Project RPO Helps Prepare the Launch of a New Program for Sports Entertainment Company


  • Challenges
  • Approach
  • Results

Hiring Volume: 100-500 hires

Geography: United States


Business Operations, including Marketing, PR, Content Creation, Advertising

Specific Challenges:

  • Newly created brand with little to no consumer or employer brand awareness
  • A true entrepreneurial effort, complete with all new systems, offices and hiring managers; from the initial announcement to the first event, everything needed to be stood up within 12 months
  • Delays in senior-level divisional hiring pushed out the timeline for local market hiring; with a finite go-live date, this meant compressing an already tight hiring timeline
  • The marketing positions were critically important to the go-live of the program; until these hires were made it was necessary for executives to stretch down to deliver on the objectives until the roles were filled
  • Hiring within a highly competitive talent market and segment, e.g., the entertainment industry in the Greater New York City Area

Solution Type: Project RPO

Delivery Model: End-to-end

Highlighted Strategies:

  • Sevenstep helped the client stand up a new applicant tracking system (ATS), complete with Sevayo® Insights for actionable talent and business intelligence as well as reporting capabilities; implemented a new talent acquisition workflow for delivery
  • White glove, high-touch approach, including customized landing pages to greet/tailor the messaging to individual talent types
  • Codified best practices for knowledge sharing across hiring markets and locations to optimize processes, create efficiencies and share lessons learned
  • Talent pipelining through active LinkedIn outreach and networking within ancillary programs and similar organizations
  • Developed compelling video job descriptions showcasing the culture of the newly created brand
  • In-depth talent mapping for all 9 markets (8 team cities + corporate headquarters)
  • Extensive competitor research and analysis
  • Delivered 100% of hires in original scope, on time
  • 28% of total hires came from direct, passive sourcing efforts as a result of extensive talent mapping and competitor analysis
  • Maintained a 1.6 : 1 present-to-interview ratio and 3.7 : 1 interview-to-offer ratio
  • Scope expansion to include shared services hiring, including in IT
  • Generated a future roadmap for talent mining, including creating a talent community for future recruiting efforts
  • Increased/established the organization’s go-to-market employer brand