Projects
Below are some examples of successful projects, providing an insight into how our expertise has helped tailor solutions in the past.
Critical issue: Broker Commonwealth, an elite member group for independent brokers, needing an expert, ''a-go-to-person’ to guide and support members on retention and recruitment issues. In addition, wishing to define natural energies within the management team (Broker Commonwealth and Brokerring Owners) to cross-check capabilities within individual roles to understand work-flow and productivity.
Outcome: Supporting group members with projects to mirror individual needs from talent management, team clarity and skills mapping, implementing Contribution Compass, defining clear natural energies for maximum contribution; building recruitment and retention strategies; learning how to maximise return; learning hiring principles and how to retain key people within their teams, reducing turnover. The management team gained further clarity using Contribution Compass to identify a gap in their structure, how they complement one another, why frustrations arise and how these can be overcome.
“I agree that there is a clear synergy between our companies, which is a huge benefit for a relationship moving forward for us and our brokers”
Lansbury Sessions
Director - Company Secretary
Critical Issue: Need to reduce recruitment spend, build a recruitment strategy and implement talent management, using skills mapping and Contribution Compass.
Outcome: Proposed monthly support needed, working remotely and with the team at the office to improve knowledge and confidence with recruitment. Building structure around their hiring process, including vacancy mapping, interviewing techniques and person specifications, company value proposition, job descriptions and competencies.
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“We believe your expertise will be valuable in supporting both our recruitment efforts and the evaluation of our staff's skill sets as we look to hire for new roles. We liked what you said about looking at the teams in more detail, looking at potential gaps”
Chris Edwards
Managing Director
Critical Issue: Established team looking to grow; needing to align senior members and support new management.
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Outcome: Proposed 6 month project. Meeting the team in person, rolling out employee surveys to gain data and analysis on employee satisfaction, implementing Contribution Compass with debriefs, defining skills by job role, workshops to improve communication and transparency, trust, teamwork and operational efficiencies. Leadership mentoring with boundaries and confidence.
"I met with Angela to discuss a new role that we were looking to create for a Business Development Manager. My time was being spent working on internal referrals from Partners in Solent in the DB space. A lot of the networking and marketing activity that we had been doing was slipping. Angela identified the new role as an exciting opportunity for the right candidate with the right natural energy, and as a result of her enthusiasm, the whole process and a steady flow of CVs came through within a week. We interviewed a number of the candidates and were so delighted with the calibre that we hired two of the applicants. The whole process took only a few weeks, including second interviews, and we were supported throughout by Angela and her team"
“Highly recommended!”
Critical Issue: Business Owner needed to hire a Project Manager with specific qualities, who would be pivotal to company growth, becoming a Director in the future.​
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Outcome: Essential and desirable competencies, skills and experience were identified, clearly defining what energy was needed to enhance the management team for maximum contribution, both now and in the future. Tailored interview questions were provided for consistency.
Critical Issue: Manager new to the area; reviewed and tried previous recruitment suppliers. Quality of staff didn't mirror the needs of the team and company, resulting in retention issues.
Outcome: Within one year Management hired five team members reducing recruitment spend by £7,500. This was achieved through identifying exactly what type of people and energies were required, skills and competencies. They were able to build a harmonious team, increasing morale and efficiency through onboarding, training, and rewarding employees tailored to the individual themselves.
“We asked Gotcha to find two people to join our team for our chiropractic centre in Norwich. It was no easy task as we were looking for people with leadership qualities to take us to the next level. Within a few weeks, Angela at Gotcha signed, sealed and delivered two such people. Gotcha took all the stress away that often goes along with such a search and gave fantastic advice all along the way, making the whole process seamless and easy. I cannot recommend them highly enough. Don’t compare Gotcha to other methods – Gotcha is heads above the rest.”
Rosemary Folker
Director
How would you rate our service from 1 - 10 (10 being fantastic!).
- 10/10
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What worked well and/or where do you believe we could improve?
- Speed and ease of the service is fantastic.
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Would you be happy to refer us?
- Absolutely
“We have been using Gotcha for a number of years now and they never disappoint. They act fast and with attention to detail, would highly recommend”.
James DiMambro
Director
Critical Issue: Manager needed to find two members of staff urgently in two different locations.
Outcome: A person specification, job description, advertisement and company material were written. We researched the market and shared analysis. From project commencement to candidate start date (six weeks in total) two new members of staff were hired using our headhunting partner, Gotcha Recruitment as speed and accuracy were needed.