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Recruitment, HR and Marketing working together at Darlington Building Society

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Recruitment, HR and Marketing working together at Darlington Building Society

Having undergone an exciting rebrand and about to embark on a sustained period of growth, Darlington Building Society identified the need for a professional recruitment partner to manage recruitment on their behalf and effectively position and promote the Society as a destination employer to fresh new talent.

The Scope

  • Implementation & management of the RPO model and fulfilment of permanent appointments across all business areas and levels of seniority

  • Work together with in-house HR and Marketing teams to build a fully inclusive attraction campaign to elevate and protect the employer's brand

The Solution

  • Dedicated Talent Acquisition Business Partner

  • Salary benchmarking and market mapping

  • Bespoke branded careers site linked to ATS technology

  • Developed and deployed a fully inclusive on-brand attraction campaign

  • Talent pool management

The Result

  • 100% fulfilment of all roles across all departments i.e. Underwriting, Mortgages, Procurement, Quality, Risk & Conduct, Product & Proposition, Change, Financial Reporting, Marketing, Customer Support, and Business Development

  • An active and engaged future talent pool

“We partnered with greenbean for all our recruitment activity. Operating as an extension to our HR team, the team at greenbean truly understand our business, our values and our priorities. By outsourcing our recruitment to greenbean, as an HR team we were able to focus on our core HR and people development strategy.”

Director of People & Culture - Darlington Building Society

Why do I need RPO? 

Rethink the way you recruit, optimise your approach to hiring talent and keep abreast of the latest tools and legislation.

How will it benefit me? 

Measurement is intrinsic to the success of our work, demonstrating what works and where to improve, while informing future approach to resourcing processes and strategy.

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