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Bespoke, Rapid & Multinational: Morgan McKinley’s Build & Transfer RPO Model


Marketing Solutions Company


Hiring across multiple locations


Bespoke RPO solution

What was the impact?
  • 45 new hires across 5 locations

  • Improved in-house interview process

  • Reduced time to hire

  • Improved quality of new hires

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The client

The company is a digital marketing company that specialises in “building delightful connections” between brands and customers. It has been recognised as one of the fastest-growing start-ups in Singapore.

The challenge

When a successful young company merges with a larger multi-location organisation, a rapid increase in headcount may be required to take full advantage of the synergies. This was exactly the challenge the creative digital marketing agency faced.

Following this merger, the board of the company recognised a need for a considerable increase in headcount across all locations, most notably Malaysia, Indonesia, the Philippines, and Singapore, within a short time; 45 hires in total within four months. This paved the way for discussions around a flexible and cost-effective recruitment process outsourcing (RPO) solution.

The complexity of hiring not only across several geographies but also for a variety of roles, including finance, IT, sales, marketing and HR, in both permanent headcount and full-time contractor positions, called for a multi-channel approach to sourcing and a solution that would be sustainable in the long term.

The solution

To help the client through this transformation, Morgan McKinley recommended a six-month recruitment process outsourcing (RPO) solution to recruit the right talent across a range of professional disciplines. The Morgan McKinley Build & Transfer model delivered sustainable benefits after the RPO contract terminated.

Morgan McKinley designed a bespoke hybrid RPO solution that involved building a talent acquisition function, recruiting the vast majority of roles, and then transferring the processes and the recruiter to enable the company to manage talent acquisition in-house: the Build & Transfer model.

Within a week, we were able to locate an on-site recruiter for the organisation, assisted by our thirty-person Singapore office. Morgan McKinley procured personnel through various methods such as job boards, LinkedIn, market mapping, recommendations, networking, and talent database mining.

“We managed the geographical dimension by placing an internal recruiter with the company in Malaysia, who handled all of the hires outside Singapore, while the Morgan McKinley team handled local Singapore hires. This proved to be a cost-effective and flexible approach, enabling us to meet all targets.”

- Client

The benefits

Morgan McKinley not only hit the targets for all locations but also offered advice and support on hiring strategy. Among other things, Morgan McKinley improved the interview processes and the onboarding experience, reducing the time to hire while improving the quality of new hires.

In the early discussions, attrition was identified as a key problem, so these process improvements helped to ensure that the entire recruitment cycle was a more positive experience for all parties.

The Build & Transfer model offered the company the speed of delivery, assurance of supply and long-term control that it was seeking. Firstly, Morgan McKinley hired and trained a person who would become the company’s talent acquisition specialist, then built the processes and workflows to be transferred to the company, while also building a talent pool specifically for the company. This was handed over at the end of the project to support future hiring needs, making the company less dependent on agencies from the moment it started to do its own recruitment.

The Morgan McKinley Programme Manager commented,

“The company project was a thrilling challenge because there were so many dimensions to the client’s brief. The optimum solution in this case was an end-to-end recruitment service that covered sourcing, screening, assessment, shortlisting, and candidate care and management. In addition to all of this, we provided support for offer management, compliance checks, and onboarding for all new hires. These processes were then transferred to the company’s in-house TA function.”

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