People — Department buildout
Need more than one hire? We’ll help you build the function.
Need a CTO and six engineers? A finance team for a new subsidiary? A sales organisation for a new market? ProDevs designs the department, hires the people and, if you need it, employs them and sets up the tools they will work with.
01 Why a buildout
A department is not ten separate vacancies.
Hiring role by role answers the wrong question. It fills seats, but it does not decide which seats exist, who reports to whom, or which hire has to come first so the others can succeed.
A buildout starts with the structure. Once the shape of the department is agreed, recruitment, assessment, onboarding and payroll run as one plan with one owner, and you get a team rather than a collection of individuals.
02 In practice
Building the technology department of a financial institution.
A financial institution needed a technology function capable of delivering its roadmap. ProDevs defined the structure of the department, identified the critical roles, sourced and assessed candidates, and assembled the core team.
From leadership to execution, we helped build the team responsible for delivering the organisation’s technology roadmap.
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Engineering leadership Head of engineering
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Core team Backend engineers
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Core team Frontend engineers
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Core team DevOps
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Core team Security
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03 How it works
Nine steps from an empty org chart to a working team.
You choose which steps you need. Most buildouts use all of the first seven; payroll and technology setup are there when the situation calls for them.
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Organisation design
Define
We start from what the function has to deliver, then work back to structure: which teams, which reporting lines, and who owns what.
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Role definition
Define
Every position gets a written scope, level and set of success measures, so candidates and hiring managers are assessed against the same thing.
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Compensation benchmarking
Define
Salary and benefits ranges for each role in each market, so offers land the first time and pay is consistent across the team.
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Leadership search
Hire
The head of the function is usually hired first. We run a focused search and involve them in shaping and hiring the rest of the team.
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Recruitment
Hire
Sourcing for every role in parallel, prioritised by the order in which the team needs them.
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Assessment
Hire
Structured, role-specific assessments and interviews, with scores and notes shared with you before any decision.
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Onboarding
Start
Contracts, first-week plans and introductions, so a group of new hires starts working as a team rather than as strangers.
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Payroll, if required
Optional
Where you have no local entity, ProDevs can employ and pay the team and handle statutory compliance.
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Technology and process setup, if required
Optional
Tools, environments, delivery processes and, where needed, the first version of the software the new team will own.
04 Which functions
Not only technology.
The same method works for any function with a clear job to do.
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Technology
CTO, engineering leads, backend, frontend, QA, DevOps, product and design.
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Finance
Finance lead, accountants, analysts, payroll and controls.
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Commercial
Sales leadership, account executives, business development and customer success.
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Operations
Operations lead, coordinators, customer support and supply chain.
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People
Head of people, talent acquisition and people operations.
05 What you receive
Paperwork you can keep using after we leave.
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Structure
An organisation chart with reporting lines and the order of hiring.
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Role scopes
A written scope and success measures for every position.
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Pay ranges
Benchmarked salary and benefits ranges per role and market.
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Hiring record
Assessment scores and interview notes for every hire.
Talk to ProDevs
Which department are you building?
Tell us what the function has to deliver. We will come back with a structure, a hiring order and a plan.