Client background: Small dynamic entrepreneurial software support company became a wholly owned subsidiary of a large well known software company through an acquisition.

Problem 1: Subsidiary was being fueled at a rapid pace through funding and support of the Parent company, and didn't have the recruitment structure to support the growth

Solution 1: Ti22 implemented a multi-prong recruiting approach to handle the explosion in hiring needs by leveraging Passive Recruiting, Internal Programs and Free/Paid tools.

Results 1: Over 3 years, and as a part of their team, we helped this Subsidiary grow by about 300% while recruiting for all functional areas. As a result there were zero hires made where this client had to pay a contingency recruiting fee!! We calculate that the cost savings averaged over $250,000 per year or a total over $750,000 over a three year period with a very high client satisfaction rating!!!

Problem 2: Subsidiary had to take on all the processes and procedures from the Parent company. Anyone that's been a part of this knows it's not a simple task!

Solution 2: Ti22 absorbed and learned exactly how the Parent company wanted / needed the Subsidiary to be run as it related to recruiting. i.e. how to get headcount, how to get approvals, how to set compensation grades, what was the offer process, who completes new hire paperwork...etc. Ti22 acted as a liaison between the Subsidiary and Parent -- explaining how these pieces needed to be done and why it was important to do it this way. Essentially we were a partner between the two groups transferring knowledge and acting as a neutral buffer to get through this large change.

Results 2: Over time this Subsidiary was 100% on track with following all necessary rules and processes. This made it much easier for the Parent company to track and monitor activity. This also resulted in less tension between the Management teams on both sides.