Their needs

We have supported Hitachi and its partners resource technical talent for various projects across the resources and rail industry. Talent supplies reliable and capable team members who can contribute to the design, supply, installation, and commissioning of complex systems. Our Australian teams’ expertise in recruiting highly skilled professionals is essential to meet the demands of Hitachi and their collaborators in the railway transport and rail transport systems sector.

Their needs

With a high-focus on gender equity and workforce diversity, BHP needed a recruitment partner with access to broad range of highly skilled, active and passive professionals to overcome the challenges they faced, including project delays and excessive spending. 

BHP have acknowledged Talent as a valued partner and trusted advisor specifically across contractor care, welfare and professional development.

Their story

Tātaki Auckland Unlimited is Tāmaki Makaurau Auckland’s economic and cultural agency committed to making the region a desirable place to live, work, visit, invest and do business.

As an Auckland Council-controlled organisation, they deliver a coordinated, region-wide programme to maximise cultural, social and economic benefits for residents and visitors.

Home to some of the region’s most beloved arts, cultural, conservation and heritage institutions, they enhance Auckland’s cultural vibrancy, providing a wealth of enriching experiences and opportunities; and tell Auckland’s story to the world.

The principle of kotahitanga – one shared purpose – drives their commitment to partnership with the wider Auckland Council whanau, and a diverse range of public and private sector organisations.

They contacted Talent to help find team members that were 100% onboard with the Tataki AUL journey, and more importantly had an understanding and interest in Te Ao Māori and for the development in the AKL tourism industry.

Our solution

The Auckland Talent team has a strong understanding of the local market and a large database of candidates built up over time. Not every candidate was shortlisted as there was a specific criteria that we needed to adhere by. 

Those who were interviewed, Talent made sure were 100% on board with the Tataki AUL journey, they had an understanding and interest in Te Ao Māori and for the development in the AKL tourism industry.

Tataki wanted to be kept updated throughout the process and where every candidate was at with other interviews which we made sure of.

The recruitment process happened over 8-9 months, with an average of 1-2 placements per month.

Due to the strength of this relationship and the deep understanding of the requirements, Talent hit 100% of the target. 

Their story

Founded in 2012, Adthena is a market-leading intelligence platform for paid search advertising. With locations in Australia, the US and the UK, Adthena’s patented technology enables enterprise search marketers to understand their paid search landscape as a whole and acquire customers using insights about their competitors.

They have a unique combination of competitive analysis, strategic insights, and a team of experts that helps brands, marketers, and agencies dominate their competitive landscape.

Their primary product is their people. Their energy, enthusiasm, experience and all-round excellence means they’re trusted by clients. They believe in doing things the right way, treating people with kindness, respect, empathy and understanding. Positivity and progression, as well as diversity and inclusion, are the lifeblood of the business. They share their successes and learn from their mistakes.

Finding talent that fit these values was crucial and one bad hire could threaten to upset the culture they have built on autonomy, trust and passion for the product and customers.

Adthena Vice President, Steve Anderton, gave us a call.

Our solution

In addition to an extensive network and ability to source candidates, Adthena was drawn to Talent’s established sales specialization which had been highly recommended by their network.

Our team spent time evaluating Adthena’s entire hiring process, and understanding exactly what they were looking for. 

“We discussed their interview process and worked back from their idea of an ideal candidate which allowed us to identify key characteristics that would work in their environment. We also discussed what didn’t work at Adthena which was equally important in understanding what potential red flags may look like,” – Tom Mackenzie, Principal Consultant, Talent International 

Once an ideal profile was established, a screening process was designed that allowed Talent to quickly identify candidates that would be a match to Adthena’s requirements.

This process included:

• Building out the ideal candidate profile together with Adthena.
• Mapping interview questions to the ideal profile and cultural requirements.
• Running 1:1 interviews with candidates before shortlisting our top candidates.
• Managing the feedback directly with the candidates, alleviating this task from Adthena’s end.
• Maintain consistent communication with candidates until their first day, ensuring they are well informed about what to expect on day 1 to minimise risk of dropouts.
• Post-placement care including quarterly and half yearly check ins.

Finding Consultancy Expertise… FAST

Presence is a digital product consultancy who work with mission-led organisations committed to helping the world become a better place. 

Their expertise is in design, development, product management and emerging technologies. As they grow and win new projects, multidisciplinary experts are needed to deliver high-quality, reliable and sustainable solutions for their clients. 

But such talent is hard to find and even harder to attract as consulting firms battle it out to secure the best candidates in the market. With no in-house recruiting team and a time-short CTO finding themselves more and more responsible for the hiring process, Presence needed a reliable talent partner who could hire permanent and contract experts quickly.

This is no easy task, but we were sure with our quality ways of working and network of quality candidates that we were up to the task. Here’s how we helped them…