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
  • Through the use of 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