Case Studies
Talent Acquisition Transformation
Client
:
Mid-size IT Services Company (UAE)
Consulting Style
:
Deloitte / Accenture inspired(UAE)
Problem
:
- Rapid growth from 800 → 2,500 employees in 18 months
- Hiring cycle: 68 days per role
- Offer drop rate: 42%
- No employer brand or structured hiring process
Consulting Approach
:
- Talent audit and process mapping
- Employer branding strategy
- ATS implementation & recruitment SOP creation
- Hiring manager interview training
Solution Implemented
:
- Defined EVP (Employee Value Proposition)
- Launched campus hiring program across 15 colleges
- Introduced structured interview scorecards
- Created recruitment dashboard & weekly hiring sprints
Results (6 Months)
:
- Time-to-hire reduced: 68 → 32 days
- Offer acceptance increased: 58% → 81%
- Recruitment cost reduced by 27%
- Built in-house TA team (reduced agency dependency)
HR Policy & Compliance Setup
Client
:
Fast-growing Startup (Fintech, UAE)
Problem
:
- No formal HR policies
- Compliance risk (Shops & Establishment, POSH, Leave laws)
- Employee grievances increasing
Consulting Approach
:
- Benchmarking against frameworks used by firms like Mercer
Solution Implemented
:
- Developed complete HR policy framework
- Employee handbook
- Leave & attendance policy
- POSH policy + ICC formation
- Performance management system
- Compensation & benefits structure
Results
:
- Achieved full labour law compliance
- Reduced HR queries by 60%
- Employee satisfaction score increased from 62 → 84
Performance Management Revamp
Client
:
Manufacturing Company, Kenya (3,000 employees)
Problem
:
- Annual appraisal seen as “biased”
- No link between performance and business goals
- High attrition among high performers
Consulting Approach
:
- Inspired by performance frameworks used by McKinsey & Company
Solution Implemented
:
- Introduced OKR-based performance system
- Quarterly performance check-ins
- 9-box talent grid
- Leadership calibration workshops
Results
:
- Attrition of top performers reduced by 35%
- Manager feedback effectiveness score increased by 48%
- Productivity increased by 18% YoY
Compensation Benchmarking & Salary Restructuring
Client
:
E-commerce Company, KSA
Problem
:
- Losing talent to competitors
- Salary structure outdated and inconsistent
- Pay parity issues
Consulting Approach
:
- Used market benchmarking similar to Korn Ferry
Solution Implemented
:
- Salary benchmarking against 25 competitors
- Created salary bands & job architecture
- Introduced retention bonus plan
- Designed ESOP policy
Results
:
- Attrition reduced 29% → 16%
- Offer acceptance increased by 25%
- Improved internal pay equity
Culture & Employee Engagement Transformation
Client
:
Healthcare Organization, India
Problem
:
- Employee engagement score: 49%
- Burnout post-COVID
- Managers lacked people leadership skills
Consulting Approach
:
- Employee surveys & focus groups
- Leadership capability assessment
- Culture transformation roadmap
Solution Implemented
:
- Manager coaching program
- Recognition & rewards platform
- Flexible working policy
- Quarterly engagement surveys
Results
:
- Engagement score improved 49% → 78%
- Sick leave reduced by 21%
- Internal promotion rate increased 2x
Talent Attraction & Employer Branding
Client
:
Mid-size IT Services Company (3,000 employees)
Problem
:
- Offer acceptance rate dropped to 52%
- Time-to-hire increased to 78 days
- Candidates preferred larger brands
- Glassdoor rating: 2.9
HR Consulting Diagnosis
:
- Weak employer brand positioning
- Slow recruitment process (7 interview rounds)
- No social media or campus branding strategy
- Poor candidate experience
Intervention
:
1. Employer Brand Revamp
:
- Defined Employee Value Proposition (EVP)
- Launched “Work Where Ideas Matter” campaign
- Built employee storytelling videos
2. Recruitment Process Redesign
:
- Reduced interviews from 7 → 3 rounds
- Introduced panel interviews + skill assessments
- Implemented ATS automation
Results
:
- Offer acceptance improved significantly
- Recruitment cycle reduced
- Employer brand visibility increased
High Attrition in Product Engineering
Client
:
SaaS Startup competing with Google & Microsoft talent market
Problem
:
- Engineering attrition at 38% annually
- Employees leaving within 12–18 months
Exit Interviews Showed
:
- Burnout
- No career path
- Manager capability issues
HR Consulting Diagnosis
:
- No career framework
- Managers promoted without leadership training
- Compensation lagging market by 15%
Intervention
:
1. Career Architecture
:
- Engineering job ladder (IC + management tracks)
- Transparent promotion criteria
- Skills roadmap
2. Manager Capability Program
:
- 6-month “First Time Manager” academy
- Coaching + 360° feedback
3. Retention Compensation Strategy
:
- Market correction salary revisions
- Retention bonus structure
- Long-term incentive framework
Results
:
- Attrition reduced significantly
- Improved employee retention
- Better engineering leadership pipeline