How The Latitude Group helps Capstone identify, attract and retain technology talent equipped to grow with the organization.

Overview

Capstone has partnered with The Latitude Group for years to solve complex technology hiring needs.

What began with individual contract and direct-hire searches evolved into a much deeper relationship. As Latitude demonstrated an ability to understand Capstone’s technology environment, culture and leadership needs, the company increasingly relied on Latitude not simply to find candidates, but to help define roles, advise hiring leaders, manage the recruiting process and identify people capable of succeeding for the long term.

In 2022, that relationship expanded into an embedded talent acquisition model. Latitude began working within Capstone’s recruiting systems and alongside its HR and technology leaders, providing the specialized recruiting expertise and capacity of an internal talent acquisition team without Capstone having to build one.

The Partnership at a Glance

• 48 Total hires through the expanded partnership
• 32 Still with Capstone today
• 13 Have reached approximately 3+ years of tenure
• 6 Have reached 4+ years of tenure

The Challenge

Capstone’s technology needs have continued to evolve alongside its business.

The acceleration of digital learning, advances in artificial intelligence and automation, and changing expectations from educators and families have all influenced the technology capabilities Capstone needs to build.

Finding people with the right technical skills is only part of that challenge.

Capstone also needs professionals who can operate successfully within a collaborative, mission-driven organization, understand the responsibility that comes with building technology for educators and students, and adapt as business and technology priorities change.

At the same time, Capstone did not have a dedicated internal talent acquisition team. Recruiting responsibilities often fell to HR and hiring managers, requiring leaders to spend significant time reviewing applicants, conducting initial interviews and navigating increasingly specialized technology searches.

For difficult roles, the challenge became even greater.

Capstone needed more than access to candidates.

It needed a recruiting partner that understood technology, understood Capstone and could help leaders make better talent decisions.

Our Approach

The Latitude Group earned a broader role by first delivering on difficult technology searches.

Over time, Latitude developed a deep understanding of Capstone’s technology organization, leadership team, culture, hiring expectations and business priorities.

That institutional knowledge fundamentally changed the recruiting relationship.

Rather than beginning each search with a job description and a list of technical requirements, Latitude could help Capstone’s leaders think more strategically about what the organization actually needed.

Together, we:

• Clarify the business and technology need behind each opening before going to market.
• Help leaders distinguish between required technical capabilities and skills that can be developed.
• Bring specialized technology recruiting expertise and market perspective to difficult searches.
• Source and screen candidates before they reach hiring managers, reducing the time leaders spend working through large applicant pools.
• Evaluate technical capability alongside leadership style, communication, adaptability and alignment with Capstone’s culture.
• Advise leaders candidly when compensation, expectations or hiring profiles need to change based on market realities.
• Prepare candidates with meaningful context about Capstone, the team, the role and expectations before they interview or begin.
• Stay connected after placement, creating another point of support for both Capstone leaders and employees.

In 2022, the partnership expanded into a retainer model supporting most of Capstone’s hiring needs. As Capstone’s hiring volume later changed, the structure shifted to an as-needed model, but the depth of the relationship remained.

Latitude continues to operate as an extension of Capstone’s team, with the context to move quickly when an important technology or leadership need emerges.

The Transformation

The biggest change was not simply a more efficient recruiting process.

It was the creation of a talent partnership built on organizational knowledge.

Capstone’s leaders no longer need to explain the company, culture, technology environment and leadership dynamics every time a critical role opens. Latitude already understands the context surrounding the search.

That means hiring managers can spend less time sorting through candidates and more time evaluating a small group of people who have already been carefully screened for both capability and fit.

It also means Latitude can challenge assumptions when necessary.

Because the relationship is built on trust, Capstone’s leaders use Latitude as a sounding board on candidate quality, compensation, market conditions, hiring risk and what someone will need to succeed inside the organization.

Candidates benefit from that knowledge as well.

They enter conversations understanding more than the job description. They have context about the organization, leadership team, culture, expectations and opportunity ahead. For recent leadership searches, that preparation has helped new hires arrive with a strong understanding of the business and an ability to begin contributing quickly.

And the relationship does not end when someone accepts an offer.

Latitude remains connected to both Capstone and the people it places, providing another channel for communication, perspective and support as employees become part of the organization.

“I worked with Sydney at Latitude through the hiring process for my current role. I was so impressed by her management of a lengthy process and her overall support whenever I had a question or needed further clarification. Being on the candidate side can often feel incredibly isolating but Sydney did such a wonderful job making me feel valuable throughout the interview process. She showed up with detail and context beyond what I was used to seeing and her dedication to the team was impressive.”

– Elise Bartlett, Vice President of Marketing, Capstone
Placed in August 2026

The Results

Since Capstone expanded its partnership with The Latitude Group in January 2022, Latitude has helped the organization make 48 hires, including 47 direct hires and one contractor who transitioned to full-time employment.

Today, 32 of those 48 people remain with Capstone.

The tenure within that group is particularly meaningful:

• 13 Latitude placements have reached approximately three years or more with Capstone.
• Six have reached at least four years of tenure.
• The longest-tenured placements are approaching or have reached five years with the organization.
• One long-tenured placement has already been promoted, demonstrating the opportunity for Latitude hires not simply to stay, but to grow within Capstone.
• Many employees who are no longer with Capstone still remained with the organization for two years or longer.

Those outcomes are particularly meaningful in the context of technology talent. In 2024, the median tenure for employees in computer and mathematical occupations was 4.3 years, according to the U.S. Bureau of Labor Statistics.¹

While tenure alone does not define a successful hire, the staying power of these placements provides another indicator that the partnership is doing more than filling open roles. It is helping Capstone identify people with the skills, alignment and adaptability to build meaningful careers within the organization.

For Capstone, the value extends beyond tenure.

The partnership has also:

• Reduced the recruiting burden on technology leaders, hiring managers, and HR.
• Given Capstone access to specialized technology recruiting expertise without requiring a dedicated internal technology talent acquisition function.
• Created greater consistency in how candidates are assessed and prepared.
• Given leaders a trusted advisor who understands both the external talent market and Capstone’s internal environment.
• Built a pipeline of technology professionals and leaders who have contributed to Capstone over multiple years.

The result is not simply a record of successful placements.

It is evidence of a recruiting model designed to identify people who can contribute, adapt and grow with the organization.

“Working with Sydney and the Latitude team was an outstanding experience from start to finish. They prepared me exceptionally well for every stage of the interview process, set clear expectations before each round, and ensured there were no surprises regarding the role or the Capstone team. Communication was consistent, transparent, and thoughtful throughout. I always felt informed, supported, and confident, knowing Sydney was representing both sides with professionalism and care. I couldn’t have asked for a better recruiting experience and would highly recommend Sydney and the entire Latitude team!”

– Justine Savarin, Sr. Director of New Product Innovation and Growth, Capstone
Placed in April 2026