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Posterity’s RPO: Revitalizing R&D and Tech Hiring in Medical Device Innovation for a Global Player
Problem at Hand
A global technology-driven medical device multi-billion dollar MNC, headquartered in the USA, with operations in India, aimed for rapid expansion, targeting threefold growth. This necessitated accelerated hiring across specialised roles to expand the Hyderabad centre and establish new global capability centres in Bengaluru. The small HR team struggled with the rapid hiring high-end technology workforce and lacked the talent intelligence needed for the new centres. Inefficient screening processes, poor expectation management with hiring managers, and flawed selection process flow were the major issues. To address these challenges, the global headquarters engaged Posterity Consulting to augment their talent acquisition efforts.
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Approach
Posterity Consulting implemented a comprehensive Recruitment Process Outsourcing (RPO) model that included on-site, off-site, and hybrid approaches. They deployed specialist employees for backend sourcing and program managers for in-depth problem diagnosis. The team exceeded initial expectations by defining the right target segment for R&D and improving segmenting, screening, and proving methods. They adopted a reverse planning model to anticipate potential offer dropouts and interview-level issues, enabling more strategic and proactive planning. Additionally, Posterity provided talent intelligence insights and localized job descriptions, optimizing expectations and further enhancing the recruitment process.
Posterity Made an Impact
The client benefited from cost-effective recruitment processes by leveraging Posterity's on-demand recruiters, which allowed for flexible team expansion as needed. This approach optimized the recruitment funnel, ensuring the right talent segments were targeted and hiring demands were met within defined timelines. Consequently, the company successfully launched its tech centre in Bengaluru, with global teams transitioning work to India. Additionally, the client benefited from an improved choice architecture and intelligence-driven decision-making, all without increasing the size of their talent acquisition team.