<p>One of our first steps involved an intake call with project stakeholders at the client which included the customer’s Global Head of Franchise Audit, and the head of the Human Resources team, to get a better understanding of their requirements, challenges, culture, and targeted budget. Within 48 hours of this intake call, DivIHN presented a position profile and hiring plan to the customer that included sample target profiles, a suggested sourcing strategy, assessment process, and onboarding timelines.<br><br>Following the customer’s approval, DivIHN quickly enlisted the help of a local regional partner to get some boots-on-the-ground assistance with candidate sourcing, and launched the search.<br><br>Within 2 weeks of the initial intake call, DivIHN presented a slate of 6 qualified candidates to the customer for the role. All shortlisted candidates had been through a 3-step assessment within DivIHN that included a cultural-fit / behavioral skills interview with our client-relationship manager, before being presented to the customer. The comprehensive nature of assessments that were completed by DivIHN helped minimize the time spent by the customer in the interviewing process to a great extent.<br><br>The customer ended up hiring one of the candidates presented by DivIHN, with DivIHN assisting with the customer with not only sourcing and screening the candidate, but also with coordinating interviews, negotiating the comp-plan, and onboarding the selected candidate. The candidate valued the unique opportunity to take the lead on a greenfield initiative, and turned down a competing offer, to accept the position with our client.</p>