American Entertainment Company Partners with Sevenstep to Make Specialized Digital Hires


  • Challenges
  • Approach
  • Results

Hiring Volume: 50-100 hires

Geography: United States, APAC


Digital, including producers and editors, graphic designers and product managers.

Specific Challenges:

  • Highly dynamic and fluid environment with extensive team growth
  • 200%+ team growth within the same year of signing the RPO contract
  • Highly competitive talent market in highly competitive segment, e.g., digital talent within the entertainment industry
  • Geography was both a challenge and an opportunity, e.g., competing for top talent in major U.S. cities including the Greater New York City Area
  • The challenge of an unknown employer brand in relations to digital production capabilities; it was imperative to educate the market on the opportunity as it compared to major competitors within the entertainment industry
  • New talent acquisition team; the client had previously struggled to fill these positions through the internal talent acquisition team
  • This client used agencies in other areas of the business but did not have success with the agency model for digital positions
  • Hiring based on the success of the client’s television programming, i.e., proof of concept; unpredictable with significant ebbs and flows in hiring demand

Solution Type: Project RPO

Delivery Model: End-to-end

Highlighted Strategies:

  • Optimization techniques were needed for both targeting and attraction efforts, including job description optimization and search engine optimization in order to successfully reach the coveted talent the client was after
  • Candidate experience was given top priority; white glove service to attract and engage sought-after digital talent
  • Regular site visits and onsite coordination – not only was this important to the client from a delivery expectation but it was needed in order to build cultural understanding and buy-in from hiring managers and other business stakeholders
  • Delivered 100% of hires in original scope of work by project deadline
  • Maintained a 1.5 : 1 present-to-interview ratio and a 4 : 1 interview-to-offer ratio
  • 34% of the total hires made were a result of direct, passive sourcing efforts
  • Scope expansion included international digital hiring needs in APAC