What is the context of the mission ?
The supported company operates in the deeptech sector, with a strong R&D focus. It develops cutting-edge technologies around optical microchips and augmented reality, intended for high value-added industrial and technological applications.
Its development is supported by significant fundraising, allowing it to strongly accelerate its research and innovation projects. The organization is spread across multiple geographical areas, with a main team based in Europe and a presence in the United States, which implies an international dimension from the early stages of growth.
In this context, the scaling of R&D teams becomes a strategic challenge. Recruitment needs do not concern generalist profiles, but highly specialized engineers, rare on the market and often in demand worldwide.
When the collaboration with ScaleMyCrew begins, the company already has a structured internal HR function, but it is heavily solicited by rapid growth and the complexity of the recruitments to be carried out.
What were the challenges and issues faced by the company ?
The main challenge lies in the scarcity of profiles sought. Engineers specialized in deeptech, optical microchips, and augmented reality are few and highly demanded. Identifying, approaching, and evaluating them requires time, method, and a deep understanding of technical challenges.
The company’s rapid growth leads to a multiplication of strategic recruitments. The workload of the internal HR function increases significantly, with the risk of creating bottlenecks in the recruitment process.
Maintaining a high level of standards becomes a challenge. In such a technical context, a wrong hire can have a direct impact on R&D projects, timelines, and team dynamics. It is therefore not possible to accelerate at the expense of quality.
Finally, the international dimension adds additional complexity. Exchanges are conducted in English, candidates are spread across multiple markets, and recruitment standards must remain consistent despite distance.
Why did strengthening recruitment become a priority ?
For a deeptech company, recruitment is not just another support function. It is a direct lever of innovation and competitiveness. Without the right profiles, projects slow down and technological ambitions are compromised.
Strengthening recruitment therefore becomes essential to accelerate without degrading quality. The objective is to expand the international talent pool while maintaining a rigorous selection aligned with technical requirements.
This reinforcement also aims to relieve the internal HR function, so it can focus on strategy, talent integration, and team support, rather than being absorbed by sourcing and prequalification.
In this context, relying on a dedicated offshore team in Madagascar appears as a relevant solution, provided that the recruiter is fully integrated and able to understand deeptech challenges.
Why did the company choose ScaleMyCrew ?
The company was not looking for a traditional recruitment firm or a one-off provider. It wanted to integrate a dedicated recruiter, working daily with internal teams, in a logic of continuity and partnership.
The dedicated offshore team model proposed by ScaleMyCrew precisely meets this expectation. It allows the company to have an experienced, English-speaking recruiter, integrated into the HR teams and capable of working over the long term.
ScaleMyCrew’s ability to understand complex technical environments, support international organizations, and structure an offshore collaboration in Madagascar on high value-added functions was decisive.
The choice of Madagascar is also based on the quality of available profiles, their adaptability, and their ability to operate in demanding technical and cultural environments.
What organization was put in place by ScaleMyCrew ?
ScaleMyCrew provided an international recruiter dedicated and based in Madagascar, working in close collaboration with HR and technical teams.
This consultant is integrated into the tools, processes, and routines of the company. She participates in exchanges, follow-ups, and aligns with existing recruitment standards. The objective is not to create a parallel function, but to reinforce the existing structure.
This organization creates continuity between local teams and the offshore team, ensuring consistency in recruitment at an international scale.
What specific role is currently handled by the dedicated collaborator ?
The central role of the dedicated offshore recruiter in Madagascar is the international recruitment of specialized engineers. This begins with sourcing technical profiles internationally, across varied and competitive markets.
Exchanges with candidates are conducted in English, from the first contact. The recruiter handles prequalification, evaluates the fit between profiles and technical and cultural requirements, and coordinates next steps with internal teams.
This upstream work makes it possible to significantly accelerate recruitment, while maintaining a high level of standards. The dedicated collaborator acts as a true extension of the HR team, not as a simple intermediary.
How did the onboarding and operational setup take place ?
Onboarding was designed as a full immersion phase. The collaborator was trained on the technologies developed by the company, its R&D challenges, and its specific business needs.
Recruitment tools were handled progressively. Regular exchanges with HR and technical teams allowed refinement of the understanding of profiles sought and adjustment of selection criteria.
This progressive increase in skills allowed the dedicated offshore recruiter in Madagascar to quickly gain autonomy, while remaining perfectly aligned with company expectations.
What results were observed after the implementation of the dedicated recruiter ?
The first results are visible in the workload of the internal HR function, which decreases significantly. With sourcing and prequalification handled, internal teams can focus on technical interviews and decision-making.
The recruitment process becomes more fluid. Timelines shorten, the candidate pool expands, and strategic hires move forward more quickly.
Quality remains high. The profiles presented are better targeted and more aligned with technical and cultural expectations, which secures high-stakes recruitments.
What impact did this collaboration have on the organization ?
This collaboration allows the company to sustain the growth of its R&D teams. Key recruitments are better anticipated and structured, strengthening team stability and performance.
Alignment between business, technical, and human challenges is reinforced. Recruitment becomes a strategic lever serving innovation, rather than a point of organizational tension.
Offshore in Madagascar becomes a tool for strengthening a critical function, capable of adapting to a demanding deeptech environment.
How is the collaboration continuing to evolve today ?
The collaboration is now stable and long-term oriented. The dedicated recruiter continues to adjust priorities according to the evolution of R&D projects and company needs.
This approach allows for a sustainable reinforcement of the recruitment function, aligned with future growth and technological ambitions.
Why does this case illustrate the value of the dedicated team model proposed by ScaleMyCrew ?
This case illustrates ScaleMyCrew’s ability to support deeptech companies on high value-added recruitments, thanks to a dedicated offshore team in Madagascar, integrated, stable, and committed.
At ScaleMyCrew, we believe that offshore can become a true strategic partner when designed as structured support. This case shows how a dedicated team can support innovation, secure growth, and strengthen the organization over the long term.
If you wish to structure your international recruitment with a dedicated team in Madagascar, ScaleMyCrew supports you in building a sustainable, human, and high-performing collaboration.