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Case Studies

Client brief introduction:

Wargaming is a game development company that creates and publishes MMO
games. Founded in 1998, it has grown from a small team of passionate gamers into
a global leader in the gaming industry, with over 5,000 employees. The main hubs for
WoW (World of Warships) and WoT (World of Tanks) are in Belgrade, Prague, and
Vilnius.

Wargaming also committed to giving back to the community and making a positive
impact on the world. It established a number of initiatives to support education,
technology, and the arts and it is always looking for new ways to make a difference.

Key data:

  • Project period: July 2022 – Ongoing (Multiple extensions)
  • Number of hires: 124
  • Team size: We grew from an assignment of 1 TA, to 3 TAs and 1 TS
  • Cost reduction: The client had never worked with an embedded model before, using only the success fee-based agency support. Switching to the embedded model saved the client approximately 50% of the agency spending.

Testimonials:

‘’52 closed roles during the last fiscal year (April to April) in various locations – UK,
Lithuania, Cyprus, Serbia and etc. We worked with 4 recruiters from Tribe agency,
they closed all together more than 52 roles with time to hire 54 days. We have many
success stories with this team, but I think it’s important to mention how it started.

We usually choose agencies who have experience working with specific roles, like
Game Design, but we decided to try and work with really motivated Tribe recruiter

and success was immediate – we closed Senior Game Designer role in just few
months. It was recognized by our business too.

I am personally really grateful that Tribe contributed to our hiring success at
Wargaming!’’

Renata Timantaite, Head of Global Talent Acquisition

Context:

The TA team lost 40% of their capacity, so they couldn’t hire new colleagues. At the
same time, the client discontinued their operations in Russia and Belarus and
needed to rebuild most of the WoW product team in the Serbian office.

They needed a flexible solution, because the business did not allow them to hire
more permanent TAs. They also saw the limits of working with traditional agencies
and needed a new, long-lasting partnership that produces results.

Needs analysis:

Challenges:

  • Unclear situation due to the conflict in the region; managers, often freshly hired, were often themselves in the process of relocation and therefore hardly reachable.
  • Non-standardized processes.
  • Traditional recruitment channels such as LinkedIn were not working for the Russian speaking candidates & some of the roles were very confidential, so we had to contact candidates without mentioning the WG brand.

Opportunities:

  • Reviewing and streamlining recruitment processes.
  • Harmonizing the processes.
  • Diversifying acquisition channels.

Action plan & Implementation:

Challenge: Unclear situation due to the conflict in the region; managers, often freshly hired, were often themselves in the process of relocation and therefore hardly
reachable.

While delivery was the main priority, Tribsters worked together with the internal team
to educate the hiring managers, review and simplify internal processes to better fit
the client’s situation. We also specifically selected TAs with strong regional expertise
and the ability to support hiring managers in their native language to ease the client’s
situation.

Challenge: Non-standardized processes.

World of Warships team was working separately from the rest of Wargaming team, so
their processes were not standardized. For example, they didn’t use ATS and they
didn’t have any contact with other regions of WarGaming. This Serbian office was
opened due to war in Ukraine and most people who worked in the Russian office
relocated there.

When Tribe joined Wargaming, the team was still slowly relocating and the processes
were not standardized, so we had to harmonize all the processes.

First, we provided training to hiring managers on the effective use of Greenhouse,
enhancing their familiarity and proficiency with the platform. Additionally, we
streamlined and simplified the interview processes significantly to improve efficiency.
Finally, we redefined the role of recruiters; previously, they functioned primarily as
coordinators and attended all interviews, including 1.5-hour assignment stages and
technical discussions. Now, recruiters play a more strategic role, focusing on
higher-value tasks and optimizing the overall recruitment process.

Challenge: Traditional recruitment channels such as LinkedIn were not working for the Russian speaking candidates & Some of the roles were very confidential, so we
had to contact candidates without mentioning the WG brand.

As LinkedIn was off the table, we adjusted our sourcing strategies to include the use
of community platforms and communication platforms such as Telegram, Join.com,
Reddit, Facebook, Artstation, Behance, personal connections etc.

Results & Reflection:

  • 124 Hires
  • Time to hire: 31 days
  • Hired some non-conventional profiles: military designer, lead meta designer, producer for World of Tanks, senior technical 3D artist
  • Recruitment process reviewed and standardized

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