Pathlock
I needed to build a team as quickly as possible. Penbrothers allowed me to do that. The agreement was super simple and easy. We started recruiting and hired in 30 days or less. We opened our office here in record time, within two weeks.
Pathlock needed to hire more people to keep up with the increasing demand for their unique security products. However, simply hiring within their existing location won’t be sufficient.
The team aims to not only increase their workforce but also minimize organizational risks. Building a team in the Philippines is one strategy they rolled out through the expertise of Penbrothers.
Who is Pathlock
Pathlock is a SaaS company that addresses the complexities of security management and compliance for large-scale businesses. The company’s innovative services have led to their recognition as industry leaders for access control tools in business app environments.
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2021
Client Since
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Finance & Accounting
Industry
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United States
Country
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600
Company Size
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3
Years
The Challenge
Pathlock’s Challenges in Talent Hiring and Growth
To sustain growing market demand for Pathlock’s distinctive 360-degree enterprise security solutions, they must expand their team.
However, hiring locally isn’t enough.
Pathlock wanted to expand not just to increase their headcount. They wanted to expand to reduce organizational risk. That’s why they wanted to build a team in the Philippines among others.
As leaders in the cybersecurity industry, they understand the value of diversifying their workforce. Their talent acquisition strategy needs diverse cybersecurity teams to adapt to diversifying threat landscapes, too.
A multi-location workforce can provide round the clock security services to their customers. Having a multi-locational workforce also enables Pathlock to offer undisrupted services to their global customer base.
Aside from that, they are able to avoid risks that come with managing monolithic teams. The risks of a homogeneous team include:
- Susceptibility to local team disruptions
- Overdependence on key personnel
- Scalability limits
- Reduced response agility to global market changes
- Operational errors due to oversights and lack of differing perspectives
With these risks in mind, Pathlock decided to expand their workforce to the Philippines.
However, Tony Daubenmerkl, VP of Support for Pathlock, mentions that despite opening teams in the Philippines for 12 years, this goal is still a challenge. The main hurdle is to find the right talents that have a proactive mindset and the desire to be a key member of the workforce.
The Solution
How Pathlock Built Their Team in the Philippines
As a solution to building their Philippine workforce, Pathlock partnered with Penbrothers to start developing their offshore team. Specifically, Pathlock was looking for an offshore Philippine team with on-site arrangements available.
What Pathlock was looking for in an offshore firm was clear:
- They wanted to hand off finding talent/recruitment to them.
- They looked for an offshoring firm that would allow them to directly handle training and employee management.
- They needed an on-site arrangement fast.
- They needed a quick recruitment process.
They met all of these offshoring goals through their continued partnership with Penbrothers.
The Results
Through their offshoring approach, Pathlock was able to find an office for its on-site Philippine team in two weeks. They were also able to establish their offshore Philippine team in record time: no more than 30 days.
Aside from that fast recruitment process, they were also able to find qualified candidates to work with them. Not only were they qualified for the roles, but they were also enthusiastic additions to the team.
“I have talent that wants to work with the company, grow with the company, become part of something bigger and not just be a team member but be a change agent for not only my group but our customers,” says Tony.
As for their collaboration with Penbrothers, Pathlock confidently delegated the search for qualified candidates to them. Through their help, they were also able to set up a fully functional office in just two weeks.
Tony mentioned feeling empowered by Penbrothers to manage his team directly. Specifically, Pathlock wanted full control of the following:
- Team member assessments based on Pathlock’s internal key performance indicators (KPIs) and global metrics
- Employee management for daily operations
Penbrothers assisted in candidate search and recruitment of Philippine talent. On the other hand, Pathlock had full control over their team’s training and management.
This arrangement allowed Pathlock to maintain company standards amongst their offshore team. It also enables the successful partnership between the two that continues to this day.
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