What you'll find in this case
How we hired 4 top talents in 9 weeks
Our strategy for niche SaaS & maritime roles
Key takeaways for fast, high-quality hiring
UAB-Online is a leading SaaS platform that simplifies maritime logistics. The company optimises port call processes for liquid bulk operations, improving safety, efficiency, and sustainability across the global shipping industry.
Based in the Netherlands with a team of 20 employees, UAB-Online had secured a strategic growth investment to accelerate their expansion. Their next step? Building a strong commercial team to support their ambitious expansion plans.
The challenge
Scaling a nice business in a tight hiring market
Although a market leader in their field, UAB-Online faced several hurdles when it came to recruitment:
Limited internal capacity: With 16 employees at the time, the team simply didn’t have the time or expertise to run an effective recruitment process.
Niche industry requirements: They needed specialised sales and marketing professionals who understood SaaS and had experience in the maritime sector.
Challenging location: Their office in Mijdrecht, south of Amsterdam, posed a recruitment challenge in the highly competitive and overheated Dutch job market.
Their goal was to find highly qualified candidates who not only matched their technical requirements but also aligned with their company culture and vision for sustainable growth.
The approach
On day one, we hosted a strategy session and assigned a dedicated Talent Business Partner to understand UAB-Online’s business goals, culture, and ideal candidate profile. This deep dive set the foundation for a highly customised hiring strategy. Together, we helped the team create their Ideal Candidate Profiles, manage expectations on the project, and set clear deliverables with the UAB-Online team.
To source candidates with the required SaaS and maritime expertise, we leveraged our talent networks, sourcing and outreach strategies. Especially for roles where industry experience is required, our approach is almost completely focused on outbound headhunting.
Weekly check-ins with the UAB-Online team ensured we stayed aligned with their evolving needs—and gave the hiring managers full insight into our recruitment process and timelines. A thorough screening process ensured that every candidate was a fit, both technically and culturally, while giving the hiring managers several choices throughout all interview stages.
Despite the tight labour market, we presented highly qualified candidates who matched UAB-Online’s needs. Because, like many companies in this phase, they didn’t have their own Applicant Tracking System yet, we gave the team full access to our Recruitee system to track progress and review candidate details in real time.
The result
1 Digital Marketing Manager
2 Account Executives
1 Digital Performance Marketer
By taking the time to truly understand their business and value proposition, we were able to align our efforts with their expectations—and overcome any challenges. As can happen, we encountered an obstacle with the second hire when, one week into his new role, the candidate decided to accept another offer.
Within days, we presented new and more exceptional candidates for the role. This time, UAB-Online even decided to hire two people instead of one and later asked for our help with another role. It was challenging—but Taleron delivered!
Hiring multiple people within the same commercial team helps us protect the culture, expertise, and experience levels in that team. Some highlights of the partnership included:
Efficient Time-to-Hire: We significantly reduced the time it took to fill these critical roles compared to other recruitment agencies.
High-Quality Candidates: Every candidate presented was well-prepared and aligned with UAB-Online’s niche requirements.
Positive Experience: UAB-Online praised the seamless process, structured approach, and proactive communication throughout.
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How we helped UAB-Online build out their commercial team
4
hires
joined the team
9
weeks
average time to hire
25
+
candidates interviewed
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