Talent / Recruitment Solutions

We help redefine careers

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We help redefine careers

We are not your run-of-the-mill yet another recruitment firm - looking to make a cut by connecting the candidate to a job listing.

Wolves and the Pack was built on the shoulders and pure passion of recruitment veterans. Our team contains everyday people, from all walks of life who believe in transforming themselves and their surroundings to see the change they want to bring in. We continue to delve into the more difficult aspects of our work to find solutions, infusing as much creativity as we possibly can in our search for hitting the right talent.

We invest in our clients by understanding their business needs and challenges, and also potential talents by understanding their motivation, aspiration and dreams, before we make a match

The Opportunity

A multinational retail corporation and Fortune 1 Organization, that is a common household name in the US and its adjacent markets. It is the world's largest organsisation by revenue, with about US$570 billion in annual revenue, according to the Fortune Global 500 list in May 2022. It is also the largest private employer in the world with 2.2 million employees.

(Client supermarkets are hypermarkets with sizes varying from 69,000 to 260,000 square feet. And they stock almost everything. Their wide variety of offerings includes meat and poultry, baked goods, delicatessen, frozen foods, dairy products, garden produce, and fresh seafood.

Many Clients Supercenters also have a garden center, pet shop, pharmacy, Tire & Lube Express, optical center, a one-hour photo processing lab, portrait studio, and numerous alcove shops, such as cellular phone stores, hair and nail salons, video rental stores, local bank branches and fast food outlets. ) Can be omitted, Walmart global tech to be highlighted more, as mentioned below

Global Tech firm in Bangalore was an extension of the Technology arm of a multinational retail corporation. This Center would augment the e-commerce expansion and Technology focused growth plan to fuel the Digital journey of organisation ambitious Tech journey ahead and hence they needed to identify and hire Pedigree technical talents across technology, to fuel this growth.

The Challenges

They were looking to expand its E-Commerce footprint in the US and other emerging markets (like Canada and Mexico). This expansion means expansion on all fronts, including the technology team to build digitally scalable products to fuel the growth of the organization’s vision to seamlessly integrate technology to solve multiple retail problems. The major focus is on building highly scalable data-intensive products by leveraging cutting-edge technology in Distributed system / Data Engineering /AI/ML/ Data Science.

Customer Key goal was also to promote female tech leaders within their multiple Horizontals

The need was for hiring Technology talent with key focus on pedigree backgrounds with speed of execution in onboarding them

With their business expansion and growth and a need for niche and high-quality talent, they were looking for recruitment partners who could help them solve this Problem.

How We Helped

In the span of 2 years of our collaboration with clients, we were able to solve critical hiring problems across technology.

We recruited and offered positions to 327 candidates, out of which 244 are already successfully onboarded and 83 are in the process of joining.

The candidates were hired across various technology ecosystem which included:

With their business expansion and growth and a need for niche and high-quality talent, they were looking for recruitment partners who could help them solve this Problem.

  • Backend (Java, Microservices, Spring Boot, NoSQL)

  • UI (React.JS, Webpack, JavaScript)

  • Cloud (Azure, AWS)

  • Data Analytics (Statistical Analytics, Mathematical Modeling)

  • Data Science (Applied Data Science, ML /AI Algorithm, Applied Mathematics)

  • Data Engineering (Data Streaming, Kafka, Spark Architecture)

  • Mobile (Android, Kotlin, iOS, Swift, Objective-C)

Based on the needs expressed, we not only found candidates with diverse skillsets, but also with varying degrees of experience. The range included from 2 years of experience to 24 years:

  • Software Engineer (2 to 5 Years)

  • Senior Software Engineer (6 to 9 Years)

  • Staff Engineer (10 to 15 Years)

  • Senior Engineering Manager 1 (10 to15 Years)

  • Principal Engineer (16 to 19 Years)

  • Senior Engineering Manager 2 (16 to 19 Years)

  • Distinguished Engineer / Director (19 to 24 Years)

The Result

We were able to identify the perfect match of the right talent, with pedigree skillset to quickly match their need for growth and expansion of their Technology team. Here are some key highlights:

  • We recruited 34 Hires for US Tech, Core services Item and Supply Chain (CSIS), and Core Services and Emerging Tech (CSRET).

  • The AdTech Initiative was a major project we undertook. We successfully converted below 4 hires.

  • 10 Hires for "SAM'S Club" - Successfully onboarded 5-Senior Engineering Manager1 and 5 – Staff Engineers.  Focused on head hunting strong product engineers and managers.

  • 4 Major Leadership Hires for the roles of Senior Engineering Manager and Principal Engineer and a candidate at a Directorial position

  • Hired 7 Senior Engineering Managers for "NEXT program". The hiring effort spanned 3 months, with a focus on 3 different skill sets (Java, Dot Net and Data Engineering).

  • Efforts focused on hiring Female Engineering Talents and Promoting Female Leadership across Horizontals to meet their Diversity goals of higher female representation in the organization

  • The Hiring Initiative undertook for two major divisions which were expanding rapidly (Health & Wellness / Omni-channel Experience). The need was to hire 150 Software Engineers and Senior Software Engineers. We successfully hired 60 Engineers for Backend (Java) & Frontend (React.JS) skills under this initiative.

  • Continuous effort on hiring Backend Engineering roles in Java and Data Streaming Technology across Key Divisions (Customer Backbone, International Market, Supply Chain) to fulfill the subordinate roles

  • Key Initiative in Identifying & Hiring Senior Talent for Applied Data Science with Search & allocated a personalization team for this task.  We successfully onboarded the talent at the level of Distinguished Data Scientist (Director)

  • Second Phase of Walmart’s NEXT Hiring Program to identify Female Leaders. The target was to hire 20 female leaders across horizontals. We successfully hired 10 Leaders to date