Global FMCG Manufacturer Establishes Universal TA Model, Uses Project RPO to Implement in EMEA


  • Challenges
  • Approach
  • Results

Hiring Volume: ~100 hires

Geography: EMEA


From interns to senior management-level FMCG positions in finance, sales and marketing, manufacturing and supply chain

Specific Challenges:

  • Building/scaling the talent acquisition function while responding to diverse, demanding regional TA needs, including recruiting for 14 different countries
  • Regional considerations included: Language, differing employment regulations, cultural nuances, socioeconomic territories
  • Launching a global HR delivery model change to transition full ownership of recruitment to the TA team
  • Integrating external and internal TA stakeholders while maintaining continuity of service and minimizing disruption to the business
  • Establishing the global company TA model across EMEA
  • While transitioning solutions, the measurement and tracking of recruitment metrics was put on pause
  • The timeline of the project and the duration of the need was fluid and undefined

Solution Type: Project RPO

Delivery Model: End-to-end

Highlighted Strategies:

  • Expert Resource Augmentation:
    • Full-time recruiter to support ongoing regional staff augmentation and talent pipelining needs
  • Process Standardization:
    • Supported recruiter workshops and change management strategies to streamline delivery process in-region and align with global TA strategy and HR community
  • Technology:
    • Use of Sevayo® Insights to benchmark current performance and establish goals; coached hiring manager community on newly implemented ATS
  • Market Mapping and Analysis:
    • Demographic, supply and demand, and competitor analysis conducted throughout the engagement, both programmatically and on an ad hoc basis
  • Using Sevayo® Insights, the client was able to move towards a metrics-led recruitment strategy and talent acquisition program
  • The Sevayo® Insights dashboard enabled the business to pinpoint problems and deploy resources by region to solve them, including better preparing for hiring spikes and other planned and unplanned volume shifts
  • In the Netherlands, Sevenstep’s lead project RPO resource was able to reduce the time-to-fill rate of manufacturing roles there from 100-200+ days down to 50 days
  • Through in-region workshops, LoB leaders were engaged and educated, building confidence in the model and increasing the volume of successfully onboarded new hires
  • Established best practices, including the delivery of documentation and other key program collateral