Challenge: Client needed to fill a critical executive position, Chief Risk Officer (CRO), to lead their risk management strategy. The role required a candidate with a unique blend of industry expertise, leadership skills, and regulatory knowledge.
Our executive search team employed a rigorous approach to identify and attract the ideal candidate. We:
Engaged with the client to understand their specific requirements, organizational culture, and strategic objectives.
Conducted an exhaustive search using our executive network, industry contacts, and proprietary database.
Performed comprehensive evaluations of potential candidates, including detailed reference checks and competency-based interviews.
Facilitated a smooth interview process, coordinating between the client and top candidates.
Results: We successfully placed a highly qualified CRO with over 20 years of experience in the financial services industry. The new executive implemented robust risk management frameworks, significantly enhancing the firm’s risk mitigation capabilities. Client reported improved regulatory compliance and increased confidence among stakeholders.
Challenge: Client required AI specialists with deep learning expertise to develop their next-generation AI products. The candidates needed to have strong programming skills and experience in AI model development.
Our recruitment firm crafted a bespoke hiring strategy tailored to client’s needs. We:
Engaged with the client to understand their technical requirements and company culture.
Sourced candidates through AI conferences, online forums, and professional networks.
Screened candidates using specialized AI and machine learning assessments.
Coordinated technical interviews with AI Horizon’s senior engineers to ensure alignment with project goals.
Results: We placed four AI specialists within two months. These hires have accelerated client’s product development timeline, enabling the startup to launch two new AI-driven products within the year, resulting in a 50% increase in market share.
Challenge: Client faced difficulties in attracting and retaining high-caliber talent for critical roles such as data analysts, risk managers, and compliance officers. The existing talent acquisition process was slow, lacked a strategic approach, and resulted in prolonged vacancies that affected business operations.
Our recruitment firm implemented a comprehensive talent acquisition transformation strategy:
Conducted a thorough analysis of the banking sector to identify talent pools and benchmark against competitors. Created detailed talent maps to understand the availability and distribution of required skills.
Enhanced client’s employer brand through targeted campaigns, showcasing the bank’s culture, values, and career growth opportunities. Leveraged social media platforms and industry events to increase visibility among potential candidates.
Introduced an applicant tracking system (ATS) to streamline the recruitment process, ensuring faster and more efficient candidate management. Developed structured interview frameworks and standardized evaluation criteria to ensure consistency and reduce bias.
Established proactive sourcing strategies, including leveraging professional networks, industry associations, and alumni networks. Created talent pipelines for critical roles to ensure a steady flow of qualified candidates.
Results : Increased the quality of hires, with 90% of new hires meeting or exceeding performance expectations within the first six months. Enhanced employer brand recognition, leading to a 25% increase in job applications. Achieved higher retention rates, with a 20% reduction in first-year employee turnover.
Challenge: Client was experiencing rapid growth and needed to scale its workforce quickly to meet increasing demand. The company struggled with a high volume of open positions and lacked the internal resources to manage the recruitment process effectively.
Our recruitment firm designed a scalable talent acquisition framework for the company:
Conducted workforce planning sessions with client’s leadership to identify current and future hiring needs. Developed a recruitment strategy aligned with the company’s growth objectives and business goals.
Implemented a multi-channel sourcing approach, including social media recruitment, employee referral programs, and partnerships with technical schools and universities. Utilized data analytics to identify the most effective sourcing channels and optimize recruitment efforts.
Introduced a streamlined recruitment process with clear stages, from initial screening to final interviews, to ensure a consistent candidate experience. Developed standardized interview guides and evaluation criteria to enhance objectivity and reduce bias.
Designed a comprehensive onboarding program to ensure new hires were integrated smoothly and effectively into the organization. Provided training and support to hiring managers to improve the onboarding experience and increase employee engagement.
Results : Reduced average time-to-fill by 35%, from 60 days to 39 days. Achieved a 25% increase in candidate satisfaction scores, leading to higher offer acceptance rates. Improved the quality of hires, with 90% of new hires successfully completing their probationary period.
Globner is a leading executive recruitment and people advisory firm, backed by a leadership team with over 70 years of combined experience.
At Globner, we blend strategic insight with innovative talent solutions, ensuring every hire aligns with our clients’ business goals and core values.
