Case-2
Client Overview:
A multinational group of companies headquartered in Los Angeles, USA, with offices in over 40 countries globally. The client operates across multiple industries, including Travel & Tourism (flight ticket booking & travel arrangements), Fintech, IT Consulting, and Entertainment.
The Challenge
The client had been attempting to fill the Country HR Director role for over a year, facing significant obstacles due to the limited talent pool in Cebu for senior management positions. They had exhausted most available candidates in the region and initially relocated an HR Director internally from another country. However, this approach proved ineffective as the individual struggled to adapt to the local context, laws, and culture. Additionally, health concerns further hindered the internal hire’s performance. Recognizing the critical need for a local HR Director fluent in Filipino and English with experience in large multinational organizations and contact centers, they restarted the search. Yet, despite renewed efforts, they couldn’t identify suitable candidates and approached us for support, requesting confidentiality as the current HR Director was still in the role.
Our Approach
1. Understanding the Requirements:
We conducted a detailed consultation to fully comprehend the client’s needs, which included:
2. Market Research and Strategy Development:
Given the client’s request for anonymity, we devised a strategy focused entirely on cold outreach. This required extensive research and a targeted search approach:
Utilized LinkedIn Recruiter to:
The Outcome
Impact
Conclusion
This case showcases our ability to navigate complex and restrictive talent markets through precise targeting, strategic planning, and efficient execution. Closing the Country HR Director role in Cebu within such a short timeframe highlights our commitment to delivering exceptional results even in the most challenging circumstances.
A multinational group of companies headquartered in Los Angeles, USA, with offices in over 40 countries globally. The client operates across multiple industries, including Travel & Tourism (flight ticket booking & travel arrangements), Fintech, IT Consulting, and Entertainment.
The Challenge
The client had been attempting to fill the Country HR Director role for over a year, facing significant obstacles due to the limited talent pool in Cebu for senior management positions. They had exhausted most available candidates in the region and initially relocated an HR Director internally from another country. However, this approach proved ineffective as the individual struggled to adapt to the local context, laws, and culture. Additionally, health concerns further hindered the internal hire’s performance. Recognizing the critical need for a local HR Director fluent in Filipino and English with experience in large multinational organizations and contact centers, they restarted the search. Yet, despite renewed efforts, they couldn’t identify suitable candidates and approached us for support, requesting confidentiality as the current HR Director was still in the role.
Our Approach
1. Understanding the Requirements:
We conducted a detailed consultation to fully comprehend the client’s needs, which included:
- A local candidate based in Cebu (preferably not from Manila).
- Fluency in Filipino and English.
- Experience working in large multinational organizations with 1500+ employees.
- Expertise in local labor laws and HR practices.
- A background in the contact center industry.
2. Market Research and Strategy Development:
Given the client’s request for anonymity, we devised a strategy focused entirely on cold outreach. This required extensive research and a targeted search approach:
- Identified all major contact centers in Cebu.
- Compiled a list of potential candidates holding HR leadership roles within these companies.
- Expanded the search to Travel & Tourism, Hospitality, and related industries.
Utilized LinkedIn Recruiter to:
- Conduct Boolean searches to identify passive candidates who met the specific criteria.
- Approach candidates discreetly to maintain the confidentiality of the search.
- Delivered the first two resumes within three days of receiving the requirement.
- Conducted thorough interviews to assess skills, experience, and cultural fit.
- Submitted three additional profiles within the following four days.
The Outcome
- From the initial batch of two candidates, both progressed to the third round of interviews.
- Ultimately, one candidate from the first batch was selected and offered the role.
- The position was successfully filled within three weeks, and the candidate commenced work within one week of the offer.
Impact
- The client was impressed with the speed and quality of the search, especially given the challenging and narrow market in Cebu.
- The candidate has quickly adapted to the role, addressing the client’s immediate needs and improving HR operations.
- The successful placement strengthened the client’s confidence in our expertise, leading to additional requisitions for senior roles across their global offices.
Conclusion
This case showcases our ability to navigate complex and restrictive talent markets through precise targeting, strategic planning, and efficient execution. Closing the Country HR Director role in Cebu within such a short timeframe highlights our commitment to delivering exceptional results even in the most challenging circumstances.