligning with strategy, and collaborating with thousands

of sector/function experts

Integration

incorporates a human-centric approach to McKinsey’s problem solving

methodology, shaping ideas to inspire and delight users

Design thinking

means we emphasize speed over perfection, to minimize time to market - by

embracing technology that works, and testing with users every step along the way

Rapid prototyping

includes upskilling on agile methodology, as well as recruiting entire digital teams, to make

sure momentum lasts and is self-propelling

Capability building

with over a dozen studios across 6 continents, we are the only team delivering full coverage to the

world’s largest organizations, both locally and globally

Scale

9McKinsey & Company

How do we do it?Cutting-edge talent, tools, and partners to complement McKinsey advisory

• Broad and deep functional and industry expertise

• Top talent and a culture of excellence

• Connection to a unique network of business, government, and academic leaders’ insights

• Deep trust-based relationships with executives

• Putting client interests first in an independent perspective

• Extensive experience in partnering with clients to lead successful transformations

The McKinsey that you know...

… plus the expertise of Digital Labs

We build digital

products.

Our proprietary tools

include microservices,

cloud offerings, and

client service platforms

Product engineering

With experts recruited from...

950+ members of specialist talent

including designers, developers, agile

coaches, enterprise architects,

and data scientists

with leading digital players for

targeted software needs

250+ key partnerships

10

How We Did It

11McKinsey & Company

We partnered for talent

External contractors/freelancers

Scale up talent through temporary external contractors to bridge time until hiring

full-time employees

Recruitment agencies

Partner with specialized permanent recruitment agencies to accelerate filling of

candidate pipeline for niche roles

Software solution providers/vendors

Outsource parts of required software features to external solution providers and

work with vendor staff

Acquihires

Acquire digital (niche) players with the main intention to internalize their digital

talent,


We made Anchor Hires across all studios…

Jennifer Killian

Former Creative Director at

Frog, Intuit and Facebook

Indy Saha


Google and TBWA

Kwame Nyanning


Native, Siberia and Frog

…which got us media attention


We have the opportunity to think differently about how to recruit digital talent

To

Hiring of people for their potential,

their passion and their learning mindset rather

than for their actual capabilities, and then training

them on the job

Proactively becoming part of the

community and connecting with talent

where it resides (conferences, online developer

communities etc.)

Flexibility with academic qualifications – 65%

of all people working in tech do not have a formal

education in this field

End-to-end hiring process which takes

maximum 1 month (from first contact

to job offer)

Specialist Digital Recruiters with at least a

basic tech understanding to show credibility

with candidates in early interviews

From

Reactive recruiting through traditional

channels

(e.g., job boards)

Evaluating candidates based on traditional

criteria such as academic qualifications and

certificates

Long recruiting processes and response

times

Generalist HR Recruiters handling recruiting

for all roles

14

We apply a holistic talent management approach to attract, retain and grow top digital talent

Acquire

talent

Review

talent

Retain

talent

ToFrom

▪ Structured learning program with tailored curriculum and

external expert support to re-enforce continuous

learning culture

▪ Limited guidance and structure in

learning program for new digital

technologies, approaches and tools

▪ Pay-benchmarking informed by the talent itself,

transparent and equal pay across impact bands

▪ Pay-benchmarking informed by HR

▪ Defined career trajectory on manager and expert tracks,

clear and fair progression steps

▪ No defined trajectory for developers

▪ Skills matrix defined for key roles

▪ Real time feedback and semi-annual reviews supported

by career trajectory discussions

▪ Corporate HR appraisal tools

▪ Informal annual appraisals by

managers

▪ Sourced from developer conferences and

communities as well as agencies for niche roles

▪ Sourced primarily from agencies

▪ Real life exercises as well as structured case interviews ▪ Traditional interviews

▪ Balance assessing candidates and conveying value

proposition

▪ Focus on assessing candidates

▪ Led by charismatic developers and designers with

ability to excite and assess candidates

▪ Led by HR partners lacking deep digital

knowledge nor ability to excite potential

candidates

15

We give candidates a delightful experience

Track efficiency and effectiveness of the recruiting engine via proper

KPIs (e.g. ratio of accepted offers, response rate) and tools (e.g.

management dashboard for current hiring status) and quality of hires

Continuous

improvement

Create excitement about working environment, by showing

potential future colleagues, offices and projects. As a Recruiter

you know which elements of the EVP work best .

Excitement

Have awesome Recruiters with in-depth expertise in the field,

if possible with a spike in a certain area cf. Agile, Design

Excellent

recruiters

Make the process delightful and speedy! Interviews should be

structured, including cases. Give feedback along the way. Interview well

Create and offer attractive remuneration bundles to take salary off the

table. Give other perks like training & travel budget. Bonuses should be

based on individual performance

Attractive

remuneration

bundles


Tech hiring requires to think differently about how to assemble the HR team

Cross functional teams actively scout and source promising profiles

from tech communities (e.g., Github, Stack Overflow)

Two potential processes:

• Sourcing Specialists from the Hub identify candidates and hand over

to Digital Recruiters for outreach

• Digital team members identify candidates and hand over to Digital

Recruiters for outreach

Move from generalist HR recruiters to recruiters with

at least a basic tech understanding

• To be able to effectively assess candidates and their previous tech

experiences

• To show credibility with candidates in early screening interviews

Train existing recruiters where needed or pair them

up with more experienced tech recruiters

Dedicated responsibility for long-term employer branding efforts, e.g.,

• Crafts value proposition and owns content on career portal

• Coordinates event/ conference participation

Employer branding

specialists

Dedicated sourcing

specialists

Tech-savvy HR recruiters


Awesome Recruiting can only be done by Awesome Recruiters

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Tech Recruiting @ McKinsey Digital Labs · incorporates a human-centric approach to McKinsey’s...

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