Hiring Digital Transformation Architect

Our client is a leading name in the IT services industry in Kochi, Kerala. They had approached us at a crucial transition phase in their business where their investors and management had decided to add Digital Transformation as their key service offering for Global Clients.

THE CHALLENGE

The client needed to hire a Digital Transformation Architect to lead and strategize for the new service offering. This was a newly framed role with a large portfolio of responsibility encompassing Customer/Business Analysis, Strategy, Handholding the customer through the transformation journey and offer the best possible digital solution/marketing mix for Customer Business success.

Our brief was to identify and attract candidates with strong strategic marketing and leadership skills in the Digital Marketing domain to lead the newly integrated service and competent is handling C Suite Executives at the global level.

THE SOLUTION AND RESULTS

GreenPepper employed a well defined strategy to identify high caliber candidates by researching the market and identified a target list of companies who have successfully managed large accounts in Digital Marketing for international clients and linkedin “stalking” (All our consultants love stalking on Linkedin by the way!) of  key personnel spear heading these initiatives. Our consultant also kept a strong focus on a strong cultural fit while mapping the companies. Contact was established with 5 top performing candidates in these companies through means including headhunting (a cold call to the competitor landline to offer demo for an awesome Social Media tool- which was non existent actually worked!).

Our role was to ‘sell’ not only the opportunity and challenge of the role, but also to promote Kochi as a location with passive candidates, many of whom had never considered a move to Kerala.

Three of the potential shortlists were presented to the client for screening with the required skills and competency match along with consultant notes and rating sheet.

Client had discussions with two of the candidates  – discussions included 3 levels of screening and case study presentation in front of their board. The process was tightly coordinated and  in two weeks offer was made to one of the candidates. There was a tough negotiation process involved post offer which our Principal Consultant was able to successfully close through insightful conversations – a combination of tough negotiation and empathy to the client and candidate led to a win win situation and the candidate accepting the offer.

The candidate had a 45 day notice period to serve and during this time frame we ensured that we were in touch with the candidate and offering him key inputs on relocation including rental, school admission, opportunities for the spouse etc.

We also ensure that the candidate was in touch with the client and updating progress on the exit from his current company. This builds trust and smoothened out the onboarding.