A regional mortgage consulting services firm engaged us to reset their talent acquisition function to ready the business for new growth across multiple practice groups. Â
The original request was to have our firm provide an Interim TA leader to fulfill day-to-day responsibilities while also working to identify, recruit, and then hire a solid and permanent replacement.
During our discovery calls, additional (related) challenges became evident - and so we proposed a solution to solve all their major problems within one scope of work.
Instead of us deploying one interim for a 3-month term, we recommended that we engage as the internal recruitment partner. This slight variation allowed us to not only solve their primary challenge - hiring and onboarding a TA leader - but it also allowed us to work with them to develop a talent strategy, uncover real FIT (across culture, performance, skills), improve their existing program and processes, solve problems in Sales/BD, and support Marketing (all while we hire the new TA leader).
There were major benefits to this "stacked" approach:
- We helped the CEO onboard the right, permanent TA leader (what the firm ultimately needed)
- We provided executives with interim TA support until someone could be hired (what the firm needed as stopgap)
- We helped leadership identify a new TA leader based on actual (researched) needs, not guesswork
- We helped leadership map out more strategic approach to talent acquisition
- We brought the Marketing team and TA into better alignment; delivering a truly integrated approach
- We helped leadership solve some core challenges within Sales and Business Development
- We built pipelines of potential Sales and BD people to help speed up hiring
- And we accomplished it all in just over 60 days, and for approximately 40-50% less than if we had simply satisfied their original request.
After we successfully accomplished the project, the client re-engaged TalentSum to level-up Marketing into a strategic function and train their team.
