How NAUTPLUS Accelerated Digital Platform Launch with beecrowd's Talent Solutions

Key results

Reduced hiring time from months to 2 weeks
Expanded talent access beyond major tech hubs
Enhanced cost efficiency in recruitment

NAUTPLUS, a technology company revolutionizing the nautical industry, faced the challenge of launching its digital platform under tight deadlines and limited resources. By partnering with beecrowd, NAUTPLUS accessed a wide talent pool across Brazil, significantly reducing its hiring time from several months to just two weeks. This strategic alliance enabled NAUTPLUS to quickly build a high-quality technology team, meet critical delivery milestones, and bring its platform to market faster. The collaboration not only ensured cost-effective hiring but also aligned with NAUTPLUS's long-term vision, strengthening its position as a digital innovator in the nautical ecosystem.

TechnologyArtificial Intelligence

Delivered by

beecrowd

Achieved 1,600+ Employee Skill Registrations by February 2025

Key results

1,600+ employees registered by February 2025
8,000+ total employees at The Access Group
160,000+ organizations served by The Access Group

The Access Group needed to track, mobilize, and develop skills across a large workforce. With 8,000+ employees supporting over 160,000 organizations, they required a consistent way to understand capabilities at scale. They also needed employees to create skill profiles and be matched with internal development opportunities. This was especially important for their Global Operations Centers in Kuala Lumpur and Romania within their Campus to Career (C2C) program. A white-label skills intelligence platform was implemented to support organization-wide skills visibility. Employees used it to build skill profiles that could be used to identify fit for internal opportunities. The rollout supported the C2C program in the Global Operations Centers, enabling structured development pathways. Hiring managers were engaged to function as Champions to encourage adoption. As a result, 1,600+ employees registered by February 2025. The platform supported skills tracking and development across an 8,000+ employee organization. It also strengthened the ability to connect employee skill profiles to internal development opportunities, including within the C2C program. This improved the organization’s approach to understanding and mobilizing skills at scale.

Delivered by

Gigged.AI

Achieved 2x Engineering Headcount in 12 Months

Key results

2x engineering headcount in 12 months
50%+ of new hires via the hiring partner
25 engineers hired across fullstack, DevOps, QA, and frontend roles

Aiwyn, a growth-stage FinTech company, needed to rapidly scale its engineering team from 20+ to significantly larger while maintaining quality and company culture in a fully remote environment. The team needed to expand quickly without sacrificing collaboration and standards. They also required a consistent approach to compensation and long-term incentives while hiring at speed. Aiwyn implemented a hiring approach that provided direct hiring control and transparent compensation management, including the ability to offer equity to top performers. Engineers based in LATAM were embedded into integrated “nucleus teams” to support seamless collaboration. The company staffed roles across fullstack, DevOps, QA, and frontend to meet product and operational needs. Over 12 months, Aiwyn doubled its engineering headcount, with 50%+ of hires coming through this channel. They hired 25 engineers across multiple roles who reached productivity within days rather than weeks. Multiple hires earned long-term equity paths with strong retention, and the company realized significant cost savings versus U.S. hiring without compromising on quality.

Cloud Infrastructure

Delivered by

Remotely

Deployed 2 Frontend Teams Within 1 Week for Product Modernization

Key results

2 frontend teams staffed and contributing within 1 week
12+ interconnected systems supported via frontend data traceability tools

A global supply chain technology company undertook a major product modernization effort and needed to strengthen the frontend architecture of internal platforms. The company also needed better visibility into how data moved across interconnected enterprise applications. Two initiatives were critical: building a shared React component library and creating intuitive frontend experiences for a new data traceability platform. Internal bandwidth was stretched thin, and hiring the right frontend engineers quickly was difficult. Two dedicated frontend teams were assembled within days to address the two workstreams. One team focused on the design system and the shared React component library to streamline UI development and maintain design consistency. The second team focused on frontend experiences for the data traceability platform to surface how information flowed across systems. The developers embedded directly into existing agile teams and contributed to design, implementation, and delivery alongside internal staff. The teams staffed and contributed within one week, accelerating progress on both initiatives. The design system streamlined component reuse across applications and supported consistent UI delivery across teams. The new frontend tools enabled users to trace and validate data lineage across more than a dozen interconnected systems. This supported internal QA and compliance efforts by improving visibility into data movement.

Compliance

Delivered by

Torc

How Stark-4PL Accelerated Tech Team Formation by 40% with beecrowd

Key results

40% faster team formation
30-50 hours saved in recruitment
Improved cost predictability

Stark-4PL, a leader in healthcare logistics, faced the challenge of rapidly expanding their technology capabilities to support digital innovation. With a competitive talent market and the need to avoid overloading executives with recruitment tasks, they turned to beecrowd for a solution. By leveraging beecrowd's network of pre-qualified technology professionals, Stark-4PL reduced the time required to assemble specialized teams by 40%. This partnership not only saved 30 to 50 hours in recruitment efforts but also allowed the company to maintain momentum in its development projects, enhancing operational agility and cost predictability. As a result, Stark-4PL strengthened its competitive position in the healthcare logistics market by delivering innovative solutions more efficiently.

HealthcareDigital Solutions

Delivered by

beecrowd

Achieved 1,600+ Employee Registrations by February 2025

Key results

1,600+ employees registered by February 2025 via the skills platform
8,000+ total employees at The Access Group
160,000 organizations served by The Access Group

The Access Group, a global provider of business management software serving over 160,000 organizations with 8,000+ employees, needed to track, mobilize, and develop skills across a large workforce. They required a way to help employees create skill profiles that could be used to understand available capabilities across the business. They also needed employees to be matched with internal development opportunities, particularly within their Global Operations Centers in Kuala Lumpur and Romania as part of their Campus to Career (C2C) program. A white-label Skills Intelligence Platform was implemented to establish a living, breathing skill inventory with complete custom branding and a tailored skill taxonomy. Tiered access permissions were set up for employees, managers, and admins. Automatic matching was configured to connect internal roles, gigs, and secondments to employee profiles. Internal mobility capabilities were enabled to support movement across departments and teams. By February 2025, 1,600+ employees were registered in the skills platform. The organization’s 8,000+ employee workforce was supported by a structured approach to profiling and matching skills for internal opportunities. The platform implementation enabled internal mobility across departments and teams and supported talent development initiatives within Global Operations Centers. It also improved the ability to manage skills and opportunities through a centralized inventory.

TechnologyBrand Design

Delivered by

Gigged.AI

Achieved International Expansion With 5-Year Direct-Hire Option

Key results

5-year direct-hire option

Velma, a seed-stage NYC startup, faced intense competition in hiring and needed to expand its candidate pool beyond the U.S. The team lacked international networks and connections in other hiring markets. Velma also needed to preserve time zone overlap while building out engineering capacity. Velma implemented a platform approach to build a global engineering team through direct employment relationships. The solution handled operational complexities including compliance, payroll, and employment law. It also included equity incentives and a structured option to hire talent directly after a set period. Velma expanded hiring internationally while preserving time zone overlap. The company accessed a broader talent pool without relying on agency-focused candidates. Velma maintained direct control over pay, equity, and other employment terms, and attracted aligned talent motivated by equity ownership.

TechnologyCompliance

Delivered by

Remotely

Deployed a Digitized Client Zone in 6 Months

Key results

6-month deployment timeline

IRISnet, the Brussels Region telecommunications provider, needed to modernize digital services used by government institutions, public services, and citizens. Its service experience was fragmented across multiple applications. Some operations relied on Excel files or long email chains, which slowed execution and created friction for users. IRISnet also needed a client zone that non-technical users could navigate easily. Randstad Digital deployed a locally based Belgian development team to build MyIRISnet as a unified web application. The implementation consolidated multiple disparate applications into a single, user-friendly platform. The solution was built with Symfony for backend and routing and Vue.js for dynamic front-end components. It delivered comprehensive service management, including service overview, invoice management, LAN monitoring, security camera access, and malfunction reporting, with an accessibility-first design. The completely digitized client zone was deployed within 6 months. Users provided enthusiastic feedback from launch. Processes that previously required Excel files or email chains were completed in just a few clicks. The unified application improved day-to-day usability by bringing key services into one accessible interface.

Cybersecurity

Delivered by

Torc

Identified and hired pre-vetted firmware engineers

Key results

Pre-vetted firmware engineers
LATAM specialized talent
Fast time-to-hire

By leveraging beecrowd's extensive network and access to highly specialized tech talent, Qubika was able to efficiently find candidates that were otherwise difficult to source. This collaboration enabled Qubika to meet tight deadlines and strengthen their team with skilled professionals, driving their growth and success in delivering high-quality solutions.

Recruiting

Delivered by

beecrowd

Deployed 1 Skill-Based Hiring Marketplace Across Global Consultant Network

Key results

1 skills intelligence platform deployed

Insights Learning and Development faced challenges managing and matching the skills of its Associate Consultant network across global operations. Manual processes consumed staff resources and complicated client service delivery. The company needed a more efficient way to catalog skills and availability while supporting project staffing. A skills intelligence platform was deployed to automate skill-to-project matching. It cataloged Associate Consultant skills, certifications, and availability in one place. Calendar integration was implemented to enable more efficient meeting scheduling. The solution streamlined the end-to-end Associate Consultant booking process. The new approach freed staff to focus on critical operational tasks. It enabled better alignment of internal skills with customer priorities and improved learning opportunities and staff development. It also supported the company’s continued growth trajectory. Overall, it reduced reliance on manual processes and simplified consultant-to-project matching across global operations.

StaffingProcess Improvement

Delivered by

Gigged.AI

Hired 7 Engineers Within 1 Year

Key results

7 engineers hired within 1 year

Allurion, a growth-stage health tech company, needed to transition from an offshore agency model to an in-house engineering team while building out its digital platform. The company struggled to find qualified developers with sufficient time-zone overlap. It also wanted to avoid time-consuming traditional U.S. hiring processes. Allurion implemented a hiring approach that provided pre-screened candidates matched to its technical requirements across mobile, web, full-stack, and data engineering roles. The solution handled initial vetting and candidate screening to streamline the hiring workflow. It also provided guidance on compliance requirements for GDPR and healthcare-specific regulations. Within the first year, Allurion built an in-house team of 7 engineers. The hires were based across Central and South America. The team covered mobile, web, full-stack, and data engineering positions.

Compliance

Delivered by

Remotely

Deployed 2 Frontend Teams Within 1 Week

Key results

2 frontend teams deployed within 1 week
12+ interconnected systems supported via frontend data traceability tools

A global supply chain technology company undergoing a major product modernization effort needed to strengthen the frontend architecture of its internal platforms. The company also needed better visibility into how data moved across its systems. Two initiatives were critical: building a shared React component library and creating intuitive frontend experiences for a new data traceability platform. Internal bandwidth was limited, and hiring the right frontend engineers quickly was difficult. Two dedicated frontend teams were assembled within days to address the two initiatives in parallel. One team focused on creating and rolling out a shared React-based design system to streamline UI development and maintain design consistency. The second team focused on frontend experiences for data traceability tools that surfaced how information flowed across interconnected enterprise applications. Developers embedded directly into existing agile teams and contributed to design, implementation, and delivery alongside internal staff. The design system streamlined component reuse across applications and supported more consistent UI delivery across teams. The new frontend tools enabled users to trace and validate data lineage across more than a dozen interconnected systems. These capabilities supported internal QA and compliance efforts by improving visibility into data movement across enterprise applications. The teams were staffed quickly and began contributing within the first week.

Compliance

Delivered by

Torc

Open Cloud

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