From Reactive to Proactive: Empowering Our Client's Talent Acquisition Program

A leading global financial services organization partnered with LevelUP in 2017 to transform its talent acquisition strategy. Over the years, the collaboration grew from targeted services to a comprehensive global partnership, enabling the client’s expansion into 10 countries, opening 20 new offices, and setting a new benchmark for talent acquisition excellence.

1. Phase 1: Laying the Foundation with Contingent Workforce Management (CWM)

When the partnership began in 2017, the client faced pressing challenges: siloed processes, escalating recruitment costs, and inconsistent hiring outcomes across their US and UK operations. LevelUP introduced a Contingent Workforce Management (CWM) program, bringing structure and efficiency to contingent workforce hiring. By centralizing vendor management and implementing robust tracking systems, LevelUP slashed agency costs and ensured faster, higher-quality hires. This was more than just operational streamlining—it was the groundwork for a bold transformation.

The results were immediate and impactful, giving the client newfound visibility and control over contingent hiring. The foundation was set for a scalable, unified talent acquisition model that could adapt to their ambitious growth plans.

1. Phase 2: Expanding to a Total Talent Partnership

By 2019, the client recognized the value of an integrated approach to recruitment. LevelUP launched a Recruitment Process Outsourcing (RPO) solution to manage permanent hiring in the US and UK, quickly scaling our client’s in-house recruiting team of seven employees to meet growing demands. What started as a simple RPO initiative evolved into a Total Talent Partnership, unifying permanent and contingent hiring under one strategy.

LevelUP’s centralized processes enabled faster, more strategic hiring while reducing reliance on costly external agencies. The client’s recruitment efforts became agile and scalable, setting the stage for ambitious global growth.

One client leader praised LevelUP’s unique approach:
"They have a deep understanding of our culture and effectively communicate what is unique about our organization. LevelUP has consistently sourced quality candidates with sensitivity and speed." — MD, Equity Research

1. Phase 3: Driving Global Expansion

In 2021, LevelUP propelled the partnership into a new phase, focusing on international expansion and high-impact recruitment. In Asia-Pacific, LevelUP established an on-site team in Hong Kong and appointed an Engagement Manager to oversee the region’s operations. This regional presence allowed the client to tackle market-specific challenges with precision and agility

Simultaneously, LevelUP launched an executive search program for US Investment Banking, appointing two specialized team members to handle senior MD-level searches. By combining detailed market analysis, targeted outreach, and a bespoke executive search database, LevelUP delivered top-tier leadership talent while solidifying the client’s position as an industry leader. Through these innovations, the client gained the talent needed to expand its footprint, improve operational efficiency, and capture emerging opportunities in key global markets.

As one client leader noted:
"LevelUP was quickly able to understand the mandate and created a practical action plan for our search. They sourced a wide range of very suitable candidates, managing all requests with professionalism and speed." — SVP, Outsourced Trading

1. Current Scope and Scale

Over the course of this partnership, the client expanded from 2 countries to 10 and opened 20 new offices, all while maintaining exceptional hiring standards. The talent acquisition team grew from 3 to over 30 members globally, delivering unmatched scalability. LevelUP’s centralized strategy drove $25 million in savings by reducing dependency on external agencies and shortening time-to-fill. 

Building upon the foundation of cost savings, efficiency, and global reach, LevelUP continues to evolve the talent acquisition program to be a strategic driver of the client's business objectives. This involves a shift from primarily reactive recruitment – filling positions as they arise – to a proactive approach that anticipates future talent needs and builds pipelines of qualified candidates.