Companies in these fields are leading the change in the innovation wave, constantly reshaping both our personal and work lives. Within this context, there are additional complexities, especially within digital ecosystems, regarding how people buy, interact, review, and connect online.
The global network economy has opened exciting opportunities for businesses to thrive in the digital world. To make the most of this, companies need to tap into the skills of digital experts, which can help them work more efficiently and have a better connection with customers. Tech transformation is all about reshaping a firm to seize opportunities and keep innovating for the long-term goal. Through this transformation, organizations should set clear goals and figure out what kind of
Technology will benefit them. Headhunting firms know it is crucial to understand what customers want, how they interact online, and what their pain points are. Tech experts are in high demand in this industry field.
This sector is a main character at the present times as well as those that are coming.
In Zavala Civitas, we have had the privilege of collaborating closely with major players in the Technology, Media, and Telecommunications industry. Our headhunting firm has been an integral part of their development and growth. Helping them reach their goals and their mission. We must make great efforts to investigate what the best fit-to-role may be. Considering innovative, committed, and responsible talent that will be able to transform organizations in such a demanding sector.
Diagnosis of situation: A media and communication firm was working to restructure its organizational chart to cope and adapt in a better way to changes brought about by digitalization. They wanted to create a small department of 4 people in their E-commerce and Digital Marketing departments, but they were aware of the strong problems in finding committed talent and the turnover problems that often exist in this sector. They sought headhunting companies and came across Zavala Civitas.
Implementation: After a few weeks of searching, we found 8 candidates who were aligned with the company’s purpose and culture as well as all the required skills. We try to find people who show extra motivation with the project and have shown clear results of success within their organizations in the past.
Results: After a month and a half of headhunting, the new department communication and media team was up and running in the company. It consists of a team leader and 3 new team members who are responsible for leading the digital transformation of the company. A year and a half later, the same people are still in the department, which now has 11 employees and has become a key department in the company’s growth and transformation
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