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How Taggd Replaced a Global RPO For an American Multinational Information Technology

The client was previously in a global partnership to fulfill their recruitment needs in India. However, due to certain deficiencies in the service and experience, the client decided to switch to Taggd in August 2022, seeking comprehensive recruitment solutions with a consultative approach.


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About the company

The client is a global technology leader offering a range of transformative IT solutions focused on digital inclusion. With over 60,000 employees and operations in 170+ countries, the client offers a secure and reliable IT infrastructure that promotes tech-enabled innovation to drive better business results. Taggd has been a recruiting partner for the client since 2022, filling 2000 to 3000 positions yearly. With a wide network and recruitment expertise, Taggd provides access to a diverse pool of skilled professionals who align with client needs.

Industry: Information technology
Employee Size: 50,000

The Impact

Challenge:

  • Lack of Talent insights: One of the major issues was the lack of talent insights and consultations, leading to delayed decision-making.
  • Decentralized TA Processes and Structures: The lack of TA structures for multiple business units resulted in more time and energy spent on fulfilling business demands and placating hiring managers without assessing the feasibility of client requests.
  • Decentralized TA Processes and Structures: The lack of TA structures for multiple business units resulted in more time and energy spent on fulfilling business demands and placating hiring managers without assessing the feasibility of client requests.

Our Intervention:

  • Decentralized TA Processes and Structures: The lack of TA structures for multiple business units resulted in more time and energy spent on fulfilling business demands and placating hiring managers without assessing the feasibility of client requests.
  • Built a passive talent pool of 800 profiles for future requirements based on talent forecasting
  • Achieved 32% gender diversity for lateral positions of niche skills in one of the toughest technical hiring environment. Overall diversity, including campus hires, stood at 39%, against the 40% target.
  • Achieved an 84% offer acceptance percentage during the period of great resignation.

Key Highlights

  • Supporting Ramp-up: To accommodate increased workload, meet growing business demands, and enhance overall productivity.
  • Speed Up the Hiring Process: To ensure the timely acquisition of qualified candidates, meet business demands, and minimize productivity gaps or delays in operations.
  • Talent on Demand: Just-in-time hiring for a quicker talent supply and closure for recurrent roles.
  • Talent on Demand: Just-in-time hiring for a quicker talent supply and closure for recurrent roles.

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