MSH helps a leading telecom provider establish a comprehensive talent strategy and build a competitive workforce for its new IT headquarters.

45 Hires in 120 days
35% Reduction in agency fees
50% Reduction in Time to Fill

The Challenge

After emerging from a complicated M&A, a major telecommunications, media, and entertainment company needed to build a new centralized IT headquarters in Texas that would bring together two disparate IT divisions under a single roof.  

The new IT headquarters was to be built in a new market, which posed a challenge when it came to establishing a workforce. Without a local talent community in place, and with very little brand recognition in the region, the organization needed help creating not only a workforce from scratch, but more importantly, a plan for acquiring, hiring, and retaining the “right” talent that would drive the business forward.

The Selection

Because MSH had a long-standing and successful relationship with one of the pre-merger companies, the organization’s internal talent acquisition team immediately engaged us to help establish a workforce for the new IT headquarters.

“MSH was able to deliver us many high quality candidates quickly in order to meet (in fact beat) our timelines. Amit and his team did an excellent job of managing the process with attentive focus on both the candidates’ and hiring managers’ expectations. If I ever had to do that again, MSH would be the first company I’d call.”

Wil Leblanc, Vice President—Service Delivery, Altice USA

The Solution

Partnering closely with the company’s talent acquisition team, we provided strategic workforce guidance across the entire build-out of the new location.

Upfront, we conducted comprehensive talent mapping that helped the company identify exactly what roles they needed to fill. Our compensation analysis and market insights made it easier to pinpoint ways to adjust salaries to be more competitive within the region. We also helped the organization gain a better understanding of its employer value proposition and communicate it to a new community—getting potential candidates excited to work for such a great company.

The bulk of our involvement was working to develop optimized talent acquisition processes that were aligned with the company’s business objectives and delivering top talent—quickly and cost effectively.

Focusing first on filling the most mission-critical positions, we leveraged our proprietary selection process management (SPM) model and India-based sourcing team to identify quality candidates with the niche skillsets required. Because we built our qualification process around hiring managers’ preferences and took into account the precise competencies and behavioral qualifications for the job, we were able to deliver truly aligned candidates.

Beyond our involvement with strategic planning, search, and sourcing, we also helped to ensure a seamless onboarding process for the new hires—managing everything from running background checks, to making the offer, to getting the new employee started on the job.

The Result

Acting as an extension of the company’s HR team, we have been able to consistently deliver not only exceptionally qualified, well-aligned candidates, but also ongoing market insights, best practices, and overall strategic guidance that empowers the organization to make better business decisions. At the end of the day, we don’t just fill requisitions—our consultative approach positions us as a strategic workforce partner, focused on achieving business goals. And as we continue to outperform other vendors on the project, the client has turned to us for additional guidance and solutions.