Case
NDA
We successfully filled 13 C-level positions for a Tier 1 iGaming platform provider powering 30+ brands worldwide, securing leaders with strong technical expertise and leadership qualities over just 4 months — despite the challenges of the holiday season. Our approach not only ensured technical excellence but also provided strategic vision, strengthening their leadership team for future growth.
C level (tech) 🦄
with specific functions and requirements
10 people
hired for the team
4 months
for the entire hiring and setup process
10 days
breaks due to the Christmas holidays
Challenge
This project wasn’t about spot hiring; it was about strategically assembling four highly functional teams, each with specific roles, skills, and a shared cultural alignment. The challenges were numerous: the complexity of the roles, the tight deadlines, the holiday season, and the need for precise coordination across multiple locations.
This project wasn’t about filling positions quickly. It was about building a highly specialized, functional team for key leadership and technical roles. The challenge was not only to fill senior-level positions but to ensure that each candidate had the right expertise, leadership skills, and cultural fit to integrate seamlessly into the organization.
- Executive roles: We were tasked with hiring C-level executives in a highly competitive field, with a focus on technical leadership and strategic vision.
- High-stakes positions: Each of the 13 roles had a direct impact on the platform’s ability to scale and drive innovation.
- Urgency: The client needed the right talent in place quickly but couldn’t afford to sacrifice quality or cultural fit.
- Complex requirements: Each role had highly specific demands, requiring both deep technical knowledge and the ability to lead high-performing teams.
- Long-term fit: As these were senior positions, it was crucial to find individuals committed to the company’s vision and long-term success.
How we achieved the result
What tools and approaches we used
- Targeted sourcing: We combined headhunting, referrals, and tailored outreach to find candidates with executive-level experience in tech.
- Detailed ICPs: Working closely with the client, we built precise Ideal Candidate Profiles for each role to ensure alignment from the start.
- Leadership screening: We prioritized candidates who paired technical excellence with strategic thinking and leadership capability.
- Cultural fit: We made cultural compatibility a cornerstone of the process, ensuring long-term alignment and retention.
- Iterative process: Through ongoing feedback loops, we adapted our search dynamically to reflect the client’s evolving priorities.
Client’s role
How the Client Contributed to the Result
How the Client Helped Achieve the Result
- Clear expectations: The client provided detailed briefs and kept the mission focused.
- Responsive communication: Continuous feedback on profiles and interviews helped fine-tune our search.
- Aligned decision-making: A shared understanding of company values enabled fast, confident hiring choices.‍
- Agile execution: The client’s ability to act quickly meant we could meet tight timelines without compromising quality.
Head of IT Recruitment at Brain Rocket:
“Working with Insula Labs has been a game-changer. They moved fast, understood our needs from day one, and delivered results under tight deadlines — all without sacrificing quality. Their team felt like an extension of ours, and the communication was always clear and proactive. We’re very happy with the partnership.”
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