Successful Cases

One of the world's top 500 home appliance enterprises - Bangladesh Branch Recruitment Project

Challenge
High demand for talent: In the limited time, we need to recruit local candidates with many years of management experience in Bangladesh, as well as experience in multinational companies and in the electronics industry.
Lack of enterprise competitiveness: the salary expectation of most local candidates exceed the budget of clients. And the local branch is still in the stage of establishment, candidates have certain concerns.
The recruitment process is relatively long: the interview process involves an interview with people in charge of the headquarters in China, an interview with colleagues in South Asia and a local face-to-face interview, and the offer is issued by the headquarters in China, which makes the whole recruitment process relatively complex and takes a long time.

Plan

• Explore corporate competitiveness, improve corporate brand strength description and subsequent development space display, and adjust offered salary structure and benefits.
• Focus on the core recruitment positions of the enterprise, design the recruitment schedule and recruitment direction according to the company's needs, and take core management positions as the primary breakthrough.
• Timely feedback on the progress of the company's interview, actively fasten the recruitment process, and improve the onboarding speed of candidates.
 

Results
Completed two high-level job recruitments within one month. They are the first two senior managers of the customer branch, laying the foundation for the customer's business development in Bangladesh.

One Famous International School in Chengdu

Challenges：
High requirements: At least 3 years of working experience a principal in international schools. Must be familiar with the IB program. Experience of successfully leading the team to apply for IB certificate. And the candidate need to be on board immediately.
School location is not competitive: According to experience, many foreign principals want to go to first-tier cities, few are willing to move from first-tier to second-tier cities

Plan：
1. Explore the potential of the school and convince the candidates that this opportunity is important for their future development
2. Adjust salary structure and attract more candidates
3. Use different channels to find more candidates and speed up the interview process

Outcomes:
Recommend 5 candidates within 2 weeks and finished the project within 1 month. Help schools find the right person to develop their curriculum and strategic plans.

Shanghai Branch of a multinational food import and export company

Challenge
When we first approached this multinational food company in 2018, they had not yet established a branch in China. Due to some personnel management restrictions of the Chilean parent company, the initial company establishment and recruitment were relatively slow. This year, due to the impact of the epidemic situation, the representative of the Shanghai branch cannot come to China, which was a big impact on the business, and our company designed a corresponding solution for the above situation.

Plan

• The establishment of foreign enterprises: The Shanghai branch needs import and export license, food circulation license and other related documents, which takes a long time to process, if a new enterprise has just set up, the enterprise will not be carried out in time. In view of this situation, we assist the partner company of our Shanghai branch to complete the change of its legal entity from a domestic company to a foreign company, so as to realize the quick landing of the project.
• Investor/Business Owner Visa, Chinese Work Visa: According to their educational background, we have designed a work permit program for representative with 4-time salary in category B and a work permit program in category C for foreign graduates with a master's degree.
• Labor Dispatch and Social Security: We provide special labor dispatch and social security payment solutions for the social security and wage payment of the Chinese employees of our company, which is in full compliance with the relevant regulations and requirements of Shanghai.
• Business Invitation Letter: In response to the situation that the representative stayed abroad during the epidemic period, we contacted the Shanghai Foreign Affairs Office and provided an effective analysis of the necessity of coming to China, tax documents and relevant project information, and invited the representative to return to China during the most serious period of the epidemic in Chile