Making holistic talent solutions happen in the Middle East

The challenge

• Rapidly build a Saudization workforce across KSA
• Tech and non-tech hiring within tight timelines
• Sourcing qualified local talent at scale

Our solutions

• Focused Saudization hiring strategy
• Local talent networks for faster sourcing and closures
• Streamlined recruitment processes to improve TAT

The impact

• A Saudization workforce built in a short span
• High-quality hires across tech and business functions
• Faster workforce localization and business expansion

The challenge

• Rapid expansion of engineering and product teams in the UAE
• Niche hiring across AI, robotics, and advanced engineering roles
• Attracting specialized talent within aggressive timelines

Our solutions

• Focused sourcing strategy for AI and deep-tech talent
• Regional and global networks for specialized hiring
• Streamlined screening and interview coordination processes

The impact

• Scaled critical technical hiring within a short span
• Delivered talent aligned to innovation and R&D priorities
• Strengthened engineering capabilities for regional growth

The challenge

• Managing high hiring volumes across multiple departments
• Limited internal bandwidth for structured interviews at scale
• Hiring delays and increased pressure on operational teams

Our solutions

• Deployed Interview-as-a-Service (IaaS) for large-scale interview support
• Provided expert panels for technical and functional assessments
• Implemented structured frameworks for consistent evaluations

The impact

• Reduced hiring turnaround time across key roles
• Improved consistency and quality of candidate assessments
• Enabled internal teams to stay focused on business priorities

The challenge

• Establish a global tech center in Bangalore
• Build brand awareness among tech talent
• Enable flexible, high-volume hiring
• Compete with established competitors for top talent

Our solutions

• Consultative talent mapping, sourcing, and screening
• Hiring process design, including frameworks
• Employer branding campaigns
• SLA- and KPI-led governance

The impact

• India center established within a year
• Team scaled from 2 to 900
• Strong talent pipeline and employer brand built

The challenge

• Scale hiring to 8,000 annually
• Single-partner TA outsourcing
• Consistent, high-quality interviews
• Improve efficiency at pan-India scale

Our solutions

• End-to-end TA management
• On-ground + centralized teams
• Scaled interview coordination
• Candidate logistics

The impact

• 60,000+ interviews → 8,000+ offers
• 12–15% YoY hiring growth
• 20–25% higher processing capacity
• Centralized hiring data and insights

The challenge

• Fraud-proof assessments at national scale
• Secure evaluation of 180,000 candidates
• Fully remote, low-friction access
• Faster, audit-ready execution

Our solutions

• AI-based identity verification and monitoring
• Integration with Pearson’s Versant
• Rapid deployment with minimal setup
• Real-time reporting and 24×7 support

The impact

• 20,000+ assessed in 6 months
• 90%+ faster cycles
• 90%+ cost efficiency vs in-person
• Scalable foundation for 180,000 by 2027

The challenge

• Hire 100 tech professionals in 6 months (Bengaluru, Chennai)
• Source across consumer internet, enterprise tech, startups
• Roles: Backend, Frontend, QA, Data Science (SE to EM)
• High demand, low conversions, poor join rates

Our solutions

• RPO model with onsite + backend recruiters
• Calibrated requirements with hiring managers
• Weekend drives, weekly reviews, candidate–manager connects

The impact

• 110 offers, 45 onboardings in 7–8 months
• Stronger hiring structure, high client satisfaction

The challenge

• Build a 50-member tech team (no TA team)
• Source from consumer internet, deep tech, startups
• Roles across engineering, data, product, and program
• High demand, low brand awareness, underperforming RPO

Our solutions

• 6-month RPO partnership
• On-site lead, account manager, and sourcing team
• Salary benchmarking and level mapping
• Weekend drives, weekly reviews, candidate–manager connects

The impact

• 40 offers, 23 onboardings in 7–8 months
• Recruitment process set up, strong client satisfaction

The challenge

• Build a high-potential tech team in Mumbai
• Limited local tech talent
• Interview constraints across time zones

Our solutions

• Targeted sourcing from product companies
• Focus on Mumbai-based candidates
• Flexible interview scheduling
• Candidate–manager engagement to boost conversions

The impact

• ~30 engineers hired within timelines
• 60%+ joining ratio

The challenge

• Fill 80–100 roles in 6–7 months
• Hire top talent from e-commerce and scaled startups
• Roles across engineering, data, and DevOps (SE to Architect)
• Process delays, no onsite TA support

Our solutions

• RPO model with onsite + backend team
• Dedicated recruiter pod
• Stakeholder coordination and process gap closure
• Tech network sourcing, weekend drives, post-offer engagement

The impact

• 105 offers with 70 onboardings in 7–8 months
• 70% reduction in time-to-hire
• All roles closed, targets exceeded

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