Michelle and Geraldine had enjoyed successful careers within the recruitment industry and their paths crossed when working as Talent & Recruitment Managers for a FTSE 100 listed company.
In a rapidly growing organisation, the need to fill business critical roles was evident and like any organisation, the need to manage stakeholders and deliver a strategy that was flexible was paramount.
Their priorities were to promote a direct sourcing strategy, build talent pipeline, improve the recruitment process and reduce recruitment spend.
Search Consultants with strong personal networks were engaged to deliver talent quickly and represent the company brand. Under the guidance of Geraldine and Michelle, it is no surprise that they reduced the time and cost-to-hire by up to 47%. The model was supported by the Head of Resourcing, and a decision was made to implement this globally.
HorrexCole was set up in April 2015 with one objective… market the model to a wider market.
Given it had differentiated itself from traditional headhunting methods, they could offer clients improved return on investment and operate as an extension to in-house teams.
Managing change is a challenge for any business. Clients embraced the model and grasped the benefits, and although straying from the “norm” was not easy, HorrexCole has consistently grown its’ client base by providing an outstanding service whilst promoting their client’s brands.
Three years later, they have exceeded their financial goals, and recognised that clients enjoy the flexibility of this service. The demand for their research and market mapping on a global scale, has exceeded all expectations. To keep abreast of an ever-changing market, HorrexCole continues to host quality events, such as their quarterly “Women in Leadership” to raise awareness of diversity and inclusion, mental health, and many other topical issues.