LATERAL HIRING
Simplify your Lateral Hiring with Smart & Efficient Solutions
Trusted by 400+ Global Brands
Lateral Hiring at Scale
66%
Reduction In Time-To-Hire
25%
Increase In Number Of Offers
98%
Of Companies Reduced Their Mis-Hires
3x
More Candidates Accessed Per Role
For Decades, Lateral Recruitment has been Stuck in a Tug-of-war Between
For Decades, Lateral Recruitment has been Stuck in a Tug-of-war Between
Unlock Potential With Lateral Hiring Solutions Designed To Match Top Talent With Top Roles
Customized Playbook
AI-Based Question Management
Focused and Expert Interviewers
Efficient Scheduling for Less Stress
BENEFITS
Why Our Interview-as-a-Service Stands Out?
Still, have a doubt with our services? take a look of what our customer says about their experiences
Singapore's #1 Investment Platform Cut their Hiring Time from 6 Weeks to 1 Week
Consistent Partner for YC’s Fastest Growing Company – From $10M to $5B in 3 Years
South East Asia's #1 Car Marketplace Hired 400+ engineers in record time
Why Global Enterprises Choose InterviewVector
FAQs
Frequently asked questions
Everything you need to know right here at your fingertips
What is lateral hiring, and why is it important?
Lateral hiring is recruiting experienced professionals from other organizations for specialized roles. Unlike traditional recruitment, it targets mid to senior-level candidates with established careers and specific skills that may require training. This approach brings immediate expertise to organizations, reduces training time, and helps fill critical positions quickly with qualified talent.
How does lateral recruitment differ from traditional hiring?
Unlike traditional hiring, lateral recruitment involves recruiting experienced professionals from other organizations, which targets entry-level candidates. While traditional hires need training, lateral hires bring ready expertise. Organizations must attract these talented professionals with compelling offers since their current roles often satisfy them.
What are the biggest challenges in the lateral hiring process?
The lateral hiring process requires competitive compensation packages to attract experienced talent. New hires need time to adapt to company culture and reach peak performance. HR must assess cultural fit during interviews and foster team integration. Senior lateral hires may face internal resistance, requiring transparent communication. External hires may also pose adaptation risks despite screening.
How does InterviewVector enhance the lateral hiring process?
InterviewVector optimizes your lateral recruitment with customized processes and engaging assessments to find top talent. Our tailored interview frameworks ensure focused, fair assessments. Industry-expert interviewers deliver quality evaluations. Automated scheduling and AI-powered matching streamline the lateral hiring process.
What role does structured interviewing play in lateral hiring?
Structured interviews are a systematic approach to hiring that improves lateral hiring and reduces bias by asking all candidates identical questions in the same order. They promote fairness, improve reliability, and are twice as effective as traditional interviews in assessing job-related skills and preventing bad hires.
How can companies reduce time-to-hire in lateral recruitment?
Lateral recruitment helps hire experienced candidates who can start immediately, saving time and training resources for your business.
Why is lateral hiring crucial for scaling teams?
Lateral hiring, or external hiring, is essential for scaling teams. Experienced hires bring valuable knowledge and require minimal training. They introduce diverse perspectives, leading to innovation and better problem-solving. This lateral recruitment approach quickly addresses skill gaps and brings insights into market trends. Lateral hires come with professional networks and help meet growing demands efficiently.
