Talent Acquisition and Recruitment
Challenge:
The Client, an early-stage e-commerce startup, needed to build and grow its own in-house talent sourcing function.
Objectives:
By building an in-house souring team, Client hoped to reduce expenditure on external headhunting agencies that lacked an in-depth understanding of Client’s employer value proposition.
Solution:
We worked closely with Client to achieve the following outcomes: (1) developed talent sourcing processes and roadmaps for team, (2) recruited and trained a team of talent source’s, (3) delivered executive search mandates, (4) wrote recruitment communications material, and (5) trained internal colleagues for continuity purposes.
Along the way, this extensive project faced numerous challenges which were overcome through planning, strategy and innovative approaches. Client’s high hiring bar required team to identify candidates with extensive corporate and academic pedigree (Fortune 50 or FAANG career history, Ivy League education, etc.). A geographically and culturally diverse team had to be built and trained from scratch. Language barriers necessitated that training be delivered in multiple languages.
Result:
Through talent sourcing team’s efforts, Client was able to hire and develop a leadership team that successfully grew company revenue by up to 90% year on year, culminating in a highly successful NYSE IPO. Furthermore, the talent sourcing team has generated – and continues to generate – millions of dollars in cost savings via avoidance of recruitment agency fees.
Challenge:
Recruiters’ limited understanding of the company’s equity compensation framework had hitherto resulted in reduced rates of offer acceptance among candidates.
Objectives:
The Client required recruitment team members to gain a thorough understanding of its stock options-based equity compensation program.
Solution:
We worked with HR Stakeholders to (1) understand the details behind Client’s equity compensation program, and (2) create training materials and deliver in-person and virtual training across multiple business locations.
Result:
We were able to successfully overcome cultural hesitance to stock-option based equity compensation and provide recruiters with the tools required to close a higher percentage of candidate offers.
Challenge:
The Client, a late-stage startup, had registered various instances of miscommunication related to diversity, equity and inclusion that had permeated recruitment process with negative impact for all involved, including candidates and reputation of business.
Objectives:
Client was looking to train parts of its hiring organization on the importance of diversity and inclusion within hiring process.
Solution:
We (1) identified training needs, (2) conceptualized and developed learning content, and (3) delivered remote training to over 150 participants. Training content consisted of prepared material plus collaborative discussions on diversity and bias prevention within the workplace.
Result:
Completion of project enabled the talent acquisition team to effectively avoid diversity, equity and inclusion-related miscommunication, and to directly troubleshoot diversity-related issues within the recruitment process.
Challenge:
Backed up by feedback and real life examples, an American University identified the need to upskill its Alumni community with view to maximizing their chances of finding suitable employment whilst at same time enhancing reputation of the University itself.
Objectives:
Client wanted to provide career coaching and CV-writing skills workshops for its Alumni.
Solution:
We worked with senior university stakeholders to understand their needs and create and deliver in-person career skills training.
Result:
The training’s success and popularity with alumni resulted in repeat invites to deliver further training to another batch of alumni.