From 60 days to 34. Zero budget.

A fast-scaling technology business had a Sales & Marketing hiring process that was broken and slow. Roles were taking 60+ days to fill, hiring managers were disengaged, and the TA team had no clear process to follow.

Redesigned the end-to-end recruitment operation, introduced structured hiring manager enablement, and rebuilt pipeline prioritisation from scratch. Time-to-fill dropped to 34 days. Hiring manager satisfaction sustained above 90%. No additional headcount, no additional budget.

€1.5m to €3m agency cost avoidance. One year.

A global financial institution was over-reliant on agencies across EMEA and APAC. Built and led an offshore sourcing hub from scratch - defined the operating model, KPIs, and process framework, then hired and coached the team to deliver.

Within 12 months, agency cost avoidance doubled from €1.5m to €3m. Average time-to-offer dropped by 32%.

A TA function built from nothing. While hiring.

A SaaS business hitting significant ARR had no recruitment infrastructure - no ATS, no process, no reporting. Inherited the situation as sole owner of recruitment.

Built the entire function from scratch while simultaneously delivering hiring across all levels. Implemented a full ATS migration, defined KPIs for the first time, and built automated reporting giving leadership real-time visibility. Time-to-hire cut by 8 days within months of starting.

Pipeline that closed roles before they were urgent.

A global organisation needed to shift from reactive to proactive hiring. Built a talent pipeline strategy that closed 8% of all requisitions in Q1 and 15% in Q2 with pre-qualified candidates - reducing time-to-fill and improving first-year retention through better-matched hires.