Senior Director, Talent Acquisition and Team
This Fortune 500 fintech organisation was going through considerable growth and transformation. With its headquarters in the United States and an expansive global footprint, the company was looking to enhance its talent acquisition function to support an ambitious talent strategy. Although these were US based roles, important prerequisite was that all candidates have some global or international experience so that they could effectively collaborate with colleagues around the world.
The HR leadership needed to ensure the talent acquisition organisation had sufficient capability to support the rapidly growing and critically important technology organisation. In addition, there was a strategic shift from being a reactive organisation supporting searches for existing vacancies to a much more proactive function that was actively creating a pipeline of talent to meet future needs. ChapmanCG’s mandate was a multi-role project to identify and secure additional senior talent acquisition professionals across the different divisions and business units.
We created an internal project consulting team to manage the searches simultaneously and adopted a two-pronged approach. We focused on identifying talent acquisition leaders with proven capabilities supporting a fast-paced technology organisation. We also looked into our broader talent acquisition network to identify talent that collectively had diverse skills and experience to cater to a wide variety of future potential needs. Since these roles were based across a handful of preferred client sites across the country, we leveraged the breadth and strength of our network across the USA.
Thanks to our well-developed HR and talent acquisition network in key technology hubs, we were able to quickly identify and attract high quality candidates in the competitive market of fast growth technology organisations. We were equally efficient in sourcing a top tier candidate for a senior talent sourcing role; and another to take on a role focused on implementing best practices across the company’s full talent acquisition function. In one instance, the client created a new role due to being unable to decide between two final candidates, so that they could secure both. Shortly after competing these searches, we were invited to partner with the same organisation again and successfully helped with the expansion of the executive talent acquisition leadership.