Hiring the right people for strategic positions has never been easy. When this involves making a real social impact, as is the case with Parceiros da Educação, the challenge becomes even greater. The organization, a leader in the education sector, needed to streamline its hiring process to increase efficiency without sacrificing depth or alignment with its mission. It was in this context that the partnership with Solu was formed.

High volume, tight deadlines, and complex decisions

The two projects that incorporated Solu’s work were previously mostly manual. With a strong brand in the industry, the organization attracted a large number of applicants. However, this presented a direct problem:

• A lot of time spent on screening
• Low penetration capacity across all profiles
• Data-driven decisions, but slow ones

In addition, for strategic roles, such as leadership and fundraising, there was an even more critical challenge: finding people with:

• Experience in public education
• Understanding public policy
• Strong alignment with the organization's purpose

This combination of skills is rare and difficult to assess based solely on a resume.

The turning point: evidence-based agility

The decision to test Solu stemmed from the need to make the process more streamlined and data-driven. But according to Rita Voltarelli, Head of Talent Acquisition and Selection, what really made a difference went beyond the technology: “Far more than just having the technology, it was knowing that we could count on a team that wouldn’t back down from the challenge.”

The experience: technology with close support

The implementation was marked by close support from the Solu team, clear process steps, and ongoing guidance. On a day-to-day basis, the platform delivered immediate improvements in organization and speed, particularly when it came to prioritizing candidates.

One of the most critical aspects of the process was the use of Sol, Solu’s recruitment agent, to conduct interviews. The experience was viewed positively by both the internal team and the candidates, due to (1) the smooth and natural interaction, (2) ease of use, and (3) the quality of the narratives developed during the interviews.

In addition, there was one key point: real feedback from candidates, which helped improve the platform itself, reinforcing the collaborative nature of the partnership.

The results: greater speed and greater accuracy

The impacts were clear and measurable:

• Time savings in the early stages of the process
• Greater precision in selecting candidates
• Better prioritization of profiles with higher adherence

In the case of the recruitment drive led by Solu, the results were even more tangible:

• The hired professional remains with the organization
• He has already taken on new internal challenges

More than just filling a vacancy, the process had a direct impact on the team and the organization. The hire not only proved successful over time but also continued to grow, which is one of the key indicators of success in strategic roles.

A message for those who still recruit using the traditional model

Rita has a clear message for other organizations: “It’s very important to have a partner who is fully aligned with you and understands your entire context, your challenges, and your opportunities,” and she adds that “Solu is undoubtedly that strategic partner that will support you, regardless of your industry.”

“Solu understood our urgency and needs, while still providing thorough and compassionate service,” Rita emphasizes.