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G7 conducted full review of the recruitment processes at their Risk Management business, in line with the use of ATS technology; RecruitActive, TalentLink, MonsterTMS, TribePad. We identified a number of gaps in functionality and capability and proceeded to provide a route map so that they could transform their delivery model


G7 was engaged as SHG underwent a major transformation of it's recruitment model; from RPO managed to in-house.  Created processes and policies as well as sized, hired and led new team of recruiters and administrators.  Led stakeholders through change rationale as well as defining requirements, selecting and roll out of a new ATS, eArcu


We were asked to perform a health check of PiC's recruitment lifecycle and function processes in line with the use of Taleo ATS to meet objectives of executive stakeholders - recommend changes to the current model as appropriate for the senior management team.


Put together and managed a Global TA Process & Standards workshop to agree all process maps and business critical standard operating procedures; agenda, logistics, content and delivery.  Workshop debate and decision managed using ThinkTank engagement platform.


G7 conducted an investigation into demand planning and fulfilment for 11 cruise ships in the fleet.  Reviewed all recruitment and pipelining activity, technology and structure, outlined findings and detailed the approach to transform the function from a reactive gap driven function to pipelining against forecast. Output is used to shape and define the future model, strategy and investment for the future.


Perform a full audit on how Kantar manages TA globally, defined the options available, scoped and sized it to meet the demands of the business for an initial phase in Europe. We then designed the recruitment strategy/model, propose roll out solution, built the procurement RFI & RFP for an appropriate RPO model.


G7 was asked to restructure the Resourcing Dept.; it’s capability balance, span of control and align it to elements of the business. We were then asked to create a new resourcing strategy for Retail BU, implementing sustainable and long lasting options, which included new assessment models and the introduction of a new RPO provider




Advised the CEO in all aspects of recruitment at a time of high growth and investment - best practice, sourcing channels, ATS and other tools and strategies. Continued involvement, bi-annual health checks and mentoring


Provided global recruitment subject matter expertise when Technip designed As Is and To Be process workflows as part of the global roll-out of Oracle Recruitment Centre (ORC). Advising on system capability and build as well as acting as an interface between global TA (Rome, Kuala Lumpur), HRIS (Paris) and their implementation partners

G7 was engaged by Wargaming to Project Manage the deployment of the Greenhouse ATS to 16 locations inc, Russia, China, USA, Cyprus, Japan, Australia, Korea. Finessed requirements, designed workflows, processes optimisation, system configuration, support, GDPR and local compliance.

Mentoring and guiding project team in the development of a global Employee Referral Programme (ERP)

We worked with Open Society Foundations helping them transform their global Talent Acquisition function. Designed RFP for RPO providers, designed unbiased selection criteria and process. Led HR and Legal through contract discussions, then worked with chosen RPO partner to build, then deploy the desired service in UK, Germany, USA, Mexico, South Africa and Asia.

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