Recruiting: The entire hiring process in one place, with defined stages and the same information for every team involved. (Recruit)
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Case studies
Preteco: fully traceable recruiting, end to end
How Preteco turned recruiting into a fully traceable, end-to-end process with PeopleForce 🚀
2 weeks
to load the whole team's information
2 months
to have every module up and running
3 markets
Argentina, Bolivia and Uruguay on one platform
With 27 years in the market and teams in Argentina, Bolivia and Uruguay, tech consultancy Preteco needed to bring order to a recruiting process that lived in spreadsheets and email. With PeopleForce, it turned recruiting into a fully traceable, end-to-end process, centralized its whole team's information and automated onboarding, leave and internal requests.
Case summary
Client: Preteco, a tech consultancy with 27 years of history and about 100 employees in Argentina, Bolivia and Uruguay, turned its recruiting into a fully traceable, end-to-end process with PeopleForce: it had the whole team's information up and running in 2 weeks, implemented the full platform in about 2 months and automated onboarding with workflows.
Industry: Tech consulting / Professional services
Location: Argentina, Bolivia and Uruguay
Employees: 100
Meet Preteco
A tech consultancy with teams in three countries
Preteco helps organizations through their technology evolution. It works across three areas, technology, development and data, which today come together in AI solutions applied to business. It operates in Argentina, Bolivia and Uruguay with a professional services model, where each employee provides services to a client, coordinated by a PMO and a Delivery team. The People & Culture team is led by Natalia Masuccio.
The problem
Collaborative recruiting, with no tool to bring it together
As the consultancy grew, several people processes started to hurt. The biggest one was recruiting. These were the challenges the People & Culture team faced:
Manual recruiting. A process that involves several teams, with no tool to consolidate the information, stages and reports.
Time spent building data. Instead of analyzing information to make decisions, the team spent hours putting it together.
Leave with no visibility. In a consultancy, an employee's vacation affects the client. The PMO and Delivery found out through internal reports or the occasional email.
Onboarding coordinated by hand. The new hire, internal teams' calendars and the administrative onboarding tasks were all handled separately.
Scattered requests. Employees' questions came in by email, chat or WhatsApp, with no way to organize or measure them.
“Instead of working from the data and making decisions based on it, we spent a lot of time building the data.”
Natalia Masuccio
People & Culture Manager, Preteco
The change
Why did Preteco choose PeopleForce?
Preteco set out to find a tool that would solve recruiting first. When it got to know PeopleForce, it discovered the platform also offered other modules to organize the rest of HR, and decided to add them. Implementation was gradual: within a couple of weeks the whole team's information was loaded, and in about two months the platform was fully in place. Instead of a big launch, the team gradually brought in other departments to publish their own announcements, and that's how employees adopted it as a tool for the whole company, not just HR.
The foundation: Employee records, documents and leave centralized, with visibility for managers, the PMO and Delivery. (Core HR)
Requests: Employees' questions are routed by category, with tracking and data to get ahead of them. (Desk)
“We got an incredible customer success manager who guided us through implementation brilliantly, supporting us and getting us unstuck. And still does to this day.”
Natalia Masuccio
People & Culture Manager, Preteco
Results
How did Preteco achieve traceable recruiting? Before and after
Today everyone involved in hiring sees the same story: they follow the candidate from first contact to final feedback, and that thoroughness shows in the quality of service Preteco delivers to its clients. "It gives us traceability across the whole process, and knowing that pushes everyone involved to be a bit more committed," says Natalia. The change also reached leave: the PMO and Delivery see in real time who's on vacation and can plan cover in advance.
Onboarding that runs itself
With PeopleForce workflows, Preteco automated the three fronts it used to coordinate by hand every time someone joined the team:
For the new hire: Personalized emails, all the information they need throughout the process and their first-week schedule.
For internal teams: Each team gets its task and knows what to do and when, so it can make time for the person joining.
For administrative tasks: Setting up the new employee is triggered automatically, with no reminders needed.
The result shows in the surveys run at hiring and during onboarding: feedback is very positive and highlights how well organized the process is.
Organized requests to stay ahead
Questions that used to come in by email, chat or WhatsApp are now submitted in PeopleForce under a category. That way the People & Culture team can see how many people are asking about the same topic, like income tax or their payslip, and when requests spike it can respond proactively with training or a company-wide message. Employees found it easier than the old channels, and other departments, like marketing, started using PeopleForce for their own announcements because they know everyone checks it.
“The main value, first, is that they solve your problems: the platform fully understands your pain point and solves it. And second, what sets it apart from other platforms is the support we get throughout our life with PeopleForce.”
Natalia Masuccio
People & Culture Manager, Preteco
Why Preteco recommends PeopleForce
Fully traceable, end-to-end recruiting, with the same information for every team.
Team information centralized in 2 weeks and the full platform live in about 2 months.
Real-time leave visibility for managers, the PMO and Delivery.
Automated onboarding with workflows that coordinate every team.
Employee requests organized by category, with data to get ahead of them.
Ongoing support from the Customer Success team, during implementation and beyond.
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