How KDR used the embedded recruitment model to bolster a resource & time short high growth business

Comment from Client

Comment from Client

"They accessed niche talent quickly whilst aligning to our culture and values. This was important because with our recent access to funding for entry into the US market we needed a team quickly on the ground, and one which understood who we were as a business”

Overview

Intent HQ help global enterprises in the comms space make better use of their data. Using AI and working with complicated data sets they help these businesses understand their customer data to get the best results. Recent significant funding for the US division left the resource short HR function struggling to fill the positions as quickly as required for the growth they were expecting.

The brand was unknown in the US so they could not rely on inbound applications. Time to hire was therefore a critical element within a very niche skillset and talent market place.  KDR had successfully worked with the UK division so they were brought in to assist the US division founders grow the team from scratch.

Using their technical knowledge of the roles and, pulling on their wide talent network of candidates, the team at KDR devised a hiring strategy and process to speak to the critical elements of the hiring strategy: Speed and engaging niche talent within the AI and telecomms space. 

"We needed to reach the market fast and engage talent in the nich areas of AI in telecomms as well as finding alignment to the culture and values of the client."

Approach

We started off devising a hiring strategy that would answer IntentHQ’s need to cut time to hire. We needed to reach the market fast and engage talent in the nich areas of AI in telecomms as well as finding alignment to the culture and values of the client. Starting with an indepth knowledge of the business, including working environment, culture and values, we created a marketing campaign and an outreach programme targeting the right talent and skillsets.

We knew that close communcation would be key to the strategy on both client and candidate side in order to keep momentum within the process and buy in from candidates so we baked this into the strategy, keeping to tight schedules.

Result

We placed all the first people on the ground within 1 month. 

First strategic hire being made in the first two weeks (after sending 1 resume

Successfully helped scale up the team from scratch.

We placed all the first people on the ground within 1 month, with the first strategic hire being made in the first two weeks (after sending 1 resume), and have continued to grow the team over the last 18 months. Using our knowledge of the client, the culture, the marketplace and also the skillsets required for the roles enabled us to quickly identify the right people for the client. We focused heavily on communication and keeping the hiring process as simple as possible.

This meant that candidates were kept engaged throughout the process and time to hire was kept firmly in focus. By understanding the clients needs, acting quickly and strategically, pulling on our expertise and knowledge of the sector and industry we have continued to work with our client on ongoing hiring strategies across the US and UK.

Conclusion

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