Case Study: Strategic HR Hiring for a Global Technology Company

Case Study: Strategic HR Hiring for a Global Technology Company (Campaign in Progress)

By Jodie Hayden

Background

I was engaged by a global technology company to lead the recruitment for four senior HR roles. All positions were fully remote, but each required candidates to be based in a specific location (either the UK or Portugal) to align with local employment regulations and internal structures. We had previously worked with one of the senior HR stakeholders, and that existing relationship played a key role in them trusting me with this complex, multi-location hiring project.

Roles

• HR Director – UK-based, global remit (offer extended)
• Head of HR – UK-based, global remit (final interviews)
• HR Business Partner – Portugal (filled)
• HR Business Partner – UK (first interviews ongoing)

 

Each brief was tight and clearly defined, with high expectations around strategic capability, cultural fit, and remote working experience.

Attracting the Right Talent

Given the complexity of the requirements and the need to find senior-level HR professionals with both local grounding and global exposure, I developed a targeted, multi-channel attraction strategy. This was essential to reach not only active job seekers, but also high-calibre passive candidates.

This included:

• LinkedIn headhunting campaigns, focused by geography, seniority, and sector experience
• Tailored advertising, using content that highlighted the strategic scope and flexibility of the roles
• Re-engaging my existing HR network, reaching out to previously placed and longlisted candidates with relevant experience
• Market mapping for each region to identify professionals with international HR leadership experience in remote-first settings

While each role attracted over 400 applications, the goal was never just volume , it was quality. This approach enabled me to reach and engage with the right candidates efficiently, despite a competitive global market.

Approach

To ensure fairness, consistency and a great candidate experience throughout, I ran a structured, transparent process for each role:

• Every applicant received an initial message explaining the three key requirements for the role and was invited to provide examples of where they’d delivered against them
• All candidates who weren’t being progressed received a personal message explaining why
• Those who were shortlisted were interviewed in depth and scored against a structured competency framework
• I personally met (virtually) every candidate I submitted to the client, ensuring both alignment and preparedness

This approach supported a high-quality shortlist and strong feedback from both candidates and stakeholders.

Delivery (So Far)

• HR Business Partner (Portugal) – Filled
• HR Director (UK) – Offer extended
• Head of HR (UK) – Final interview stage
• HR Business Partner (UK) – First interviews underway

Reflections

This campaign has required close communication with stakeholders, careful time zone coordination, and real attention to detail around candidate experience. Despite high volumes, the process has remained personal and consistent and I’ve had strong feedback on the clarity and respect candidates felt throughout.