Global M Case Study

Overview

Global {M} partnered with Abcam, the ‘Amazon of Antibodies’, to support the business-critical hiring needs of their digital transformation initiative. During the project Global {M}’s embedded Talent Team built the newly created Experience Design Team and added seasoned eCommerce professionals to Web Analytics, Marketing, Product, UX, and Knowledge Teams.

Why Global {M}

By utilising the Talent Partner model Abcam gained access to a reliable, data-driven, and structured pipeline of candidates. Hiring Managers were given advice and consultation on how to rewrite the rulebook on the process; creating wide-ranging efficiencies. Having a specialist team fully integrated and dedicated to Abcam’s mission led to high-quality candidate experience and a high offer acceptance rate.

Challenge

Abcam is an AIM listed, global company where mindset and ambition are fundamental, meaning the bar was high, both culturally and technically. Finding best in class B2C and eCommerce professionals willing to relocate to Cambridge. Hiring for gender diversity was central to our approach meaning we agreed on strict KPIs to promote success in this area. The project was fast and furious with tight deadlines. As a result, we were given a strong mandate to build a bespoke recruitment process; saving valuable time for hiring managers and the internal TA Team.

Approach

Global {M} built a specialist team of Senior Talent Partners who owned different hiring verticals hand in hand with hiring managers. An Account Director led the team – building the process, managing stakeholders and presenting weekly on progress and bottlenecks. This set up gave strong integration with Abcam, delivery firepower, clear accountability and end to end project management.

The admin overhead was owned by Global {M}, leading to large time savings for stakeholders. This included rolling out a bespoke candidate tracking system, creating interview packs, panel prep, a feedback system, implementation of technical tests from scratch, and offer negotiation.

Results

The approach led to 9 critical hires with an offer acceptance rate of 100%. Time to hire was improved dramatically and 4.9* candidate experience was achieved. Gender diversity was paramount in the hiring strategy and innovative sourcing techniques led to 45% of all hires being women. 41% of the total pipeline were women, with a 33% final round conversion rate. On average pipelines were 9% above national averages for female candidates across the roles. Global {M} saved Abcam Hiring Managers in excess of 200 hours of screening calls plus immeasurable administrative time savings.