SUCCESS STORIES
Sommet
A prestigious niche higher education company needed a PPC specialist with international campaign experience.
Challenge
• Advertised and searched for 2 months without hiring successfully.
• Required a PPC specialist that had worked on international campaigns
• Needed lead generation and education experience.
Solution
After a consultation and establishing criteria, we mapped out the market to evaluate the quality of talent available and employment statuses. We shortlisted candidates and interviews against the agreed criteria. We provided a shortlist of 4 suitable candidates.
Outcome
The client interviewed all 4 candidates and took 2 of them to a final stage. They identified the most suitable candidate who accepted an offer and started remotely during lockdown.
Start-up requires experienced digital marketers
With their subscription service just beginning to launch, DAZN needed experienced digital marketers as well as people who could manage and interpret data being produced by campaigns.
Challenge
• Required a VP of Digital and Performance Marketing, a Director of Brand and Campaigns and a Head of Global Marketing Analytics.
• With streaming still a niche sector at the time, they were trying to target and engage with a very specific group of people with a brand that wasn’t well known.
• Given the specialist nature of the roles, it was vital to give candidates a VIP experience.
Solution
We took a detailed brief of each role - including the specific technical and industry experience and the types of personality they were looking for. We created individual candidate market maps using our database and LinkedIn. This enabled us to identify relevant competitors and research potential candidates who were doing comparable jobs. We carefully approached those individuals and positioned the DAZN brand, their story and why it was a great opportunity. In parallel, we identified the most relevant advertising channels and launched a campaign.
Outcome
After fully qualifying each candidate, we presented a shortlist of 5 high-calibre CV's within 2 weeks and all were invited to interview. Offers for all positions were made and accepted within 6 weeks of taking the brief. All 3 were promoted within 12 months of starting.
Hiring talent in new markets
Challenge
After securing series A funding, an international AI and SaaS company required specialist data engineers to establish their UK branch. They were looking to fill 7 data engineering roles including: 1 lead, 3 senior data engineers and 3 mid-level data experts. They wanted candidates with experience of working with a start-up, built platforms within agile environments, had a DevOps mindset, was able to work remotely and aligned with their company culture.
Solution
With no experience of hiring in the UK, they turned to Bodhi to provide expert market insight and a strategic solution. After a full review and assessment of goals and requirements, we amended the brief to fill 3 senior vacancies that would provide the resource and expertise they required. What initially thought would take 7 has taken 3 - the key is that they're the right people.
Outcome
CVs, interviews and technical tasks were delivered within the agreed timeframes and feedback on the successful candidates has been extremely positive. Now, with an established UK team in place, our client is looking to build on their UK market as well as expand to other international locations.
Getting the right combination of skills and experience
Challenge
After 2 months of searching with 4 different recruitment agencies, Zoopla were struggling to find candidates with the right combination of digital analytics skills and industry experience. Given the nature of their sector, it was vital that they found someone with experience of digital products and working closely with UX & Design teams.
Solution
The key was finding candidates who had not only worked on similar digital products but who would also fit in with Zoopla's strong start-up culture. We took a detailed brief of the role, including specific technical and industry experience, as well as being the right cultural fit for the company.
Outcome
We created a list of relevant companies and identified the most relevant promotion channels to launch a marketing campaign. Having identified potential candidates, we approached them to arrange virtual meetings to present the opportunity and qualify their skills and experience against the specific requirements. We presented a shortlist of 5 high-calibre candidates who were ready to interview within 2 weeks. We received an offer for the successful candidate which was accepted within 8 weeks of taking the brief.
Recruiting 7 Campaign Analysts in 10 weeks
Challenge
After 2 months of searching through an IT recruitment agency, advertising on job boards, their own website, LinkedIn, and asking for referrals within their own network, Purple Square could not find the right level of candidates required to go live with a major contract in 10 weeks’ time
Solution
Requiring a team of 7 Unica Campaign Analysts to work onsite at a major retail client, Bodhi were retained on an exclusive basis, due to their experience and reputation of recruiting Unica Campaign candidates.
Outcome
Working closely with them to establish which transferable skills and tools we could look at, with a view to cross training to Unica. We developed a strong value proposition to help sell the opportunity to passive candidates. Expanding on Bodhi’s existing talent maps and headhunting through different channels, we identified a strong shortlist of candidates and organised an interview day that included an SQL competency test. Bodhi successfully had 7 candidates offers, as well as a reserve candidate. 6 of the 7 first choice accepted, and the reserve was also made an offer and accepted. The process took 5 weeks from the initial brief.
Searching for specialist, hybrid skillsets
Challenge
Trainline required a tricky hybrid skill set which comprised of marketing automation platform development and solutions architecture knowledge, combined with business acumen and line management experience.
Solution
Searching for a Campaigns Operations Manager for their Train Operator Consultancy Team, Trainline turned to Bodhi on an exclusive basis in order to utilise our network of performance marketing professionals with automation experience. Agreeing which transferable skills and marketing automation platforms would be appropriate with a view of cross training to Adobe Campaign and Braze platforms, we expanded on Bodhi’s talent maps to identify potential candidates. We identified what the candidate profile should include and established a strong employee value proposition. By promoting and selling the opportunity we were able to attract passive candidates and presented a shortlist of 5 for interview.
Outcome
Because of the success and outstanding solution from Bodhi, Trainline.com retained Bodhi Resourcing on an exclusive basis and, within 3 months had successfully hired:
TOC Team – CRM Operations Manager
CRM Team CRM Operations Manager
Senior CRM Marketing Manager
Senior Campaign Manager (FTC)
Senior CRM Executive
CRM Developer
CRM Consultant – Braze Implementation Specialist (Contract)
CRM Operations Manager – Adobe Campaign – Braze Migration (Contract)
Ad Ops Implementation Specialist (Contract – FTC)
Trainline were able to start their global scaling with a full CRM marketing team. The Technical Operations Team were able to ensure they fully supported the daily upkeep and development of the Adobe Campaign implementation and they were also able to implement a new Ad-Tech Server Stack for the Programmatic Team.
Finding Data-Driven Account Managers
Challenge
Ikano, a specialist CRM, Insight and Loyalty Agency, were looking for 2 Senior Account Managers from a data marketing background to provide strategic support to lead on a new major client account. Using 2 generalist IT recruitment agencies, a lack of understanding of the sector and right network of data-driven client services professionals meant they were struggling to fill the roles.
Solution
We took a strategic headhunting approach to a shortlist of potential candidates were aware of from our networks in London. We presented a clear and attractive employer value proposition and sold the opportunity to candidates. IKANO interviewed 5 strong candidates and 2 offers were made and accepted. Both candidates started within 4 weeks of the assignment.
Outcome
As a result, Ikano were able to provide the support to lead and drive their client account forward, which helped them to invoice in excess of £100k in the first 6 months and bring on new projects from their client. This has led to Bodhi being the go-to specialist for the agency and we’ve since helped to build and shape various teams across the business. We’ve successfully placed a Head of Planning & Strategy, Strategy Lead, Data Planner, Senior Campaign Analyst and a Project Manager.