Hello Talent!
Integrated Talent Acquisition & Brand Strategy
Transforming Recruitment Through Brand-First Thinking
The Challenge
The organisation's talent acquisition function resided within traditional HR structures, where operational compliance and administrative processes took precedence over strategic positioning and an aligned candidate experience. This separation from broader organisational initiatives created fragmented touchpoints and operational inefficiencies. Competition for qualified talent was intense, while disconnected systems generated administrative overhead and limited visibility into the recruitment pipeline.
Our Approach
We repositioned talent acquisition as a strategic function integrated with organisational brand and culture:
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Process Optimisation: Designed comprehensive recruitment and onboarding workflows aligned with organisational values and objectives
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Technology Integration: Implemented a unified talent management platform, connecting scheduling, application tracking, and candidate communication tools
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Strategic Positioning: Developed employer value proposition consistent with organisational messaging and market positioning
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Experience Design: Mapped and optimised the complete candidate journey from initial awareness through successful onboarding
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Pipeline Development: Applied strategic relationship-building principles to talent pool cultivation
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Channel Consolidation: Centralised recruitment efforts through owned channels including digital presence, professional networks, educational partnerships, and relationship-driven sourcing
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Standards Alignment: Ensured recruitment communications and materials reflected organisational quality and consistency expectations
The Outcomes
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Time-to-hire reduced by 50%
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Candidate quality increased using key measurement requirements
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85% - 6 month retention rate
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Talent pipeline visibility increased
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Recruiter productivity improved by 50%
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Achieved $25,000 in annual cost savings by eliminating reliance on external paid job boards
Impact
By bringing talent acquisition under the brand umbrella, we transformed recruitment from transactional hiring to strategic talent attraction. Candidates experienced the organisation's values from first contact, creating stronger cultural fit and retention. The integrated systems eliminated administrative friction while providing data-driven insights for continuous improvement. This approach established recruitment as a competitive advantage rather than operational necessity.
What do you do again?
Complete Brand Redesign
Aligning Business Model, Brand Positioning, Internal Understanding & Digital Experience
The Challenge
The organisation's brand positioning no longer reflected its evolved service model or strategic direction. The website and intranet were constructed on legacy information architecture that no longer reflected operations or strategic ambitions. This created fundamental disconnection between brand expression, internal stakeholder understanding, and user experience. External audiences struggled to comprehend the organisation's value proposition, while internal teams lacked clarity on strategic direction and their role within it. A comprehensive realignment was needed to unify business model, brand identity, narrative, digital touchpoints, and internal comprehension.
Our Approach
We orchestrated a complete brand transformation that addressed identity, positioning, and organisational alignment:
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Brand Identity Redesign: Developed new visual identity system including logo, colour palette, typography, and brand language that expressed organisational evolution
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Naming Architecture: Redefined organisational naming conventions, service terminology, and communication frameworks to reflect current structure
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Brand Strategy Documentation: Created comprehensive brand guidelines covering visual standards, messaging principles, tone of voice, and application across all contexts
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Business Model Articulation: Clarified and communicated the updated integrated service approach across all stakeholder groups
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Internal Alignment Program: Conducted extensive stakeholder workshops and change management initiatives to reset understanding of organisational direction, new brand identity, and individual roles within the evolved model
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Website Redesign: Complete rebuild reflecting new brand identity, positioning, and optimised user experience
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Intranet Transformation: Aligned internal platform with new brand system and external narrative to reinforce consistent understanding and daily brand engagement
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Content Strategy Framework: Developed comprehensive messaging architecture spanning all internal and external touchpoints, reflecting new brand voice and positioning
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Information Architecture: Restructured content organisation to reflect interconnected services model and support intuitive navigation
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Implementation Roadmap: Phased rollout plan addressing brand touchpoints from digital platforms to physical materials, signage, and collateral
The Outcomes
The transformation resulted in strengthened brand coherence across all touchpoints. Digital platforms now authentically communicate the organisation's value proposition, while improved information architecture enhances user navigation and engagement. The unified brand narrative has created greater clarity for both internal teams and external audiences, positioning the organisation for sustained growth.
Impact
The complete ecosystem redesign created coherent brand experience from strategy to execution. Clients could now understand and navigate the full spectrum of interconnected services, while staff gained clarity on organizational direction and their role within it. The digital transformation supported the business model evolution, turning abstract strategy into tangible experience. This alignment positioned the organization for integrated growth and deepened both client and employee engagement.
Journey mapping
End-to-End Workforce Journey Mapping
Designing the Employee Experience from Attraction to Alumni
The Challenge
The employee experience existed as a series of disconnected touchpoints managed across separate systems, processes, and teams, with no unified view of the complete workforce lifecycle. Human resources operated within traditional functional silos, recruitment handled attraction, learning and development managed training, operations coordinated transitions, resulting in fragmented ownership and inconsistent experience quality. This created gaps in critical moments, missed opportunities for meaningful engagement, duplicated efforts, and systemic inefficiencies that frustrated both employees and managers. Without a holistic framework, the organisation lacked visibility into how individual touchpoints connected or where experience breakdowns occurred, limiting its ability to strategically invest in workforce experience improvements.
Our Approach
We designed and developed a comprehensive end-to-end workforce journey framework that transcended traditional functional boundaries:
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Journey Architecture Development: Mapped every touchpoint across the complete employee lifecycle from initial organisational awareness and attraction through to alumni engagement and advocacy
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Touchpoint Inventory & Analysis: Documented all existing touchpoints, identified experience gaps, redundancies, and friction points across each sub-journey
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Cross-Functional Mapping: Clarified ownership, dependencies, and transitions between teams to eliminate silos and improve coordination
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System Integration Assessment: Audited current technology landscape, identified system alignments and disconnections, and proposed future-state integration opportunities to create seamless data flow and experience continuity
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Experience Standards: Established quality benchmarks and success criteria for each journey stage, including appropriate measurement and feedback mechanisms to enable continuous improvement
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Prioritisation: Developed criteria-based approach to sequence sub-journey improvements based on impact, feasibility, and strategic alignment
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Implementation Roadmap: Created phased transformation plan with clear ownership, dependencies, and success metrics
The Outcomes
The comprehensive mapping and strategic framework delivered clarity and direction for workforce experience transformation:
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Identified and prioritised 17 sub-journey improvement initiatives with clear business cases
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Documented 59 critical touchpoints across the complete employee lifecycle
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Discovered 11 high-value system integration opportunities to eliminate friction and improve experience continuity
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Established baseline experience metrics and feedback mechanisms across all journey stages
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Manager satisfaction with workforce processes improved through streamlined systems and clearer accountabilities
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Time-to-productivity for new employees reduced through optimised onboarding journey
Impact
The workforce journey mapping provided a strategic blueprint that fundamentally shifted how the organisation approached employee experience, from reactive, function-specific interventions to proactive, lifecycle-oriented design. By visualising the complete journey and interdependencies, leadership gained the insights needed to make informed investment decisions and allocate resources for maximum impact.
The framework broke down traditional HR functional silos, creating shared ownership of experience outcomes across teams. Early implementation of priority sub-journeys delivered measurable improvements in onboarding effectiveness, employee engagement, and retention, while the overall architecture positioned the organisation to deliver consistently exceptional experiences at every career stage. This systematic approach transformed employee experience from an abstract concept into a measurable, manageable strategic capability that supports both workforce satisfaction and organisational performance.
AI Integration for Leadership Effectiveness
Leading Responsible Innovation in Leadership Practices
The Challenge
Leadership meetings consumed significant time and cognitive resources, with substantial effort directed toward administrative tasks, note-taking, action documentation, and follow-up tracking, rather than strategic thinking and decision-making. The organisation recognised the transformative potential of artificial intelligence but lacked frameworks, governance structures, and organisational readiness for responsible implementation.
Without established policies or proof points, AI adoption risked creating compliance vulnerabilities, data security concerns, inconsistent application across teams, and employee anxiety about technology replacing human judgment. The organisation needed a pathway to harness AI's efficiency gains while building trust, ensuring ethical use, and establishing scalable governance that could guide future innovation initiatives.
Our Approach
We developed a comprehensive AI introduction strategy that balanced innovation velocity with responsible governance and organisational change management:
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Use Case Prioritisation: Identified leadership meeting documentation as high-impact, lower-risk pilot opportunity that would demonstrate value while allowing controlled testing
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Pilot Program Design: Launched AI-powered meeting intelligence platform with executive leadership team as contained testing environment with clear success criteria and risk mitigation protocols
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Technology Evaluation: Conducted rigorous vendor assessment evaluating accuracy, data handling, security architecture, integration capabilities, and alignment with organizational values
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Testing & Refinement Protocol: Established structured evaluation methodology including accuracy validation, user experience feedback, process integration assessment, and iterative refinement before broader consideration
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Change Management Strategy: Designed comprehensive communication approach addressing concerns, building AI literacy, clarifying human-AI collaboration models, and establishing realistic expectations
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Training & Enablement: Developed user guidance, best practice documentation, and ongoing support structures to build confidence and capability
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Measurement Framework: Defined quantitative and qualitative metrics to assess impact on meeting efficiency, decision quality, follow-through, and leadership capacity
The Outcomes
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Leadership meeting efficiency improved, reclaiming time for strategic dialogue
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Administrative task time reduced across leadership team
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Action item completion and decision follow-through improved through clearer documentation and accountability
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85% of leadership participants reported higher quality strategic discussions enabled by reduced administrative burden
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Meeting preparation time decreased as pre-reads and context became more accessible
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Cross-functional alignment improved through consistent, searchable meeting records
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Identified and addressed security incidents or compliance issues during pilot phase
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Incorporated established governance framework and evaluation methodology
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Built organisational confidence and AI literacy among influential early adopter group
IImpact
This initiative positioned the organisation as a thoughtful innovator, embracing emerging technology while prioritising ethical governance, human-centered design, and evidence-based adoption. The AI meeting intelligence platform freed substantial leadership capacity from administrative work, enabling greater focus on strategic challenges, complex decision-making, and organizational development. The success of this measured approach built organisational appetite for continued innovation while demonstrating that responsible AI adoption enhances rather than replaces human judgment and capability.
being frank
