Case Study: Candidate Attraction Solution
Client: Working with the CEO of a Saas start-up with operations across the UK and DACH.
Role: A new position for a Head of Sales
Location: Remote with ability to travel to UK or EU HQ as required
The Challenge
Our client was becoming increasingly frustrated with the inconsistencies and poor candidate experiences that often result from the traditional multi-agency contingency recruitment model. Their aim was to find a more streamlined and efficient approach to attracting top talent without compromising on candidate experience.
Our Approach
As the client was already running an internal recruitment campaign, a retained service wasn’t a viable option. Instead, we proposed a short-term consulting agreement, spanning two days, which we divided into four focused sessions.
The Solution
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- Collaborative Search: We worked alongside their internal team, conducting our own targeted search while feeding qualified candidates into their internal process. This ensured that all aspects of the candidate pool were thoroughly explored.
- Advertisement and Direct Sourcing: Our team ran a tailored advertisement and utilised direct sourcing through LinkedIn. This strategy generated significant interest from highly qualified candidates.
- Enhanced Shortlist: Our efforts added two high-quality candidates to the client’s overall shortlist, enhancing their chances of securing the right hire.
The Outcome
This approach allowed the client to tap into our candidate attraction expertise without fully outsourcing the process. By doing so, they maintained consistency in the candidate experience, avoided fee liabilities, and ensured a thorough search of the market at a cost-effective rate.
Conclusion
Our flexible, short-term consulting service enabled the client to achieve their recruitment goals while maintaining control over the majority of the process. This partnership not only enhanced the quality of their candidate pool but also ensured that every candidate had a positive and consistent experience.
