CHALLENGE
Our colleagues froma large bank approached us to launch a new intake of the “Junior” internship program. Our task was to fully take over the promotion and recruitment process and bring 229 interns to the offer stage by July 1, 2024.

CHANGE
To accomplish this task, we launched a large-scale advertising campaign using all classic promotion channels, as well as applying unconventional approachesand partnerships with university professors. As a result, 10,917 registrations were attracted. For the selection process, we organized an assessment center with 597 participants. Based on the results, candidates were shortlisted for personal interviews with hiring managers. In total, we scheduled around 2,800 interviews, of which 2,400 were successfully conducted.

RESULT
By July 1, a total of 204 interns had started the program. In total, the banks team made 802 offers, of which 425 were accepted by candidates.

CHALLENGE
The company faced challenges in attracting interns due to restrictions on publicly promoting the program and internal hiring limitations. Our task was to secure 3,343 registrations and select 30 top interns, as well as 1 intern in each other 5 cities.

CHANGE
During the program, we updated the landing page, carried out a promotional campaign under conditions of anonymity, and selected the best candidates through the following stages: CV screening, which helped identify the most suitable tracks for each candidate; PST testing, which assessed candidates’ numerical skills; Video Interviews; and an assessment center, where experts evaluated and shortlisted the strongest candidates.

RESULT
A total of 4,267 candidates registered for the program (128% of KPI), of which 2,858 met the formal criteria (118% of KPI). More than 100 candidates were forwarded to the assessment centers. Client rating — 9 out of 10.

CHALLENGE
We set out to launch a Graduate Program in London for a global leader in the sports betting and gaming industry. Our aim was to attract exceptional early‑career talent from across the UK, giving the client direct access to some of the brightest future leaders in the market.

CHANGE
Our team developed a robust selection process, created an engaging landing page, and delivered a targeted promotional campaign combined with detailed candidate screening. We also designed bespoke problem‑solving assessments for each program track, ensuring precise hard-skills evaluation and presenting hiring managers with only the strongest prospects

RESULT
The campaign drew over 700 applications from across London and the wider UK. Through careful evaluation and testing, we built a high‑calibre shortlist of candidates, ready for more in‑depth conversations with their future team leaders. The client rated our performance 10 out of 10.

CHALLENGE
Since 2020, we have been helping the leading international gold mining company select young professionals for the Fast Track development program by organizing online assessment centers. In 2024, we were tasked with updating the selection stage and developing a new competency model.

CHANGE
• Redesigned the competency model based on the needs of hiring managers and the company’s values
• Updated the mechanics and developed two tasks to better assess participants’ organizational and analytical skills
• Maintained the task’s versatility across different areas of the gold mining industry

RESULT
• Conducted a pilot with interns and received positive feedback from company's experts
• Held over 10 assessment centers in English, and French using the new methodology
• The updated format is planned to be used for future candidate selection

CHALLENGE
Leading bank came to us with the idea of hosting a product camp to bring together high-potential students and young professionals from across different locations and to promote the employer brand among ambitious youth.

CHANGE
We proposed holding a case championship as a selection tool for choosing finalists to participate in the product camp. We developed two cases and an introductory task, organized a large-scale marketing campaign, and provided 24/7 chat support. The finalists completed an educational program led byexperts and developed MVP products (including prototypes and promo videos), with the best projects presented at the final event.

RESULT
4,000+ people took part in the project. A total of 294 teams submitted solutions in the first round, and the top 20 teams (97 participants) presented their refined projects at the final before the bank’s top management. The camp featured 5 educational webinars and 2 case-related Q&A sessions. All members of the winning teams were invited to a paid internship, and their MVP products are planned for implementation. Participant CSI — 9.5/10. Client CSI — 10/10.

CHALLENGE
Our cooperation with this leading FMCG company on the Be on Surf program has been ongoing for 8 years. This year, we faced a special challenge — relaunching the program after the company’s rebranding and the program’s update.

CHANGE
The team prepared a landing page with interactive elements, as well as advertising creatives aligned with the brand book. We leveraged the most effective promotion channels, including placements in universities. Our experts updated the analytical case for the assessment center, which was held over 4 days in both online and offline formats at the company’s office.

RESULT
As a result of the promotion campaign, we attracted 978 registrations, 447 of which met the relevance criteria. Twenty-five future leaders went through the assessment centers, 16 of whom visited the company’s office.