Client Overview
- Name: Niels Desot
- Company: dear digital
- Services: webstore development & ERP implementation
- Team Size at start: small delivery team of 15
- Collaboration Period: Feb 2023 – Dec 2024
- One Word to Describe the Experience: Transformative
How it started
Specializing in Shopify and Odoo platforms, they primarily serve Flemish SMEs ranging from €2 to €50 million in annual revenue.
Their operations span over two continents, with client-facing activities centralized in Belgium and development teams based in India.
The Executive board had steep goals in mind, but they needed a terrific team to help reach those goals.
And building this A-player team posed a challenge. It required time and expertise which they didn’t posses internally.
Enter Boyan Parushev.
challenges
When dear digital began its partnership with The Marketing Family in 2023, Niels identified critical recruitment challenges:
- Insufficient candidate pipeline volume, limiting growth.
- Extensive time commitment required for sourcing, screening, and interviewing candidates.
- Lack of specialized recruitment expertise internally, impacting the effectiveness of outreach and candidate engagement.
solutions
Boyan Parushev and The Marketing Family introduced a two-tiered strategic recruitment approach:
- Inbound Recruitment enhancement: initially relied on optimized job ads, sponsored postings, and LinkedIn branding to attract candidates.
- Outbound Recruitment integration: implemented targeted outreach using outbound marketing principles:
Step 1: defined an Ideal Candidate Profile (ICP) to precisely identify potential hires.
Step 2: initiated automated outreach campaigns to proactively engage candidates and assess their job-market readiness.
Step 3: nurtured qualified candidates systematically toward a discovery call (screening interview), integrating seamlessly into the traditional recruitment workflow.
Results
The collaboration delivered substantial and measurable growth:
- Team expansion: dear digital scaled the team from 15 to 45 members, significantly boosting operational capabilities.
- Streamlined process: enhanced efficiency allowed internal teams to focus solely on final-stage interviews and in-depth candidate assessments, greatly improving hiring quality.
- Consistent Pipeline management: we achieved consistent and sufficient recruitment volume, ensuring the agency could fill positions PROactively, rather than REactively.
niels' conclusion
key takeaways
- PROACTIVE RECRUITMENT
Transitioning from REactive to PROactive Recruitment ensures sustainable growth and high-quality hires.
- OUTBOUND MARKETING PRINCIPLES
Adopting techniques like Ideal Candidate Profiling (ICP), targeted list building and automated outreach significantly improves recruitment effectiveness and candidate quality.
- FUNNEL MANAGEMENT
Treating recruitment as strategically and continuously as Sales and Marketing funnels is crucial.
- EXPERTISE & OUTSOURCING
Leveraging external Recruitment expertise can dramatically enhance candidate quality, efficiency, and organizational growth.
final thoughts
The successful partnership between dear digital and The Marketing Family illustrates the critical role specialized Recruitment support plays in scaling high-growth businesses.
By adopting proactive Recruitment strategies, businesses can ensure consistent access to top talent, driving sustained growth and competitive advantage.