Strengthening a Global Consultancy's Talent Pipeline

Strengthening a Global Consultancy's Talent Pipeline: A Lucas Ash Recruitment Success Story

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Introduction

This case study demonstrates how Lucas Ash, effectively partnered with the senior leadership of one of the world's largest global consultancies to scale up their business. The consultancy faced difficulties in retaining employees due to clients poaching staff, leading to a weakened workforce. Lucas Ash played a pivotal role in rebuilding the team and transforming the business unit into one of the top-performing groups in the company.

Background

The global consultancy, offers a diverse range of professional services to clients worldwide. One of their business units, specializing in marketing technology, Salesforce and various other CRM / ERP solutions, experienced a considerable loss of talent as a result of clients poaching their staff. With only 20 remaining employees, the unit's performance suffered, and it required significant rebuilding.

Challenges

Talent Retention: Clients poaching staff led to a high attrition rate and a depleted workforce.

Scaling Up: The business unit needed to more than triple its workforce to regain its competitive edge.

Niche Skills: The consultancy required skilled professionals in Salesforce and marketing technology, which were hard to find in the market.

Solution

Lucas Ash partnered with the global consultancy to tackle these challenges and implemented a multi-stage talent acquisition strategy:

1. In-depth Analysis: Lucas Ash conducted a comprehensive analysis of the business unit's needs, identifying specific roles to be filled, ranging from Directors, Senior management all the way down to graduate level positions.

2. Sourcing Strategy: Leveraging its expertise and extensive network, Lucas Ash sourced top talent in Salesforce, Microsoft Dynamics, and Digital and Data Analytics, employing targeted search strategies to attract high-quality candidates. We had to further enhance our searches as we needed to identify individuals for the specific culture fit and individuals that were client facing that would have a long-term career in management consulting.

3. Relationship Building: Lucas Ash cultivated strong relationships with both the consultancy and the candidates, ensuring a transparent and efficient hiring process.

4. Retention Strategies: Lucas Ash provided guidance to the consultancy on implementing measures to improve employee retention, such as enhanced compensation packages, career development opportunities, and a supportive work culture.

Results

Through Lucas Ash's efforts, the business successfully scaled up its unit from 20 to 70 employees, rebuilding the team across all levels. The new hires brought in valuable skills contributing to the unit's rapid growth.

As a result of the revitalized workforce and improved retention strategies, the business unit transformed into one of the top-performing groups within the consultancy. This case study underscores the importance of a strategic recruitment partnership, like that of Lucas Ash, in overcoming workforce challenges and driving business success.

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