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Talent sourcing aims to boost hiring by 25% in RPO project

Project RPO accelerates tech company's EMEA hiring

Following previous solutions that were less successful, we were brought on board to improve hiring volumes through proactive talent sourcing across EMEA.

The project aimed to deliver a hiring increase of 25% from talent sourcing.

Journey to success

For this RPO project, we thoughtfully designed and implemented an augmented talent sourcing solution.

Rapid deployment of three sourcing specialists (with additional support from the Centre of Excellence) meant our team was able to source candidates in French, Italian, German, Spanish, and Polish.

Our sourcers were fully dedicated and aligned to the company's on-site recruiters. Their task was to pipeline and approach native speakers around Europe. Sourcing agility allowed the team to focus support on open vacancies.

We also developed a talent pipeline, with monthly growth consistently achieved. As a result, the high volume of CVs attained for shortlists exceeded submission SLAs.

In addition, we helped the client save 11% from their original budget, thanks to a staggered onboarding process.

Project expansion

The 3-month project focused initially on supporting hiring needs in Barcelona. However, sourcing support was further extended to the company's Moscow office.

This resulted in four extended offers and two confirmed acceptances for existing, legacy roles.

 At a glance

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Territories covered

DACH
France
Norway
Russia
Spain
The Czech Republic

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Roles filled in 3 months

Business development
Account executives and strategists

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2,753

Candidates introduced to
the company's employer brand

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11%

Saved from budget

Ensuring seamless integration and business collaboration, Hudson RPO talent sourcers utilised the client's existing ATS, email, and Office 365 facilities. To ensure a personable, value-added service, we conducted weekly project calls with the client to provide market intelligence and data insights regarding their offerings.

To fuel the pipeline, introductions were also made to universities. These relationships were passed to on-site recruiters for further development.

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