The brief was a zero to one build-out of the client's technology team: software engineering, QA, data and cyber security, plus corporate functions and several heads of department. The initial remit was 30 hires in three months.
What made it hard was speed and volume together, at a technical bar that did not move. This was not headcount for its own sake: the roles were specialised, they had to clear a high technical standard in a compressed window, and the hiring was for an organisation that did not yet exist as an employer brand.
The client wanted a specialist agency's network and expertise, at speed, without the cost of hiring at volume on traditional per-placement fees. We proposed embedded: one consultant working on site inside the client's team for an initial three-month period, with the firm's full toolset deployed on the project.
A full-time True Blue consultant worked on site, alongside the client's team, running hiring end to end rather than submitting candidates into someone else's process: sourcing, screening, scheduling and offer management, owned in one place.
The consultant did not arrive alone. The full True Blue toolset ran behind the project: our network and candidate database, LinkedIn Recruiter, LinkedIn advertising, local job board access and our own tooling, all working under the client's employer brand.
What the figures cannot show is what was not traded to reach them: the bar stayed where the client set it for every role, and the most senior hires landed alongside the volume. The decision to continue was always the client's to take, with the live pipeline in front of them, and they kept taking it. That is what the embedded model is for.
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