Client had been previously unsuccessful in finding the right salesleader to build a proven, repeatable, sales strategy to triple revenue from 15MM to 45MM, drive channel engagement, and prep the company for an exit to a large global organization within 5 years. Recruiting Wisdom researched technology ecosystem and client GTM, recruited a sales leader from competitor with experience building similar playbook within the same environment. 4 years later, the client exited to a Fortune 50 organization.

The client recently acquired another business/product line which was owned by one of the largest pharmaceutical companies in the world. Harmonizing the new with the old can be a challenging task if the right leaders are not in place to lead the transition. Recruiting wisdom was trusted to rebuild culture by replacing key executives, the entire senior leadership team, and a handful of key sales leaders across the nation. Simultaneously, Recruiting Wisdom built a new talent retention model to properly provide career growth for all employees. The outcome was a 4% increase in market share, 15% overall sales increase, 10MM cashflow enablement, growth in eComm footprint of 50%, and an increase in retail distribution by 18K.

Client was seeking heavy growth within their Data and Cloud Engineering practice to meet the demands of their Fortune 100 client’s growth in digital transformation and investment in the latest and most complex Cloud/Data/AI technologies. The existing Talent Acquisition team was struggling with speed to hire and quality of hire. Recruiting Wisdom was engaged to uncover unsustainable recruitment practices and develop a new recruiting approach consisting of strategic search, industry expertise, candidate relationship management, employer branding, and market intelligence resulting in doubling the team size

enabling countless successful client implementations.

Client was unable to engage hard to reach candidates with consistency and purpose. The competitive landscape of niche talent creates an environment where standing out in the crowd takes a very meaningful and mindful approach. Recruiting Wisdom developed a specific EVP, and an end-to-end recruiting lifecycle strategy & execution plan that resulted in the hiring of 3 key GTM Executives, 2 Capability Leads, and 2 Senior Engineers within 3 months. This recruiting strategy and associated candidate qualification approach ensured technical resiliency as well as core value fit.

Client internal recruitment team was struggling with engaging niche talent with any consistency and volume. Recruiting Wisdom evaluated internal talent acquisition sourcing strategy, content delivery, and process workflows. Most times, the challenge lies in the content delivery due to the messaging just not being inspiring enough to activate candidate funnel. However, this time the issue stemmed from not
exploring enough alternate channels to drive engagement. We created an alternate platform sourcing strategy and associated content with each source. The result ended in a 2X multiple in funnel and 1.5x in speed to hire.

Client needed to build next-gen AI developmentand consulting skills within an existing engineering team in a short amount of time. Rapid growth in AI/ML, client location, and the associated cost of employing these skillsets was creating frustrated delivery teams. Recruiting Wisdom designed, marketed, and managed a hack-a-thon campaign directed at early career professionals understanding that relative experience was a bit more valuable to the client than overall experience. The hack-a-thon produced 5 immediate hires and is still providing a fruitful pipeline some 6 months later.

Client technical teams underwhelmed with career growth and development opportunities. They felt the growth plans were generic and strictly geared toward company growth as opposed to them as individual technologists. Recruiting Wisdom created a personalized approach to career progression & road
mapping and recognition & rewards to transform the culture building framework. This approach created an employee powered dynamic enabling an environment where transparency, collaboration, and accountability was the standard.

Coding proficiency and technical prowess is one thing, but finding atechnologist who also provides a problem-solving approach to client engagement that can drive additional revenue is a rare feat. We were tasked to find and attract these types of individuals for a medium-sized Data & AI Consulting firm. We designed a behavioral and situational interview process that drilled down on key soft skills using tech-specific case studies and simulations to observe candidate approach in real-time. The result - 6 additional technical consultants added to the team in 3 months all driving additional project work.