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Case Studies


The Situation


Our client, a global wireless services provider landed a large new client and needed to quickly build a team of full-time professionals across multiple functional areas who would be dedicated to servicing this newly obtained customer on a global scale. Our client had a strict deadline for having this team in place to coincide with the launch of their new customer.



The Challenge


An estimated 17 key full-time employees across 6 different departments needed to be hired within a several month period in order to meet client launch deadline. Positions included Software Engineers, Account Managers, Bi-lingual Technical Support, Bi-lingual Customer Service, Training Managers and Field Marketing Managers. For efficiency purposes, this company was seeking to utilize only one recruiting firm who could fill all of their positions versus having to engage several recruiting firms simultaneously.



The Solution


Cigma assigned a dedicated recruiting team to service our client. This particular recruiting team has experience in identifying and evaluating candidates for all of the functional areas where there were positions that needed to be filled. This prevented our client from having to work with multiple recruiting firms, and as a result, provided greater consistency in terms of candidate quality, candidate generation, candidate presentation, interview process coordination and overall efficiency. In addition, our client was able to communicate with “one” external recruiting firm contact throughout the entire hiring process as they desired.


The Result


Cigma successfully filled the required 17 positions with top notch candidates all in time for the new client launch. This included 1 .Net Software Engineer, 1 Account Manager, 1 Sr. Partner Engagement Manager, 1 Bi-lingual Tech Support Rep, 1 Tech Support Rep, 2 Bi-lingual Escalations Reps, 4 Escalations Reps,1 Bi-lingual Client Training Manager, 1 Client Training Manager and 4 Field Marketing Reps. Because of our success with this employee ramp up project, we now recruit for numerous full-time corporate positions within this client company on an ongoing basis. In addition, we have an efficient recruiting model in place for when they need to quickly build a team to support their next large customer win.


The Situation


Our client, an emerging, cloud based supply chain technology company began to win key customer deals after their new CEO joined in January 2011. In order to implement their technology at newly obtained clients, a high impact full-time product implementation team needed to be assembled. These team members were required to have previous experience implementing similar type supply chain technology products so they could begin contributing immediately upon hire. In addition, our client required some experienced key players for the product development team to keep pace with the technology enhancements of their newly obtained customers.



The Challenge


When we were first engaged by the CEO, this company was still considered a “start up”. Although the company has some of the most robust supply chain technology products in the market, at the time we formed a partnership with them they had very little name recognition in the market place. Therefore, when we contacted potential implementation candidates, we had to go above and beyond to “sell” the company, the opportunity and long term vision. The fact that all of the candidates we had identified were currently employed at well known, established companies resulted in an even greater challenge than anticipated when presenting this new opportunity.



The Solution


The Cigma team and our client company CEO decided on what specific targeted competitors to focus on in terms of identifying and sourcing candidates. This would ensure that the candidates who were hired would be “up and running” from day one, especially since our client had limited internal employee training resources at the time. Cigma then designed a targeted recruiting strategy to identify and attract talent from the designated company competitors.


The Result


Cigma successfully recruited and placed 5 Implementation candidates at our client who all came from the designated competitor targets. In addition, we recruited and placed 2 Software Engineers who had previous experience developing supply chain technology products. We also placed 1 Post Implementation Support Consultant, 1 Sales Rep and 1 Pre Sales Rep who were all recruited from the pre-determined competitor targets. These efforts resulted in the company doubling their headcount within an 18 month period. To this day, the company CEO keeps us informed of customer deals that are likely going to close in the near future. We in effect build a continuous pipeline of candidates who are on the “bench” to ensure a quick turnaround for initial candidate presentation to time of hire. As of 2016, we’ve successfully placed around 35 additional superstars at this company helping to bring their total headcount to around 75 employees.