Why a Global Company’s Local Office Needed a Better Hiring Model - And Found It
Craig Danvers
The Challenge: A Hiring Approach That Didn’t Fit the Local Market
A global tech company had a strong recruitment function at its headquarters, but its Australian office struggled with hiring. Their biggest challenges included:
A lack of local hiring expertise—decisions were driven by HQ, which didn’t fully understand the Australian talent market.
Slow hiring processes—global approvals and rigid processes delayed critical hires.
High agency costs—local offices were forced to rely on recruitment agencies, driving up expenses.
They needed a solution that gave them more control over hiring while staying aligned with their global strategy.
The Solution: Localised, Flexible Talent Acquisition
Rather than continue with an inefficient, one-size-fits-all model, they partnered with us for on-demand hiring support, which provided:
A locally embedded recruiter who understood the Australian talent market.
A faster, more adaptable process, cutting out unnecessary delays from HQ.
Direct sourcing strategies, reducing reliance on costly agencies.
We worked with their local hiring managers to refine job briefs, proactively source candidates, and manage end-to-end hiring—ensuring alignment with both local needs and global expectations.
The Results: Faster, Cost-Effective Hiring Without the Bureaucracy
Within six months, they:
Filled 10 key roles, including technical, sales, and operations hires.
Reduced time-to-hire by 40%, bypassing unnecessary global approval delays.
Saved over $75K in agency fees by switching to a direct sourcing model.
Key Takeaways
For global companies with satellite offices, local hiring challenges require local solutions. A flexible talent acquisition approach allows for:
Faster hiring—adapting processes to fit local market conditions.
Lower costs—avoiding agency fees by sourcing directly.
Better alignment—ensuring hires meet both local and global expectations.
For this company, shifting to an on-demand, locally managed hiring model meant they could hire smarter, faster, and more cost-effectively.
