CASE STUDY: COST-EFFECTIVE GUIDEWIRE TALENT SEARCH

• Client: A Canadian P&C Insurance Company 

Challenge: Hiring for Two Senior Guidewire Roles

A Canadian P&C insurer needed urgent support hiring two senior Guidewire roles — Product Owner (Guidewire) and Guidewire Solution Lead. After mixed results and high fees from traditional recruiting firms, they turned to Jorrit at Fractional Recruiting for a more targeted, transparent, and cost-effective approach.

The insurer faced several barriers:

• Confidentiality Needs — Senior roles required discreet outreach to avoid internal or market disruption.
• Limited Market Reach — The tight Canadian P&C community made candidates cautious about engaging directly with employers.
• Candidate Hesitancy — Without a trusted third party, candidates worried their interest might reach their current employer.
   

Client Quote:
“It’s not easy to recruit confidentially for roles this important. In our industry, word travels fast. Having you as an intermediary made candidates feel safe.”

They also recognized that a job posting alone would never reach the right people:

Client Quote:
“A confidential posting wouldn’t get the right candidates. You brought market insights and vetted people thoroughly before they ever reached us.”

Jorrit conducted a detailed briefing with HR and the hiring manager to clarify expectations, ideal profile, and potential challenges.

Client Quote:
“The briefing process was incredibly thorough. Jorrit really understood what we needed and tailored his approach accordingly.”

Using direct headhunting, discreet outreach, and multi-channel contact (calls, LinkedIn, email, text), he identified and engaged high-quality Guidewire talent quickly.

Client Quote:
“The precision in sourcing was impressive. He didn’t just send resumes — he found candidates who were actually a strong fit.”

The client received real-time visibility into the search without revealing candidate names or personal identifiers.

Shared tracking included:

• Number of prospects contacted
• Pipeline stages (contacted → screened → shortlisted → interviewed)
• High-level summaries of candidate qualifications
• Motivation themes (growth, stability, project interest)
• Market insights, salary trends, and availability timelines
• Screening notes focused on role fit, not personal details
   

Client Quote:
“Having a live view of the search — without risking confidentiality — was a game-changer. We always knew exactly where things stood.”

Key differences compared to traditional contingency firms:

• Weekly updates
• Market intelligence
• Deep candidate vetting
• Higher-quality pipelines
• Clear, proactive communication
   

Client Quote:
“Your process was completely different: transparent, detailed, and clearly driven by expertise.”

The client emphasized the contrast:

Client Quote:
“I’ve had recruiters send candidates they barely know. Every candidate Jorrit brought had been properly vetted — they were serious, prepared, and aligned.”

Both senior Guidewire roles successfully filled
Time-to-fill: 5 weeks
 

Cost comparison:
 

• Traditional contingency (20%): $44,000
• Actual billing (hourly model): $8,800
• Effective savings: 80%
   

Note: While this project achieved 80% savings, future results may vary by search.

Client Quote:
“We’ll never go back to contingency fees. This model just makes more sense.”