Founder Matt Talks About Founding Scede.io & More

Founder Matt Talks About Founding Scede.io & More

When Scede.io Founder Matt Ellis isn’t obsessing over finding world class tech talent; you’ll find him adding another checked shirt to his wardrobe, snapping street art or learning about the next gaming studio about to launch.

Matt has over 10 years experience building product and engineering teams for companies like Skype, Supercell and Space Ape Games.

We sit down with Matt to talk about how Scede.io is different and what he loves about it.

Why did you set up Scede.io?

I had always loved recruitment, but after many years of working on the agency side, I started to fall out of love with it. The focus felt much more about bums on seats and the model isn’t built with an emphasis on client or candidate care in my personal opinion.

After time I stopped waking up with the same zest to get to the office. I ultimately stopped feeling proud of my work and being proud of what I do is very important to me.

In 2011 I joined Skype which really reignited the passion. 

At Skype recruitment was considered a craft and was advocated by senior management across the business. Recruiters had the freedom to focus on what’s really important (quality and conversions), instead of vanity metrics like the number of meetings and total telephone time. I got to see the teams I worked for come to life. It was so enjoyable having a visible impact on a company, to help create such value and for them to ship great products.

Working with a team of awesome recruiters in this way is ultimately where the idea for Scede.io was born.

Through agency life, I learned the art of resilience, I learned how to sell, I’d hired for hundreds of positions across a wide range of businesses. That skills set remains valuable to this day.

Working at Skype, I received more trust just by being in the same office as my hiring managers. I had access to information that made my job much easier compared to inside an agency. I felt the value immediately and was able to sell authentic brand stories, the impact candidates would have on product and the company culture rather than just job descriptions.

At Scede.io we’ve taken some of that hustle learned in agencies, rasped off the rough edges and combined it with the experience we gained scaling billion dollar tech companies from within.

We wanted to support high growth startups that need to scale fast and well.

Today I wake up with a smile on my face, happy that we get to create huge value for these companies.

How does Scede's unique model better help startups?

At Scede.io we’ve created our take on the "embedded recruiter".

We consult and deliver on topics across the whole modern talent function. That means we do things like building out hiring plans along with the necessary interview assessment criteria. Create reporting for leadership and board packs. Use various methods to identify and engage talent. Build and broadcast the employer brand. Manage talent through interview, offer and onboarding plus much more dependent on specific needs.

As embedded recruiters, we truly integrate into the fabric of your business. One (or more) of our team is enrolled as your team member. They take on an email address, sit in your office, engage with the team and in some cases form part of the companies management team.

As we’re on site, working as one of your own, you have all the face time you need without us being intrusive on your time. Quite the opposite. We save leadership & engineering teams hours that they can spend on product. In addition, you have access to every other Scede.io team member.  Collectively we've scaled many tech companies from within, including growth through several acquisitions and for a number achieving billion dollar valuations.

So, you’re getting the luxury and piece of mind having a team of highly experienced talent managers (each of us has an average of 10 years HR and Recruiting experience), adapted to your requirements, as part of your team, at an affordable price.

What is next for Scede.io?

We are still super focused on helping ambitious founders build great teams and businesses.

100% of our business has come from recommendations, which is a testament to the results our team delivers and an effect of our commitment to do incredible work.

And that’s the most important thing for us - working with founders, delivering incredible work, and building a world-class authentic reputation as a result.

Internally, we are focused on creating a diverse business that great recruiters want to join to hone their craft in a grown-up setting.

What is the most rewarding part of your job?

As well as building Scede.io with a great bunch of people, being ringside with our clients is something that continues to fascinate me.   

Helping businesses scale when hiring is critical is still what gets me out of bed, even after 10+ years.  I've been lucky enough to personally work with 3 companies through acquisition, 2 of which "billion dollar unicorns" and hope to continue to share some of that experience.

When you see a business ship a successful product that's been built by teams you’ve hired, it’s incredibly fulfilling. Seeing your friends and family playing a game or using a product from a business we’ve supported makes me really proud.

What's the best advice you've been given?

I’ve been lucky enough to have some really great advice during our journey and believe massively in mentors. The most powerful observation I made was whilst working alongside the Supercell team.

I observed many wonderful things whilst at Supercell but the main takeaway was to focus on building what you believe in.

Don’t dilute or sacrifice your beliefs or business model to keep up with the competition or for greed (assuming your model is working of course).  If you hire the best people, they will deliver the best products/services.

What is the best piece of hiring advice you can give?

Somebody once said, “it’s better to have a hole than an arse hole”.  

The key from this rather crude and unorthodox phrase is simply hire well and do not hire people that will upset your current culture.

The perceived short term gain of making a hire against your hiring plan can take an unquantifiable period of time to re-balance if a "bad hire".

 

If you’d like a conversation with Matt about scaling your business or advice on hiring, please get in touch here.