Vodafone, one of the world's largest telecom companies, was facing a significant challenge in recruiting suitable candidates for their new division, 'Digital Vodafone'. The company was struggling with low levels of engagement from potential candidates and was finding it difficult to attract relevant applicants. Traditional recruitment platforms were not providing the desired results, and Vodafone was unable to fill their hiring pipeline with the right talent. The company's small in-house recruitment team was tasked with hiring for a variety of roles across different markets, which further complicated the process. Additionally, Vodafone was also looking to improve its overall perception as a digital brand.

The Access Group, a leading provider of industry-specific software solutions, faced significant challenges in hiring quality software engineers with relevant experience. The company's small in-house tech recruitment team was spending a considerable amount of time reaching out to and qualifying passive talent, many of whom did not possess the necessary technical expertise or had mismatched salary expectations. Additionally, the candidates' knowledge about The Access Group was often minimal, requiring additional time to drive engagement towards the company’s product offering and company culture. The team was also managing an increased number of software developer and quality assurance vacancies due to company growth. In a market where the average cost per tech hire can be as high as £15,000 via external sources, they were in search of a solution that would provide a positive return on investment without adding extra burden on their day-to-day operations.

AND Digital, a company specializing in digital transformation, faced a significant challenge in sourcing senior tech talent quickly to support its ambitious growth plans. The company needed to make multiple technical hires to expand their client offerings and establish their offices around the UK. They sought a partnership with a company that could provide a personable approach to hiring, aligning with their mission to be recognized as a digital-first consultancy company. The partner also needed to understand AND Digital's proposition well enough to effectively communicate it to potential candidates.

Elsevier, a global information analytics business, was in the midst of a multi-year programme to bring new technologists into their organisation. The goal was to develop new products and offerings for their customers, utilising cutting-edge technologies such as Artificial Intelligence, Big Data & Analytics and Cloud Computing. The company builds digital solutions designed to empower knowledge, and it was critical for them to find best-in-class talent that would enable them to build these solutions. However, the traditional recruitment process was proving to be inefficient and costly. Elsevier needed a solution that would not only reduce the time to hire but also provide them with a consistent pipeline of quality candidates.

Secret Escapes, a members-only travel company specializing in discounted luxury hotel stays and trips, faced a significant challenge in their tech recruitment process. The company required a robust pipeline of at least 100 potential candidates each month for various technical roles, including front-end, UX, Java, and DevOps. However, with a small recruitment team responsible for hiring across the entire business, not just tech roles, they struggled to meet this demand. Additionally, as Secret Escapes is primarily seen as a travel company rather than a tech company, they faced the challenge of showcasing their tech stack to attract high-quality candidates.