How Citadel improved their campus hiring efficiency by 45% using Interview Mocha

Systemplus hires 25 quality candidates for developer & consultant roles
  • 01

    Investment & trading acumen test created

  • 288

    Candidates appeared

  • 29

    Candidates shortlisted

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Challenges

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About Citadel

Citadel is a leading investor in the world’s financial markets. For over a quarter of a century, Citadel has sought to deliver industry-leading investment returns to clients including corporate pensions, endowments, foundations, public institutions, and sovereign wealth funds. Their global team works to help their clients’ capital fulfill its greatest potential across a diverse range of markets and investment strategies, including fixed income & macro, equities, quantitative, commodities and credit.

The Challenge

Citadel wanted to expand its workforce and were planning to recruit fresh graduates. Their strategy, though traditional, was a bit different from the regular university hiring scenario. Citadel invited candidates from top colleges to its offices for a written test and subsequent interview. The initial shortlisting of the candidates was done based on their university report cards. To evaluate such a large number and interview them took an enormous amount of time.


Before using Interview Mocha

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The Solution

Citadel were spending a lot of time in vetting candidates with this process and quickly realized that they needed a leaner process to recruit fresh graduates. Citadel connected with the Interview Mocha team to switch to online assessments. Our customer success team helped them create the assessment using their own questions. The assessments were sent to the candidates via a secure link. The candidates could access this link from anywhere and were not needed to come to the Citadel office. Once the results were generated, only those candidates who fell under a certain performance criterion were considered for the next round.


After using Interview Mocha

challenge-before

The Result

Citadel managed to improve their hiring efficiency by 40% and reduce administrative costs by 60% as well. They only invest time in interviewing top performers to make data-driven hiring decisions.