The Challenge: Competing for Talent Without Brand Recognition

A growing payments company was struggling to attract top-tier candidates because they weren’t a well-known name in the industry. Their key issues were:

• Competing against bigger, more recognisable brands for the same talent pool.

• Difficulty selling their vision to candidates unfamiliar with their company.

• Limited internal recruitment resources to actively source and engage top talent.

The Solution: Strategic Employer Branding & Direct Sourcing

To help them stand out, we implemented a targeted recruitment approach, which included:

• Crafting a compelling employer value proposition that highlighted their growth potential and unique culture.

• Proactive candidate engagement, ensuring they reached top talent before competitors did.

• End-to-end hiring support, making the process seamless for both the company and candidates.

The Results: High-Quality Hires Without the Brand Name Advantage

With our support, the company:

• Filled 7 critical roles, including engineering, sales, and product positions.

• Attracted senior candidates who initially overlooked them for bigger competitors.

• Improved candidate perception, strengthening their long-term employer brand.

Key Takeaways

For smaller or lesser-known companies, strategic recruitment efforts can:

• Help attract top talent despite brand recognition challenges.

• Create compelling hiring narratives that resonate with candidates.

• Level the playing field against larger competitors.