Project: the expanding of the Procurement team in the shared-services centre; employing specialists and senior specialists with a command of the German language.

Solution: launch a dedicated recruitment team; applying the direct-search process and support through social-media campaigns.

Results: the identifying and recommending of 70 candidates meeting the selection criteria, within 3 weeks from the start of the project; the engagement of 20 specialists in accordance with the Client's schedule.

Project: the taking over of responsibility for current recruitment, taking on employees, and providing full HR and payroll services; developing a remuneration benchmark; minimising the risk and scale of turnover and the imprecise matching of candidates with the organisation.

Solution: implement a hybrid solution based on RPO and Temp-to-Hire architecture, supported by a dedicated ATS module (recruitment- and employment-process monitoring, onboarding and reporting).

Results: the creation of a team of production employees (50 persons) and the recruitment of management staff - warehouse manager, production manager, plant manager; the ongoing maintenance of the workforce under the Temp-to-Hire formula; full support in the recruitment and management of employees.

Project: the mass recruitment of customer-service agents (with a command of foreign languages) to the newly established service centre

Solution: build a dedicated database of candidates based on the analysis of the availability of candidates for each foreign language; the implementation of a recruitment process based on the architecture of the RPO solution (a dedicated ATS module); the implementation of a dedicated marketing campaign in social media (targeting and geo-location).

Results: the recruitment of 72 candidates in the first wave (3 months); the establishment of a database of candidates (including those with disabilities) for future recruitment needs.

Project: the taking over of responsibility for the ongoing recruitment of teams of documentation specialists and middle management (including people with disabilities); minimising the risk and scale of turnover and improper matching of candidates with the organisation.

Solution: implement a hybrid solution based on RPO and Temp-to-Hire architecture, supported by a dedicated ATS module (monitoring the recruitment and employment process, onboarding and reporting).

Results: the current maintenance of employment in the Temp-to-Hire formula at the level of 120-140 FTE; weekly recommendations of 10 candidates, employment growth at the level of 5 – 7 persons per week.