Details anonymised at client request.
Business Situation
A European technology company was establishing its first India GCC and faced limited brand recognition within the Hyderabad technology talent market. While compensation levels were competitive, the company struggled to compete for engineering talent against globally recognised employers and established GCC brands already familiar to local candidates. Leadership recognised that the hiring challenge was less about compensation and more about building credibility, awareness, and candidate confidence around an unfamiliar employer brand.
What the Consultant Did
An independent employer-brand consultant worked with the leadership team to define a differentiated employer value proposition for the India market. The engagement included employee research interviews, candidate-perception analysis, leadership positioning, LinkedIn employer-brand development, employee-credibility initiatives, and campus engagement programmes across engineering institutions in Hyderabad. Particular focus was placed on improving early-stage candidate trust, increasing employer visibility, and building awareness before large-scale hiring began.
What Changed
The company established measurable employer-brand visibility within its target hiring market and improved candidate engagement across both campus and experienced hiring channels. The stronger employer narrative also reduced dependency on recruiter-led awareness-building during the hiring process.
Evidence, not adjectives.
The measurable changes recorded during or following the engagement.
LinkedIn audience grew from zero to 4,200 within six months
More than 900 campus applications received during the first intake cycle
Offer acceptance reached 84% in the first hiring cycle
Employer-brand visibility established across Hyderabad technology hiring channels
