Maximising Attraction Strategy for Global Automotive Engineering Firm 40% More Candidates per Vacancy Within Three Months

Teceze delivered a Recruitment Process Outsourcing (RPO) solution for a top-20 global automotive engineering firm facing acute hiring pressure from rapid technological evolution and accelerated shift to electric vehicles. The engagement targeted 100-150 technology hires across Germany, Luxembourg, and Turkey. Within three months of launch, candidates per vacancy increased 40%, application process clicks reduced by 66%, and hiring targets were met despite the initial backlog positioning the client competitively for top-tier talent in a highly competitive market.

About the Client

A top-20 global engineering firm in the automotive sector renowned for propulsion systems and advancing power and battery technology, employing 50,000 people across 22 countries. The business faced acute hiring pressure driven by rapid technological evolution, accelerated shift from traditional fuel-powered vehicles, compounded by pandemic impact and pace of electric vehicle advancement. Teceze was engaged directly to deliver a Recruitment Process Outsourcing (RPO) solution focused on technology hiring, integrated with the client's Workday applicant tracking system. The programme targets 100-150 hires in engineering, systems, and software roles across three markets.

At a glance

Industry
Automotive Engineering & Propulsion Technology — Global
Headquarters
Germany, Luxembourg, and Turkey
Products & services
Recruitment Process Outsourcing (RPO) — technology hiring with integrated Workday ATS, direct client engagement
Challenge
New skillset hiring at speed, undifferentiated sourcing, cross-market competition, reaching passive talent

Success highlights

  • 40% increase in candidates per vacancy within the first three months of go-live
  • 66% reduction in application journey clicks, improving conversion and candidate experience
  • Hiring targets met despite initial backlog, positioning client competitively for top-tier talent
  • Cross-market coordination across Germany, Luxembourg, and Turkey with unified messaging

The challenge

Corporate meeting

Reaching Specialist Engineering Talent Across Competing Global Markets

The constraint: New talent profile at unfamiliar scale, undifferentiated sourcing, simultaneous cross-market competition, passive candidate reach

The client needed a large number of highly skilled engineers and technologists within a short timeframe — a talent profile the organisation had not recruited at scale before. The traditional approach, managed by generalist recruiters and third-party agencies, lacked sector-specific differentiation in a highly competitive talent segment, leaving the client’s roles blending into a crowded field of similar postings rather than standing out to the specialists they actually needed.

The client was competing for the same talent across different geographic markets simultaneously, requiring an attractive, impactful proposition to reach candidates not actively looking rather than relying on inbound applications alone. Coordinating that proposition consistently across Germany, Luxembourg, and Turkey meant messaging couldn’t drift market to market without diluting the employer brand the client needed to compete on. The organisation needed a recruitment partner capable of sourcing a new, specialist talent profile at scale while maintaining consistent, differentiated positioning across every market simultaneously rather than market by market.

Our approach

Competitive Analysis and Tailored Messaging with Optimised Application Experience

Teceze structured the engagement as a differentiated attraction strategy combining competitive analysis, tailored messaging, improved application experience, and bias-free advertising. The approach prioritised reaching passive talent through compelling, sector-specific positioning rather than relying on generalist job postings to draw in candidates who weren’t actively looking. Analysis of how competitor firms positioned messaging to target talent markets informed tailored messaging and branding materials, including recruitment microsites built specifically to appeal to engineering and technology candidates rather than a generic corporate careers page. Amendments to the online application journey reduced the number of clicks required by candidates by 66%, materially improving conversion and candidate experience at the exact point where interested candidates had previously been dropping off. Textio was used to eliminate bias in job descriptions, with specific channels recommended to optimise application diversity and reach across the target markets. Monthly reporting on marketing, branding, and attraction performance enabled continuous tailoring and improvement throughout the programme, keeping messaging responsive to what was actually resonating rather than fixed from the outset.

From challenge to transformation, the solution included:

Competitive Analysis and Tailored Messaging

Analysis of competitor positioning informing tailored messaging and branding materials, including recruitment microsites built specifically to appeal to engineering and technology candidates.

Application Process Improvement

Amendments to the online application journey reducing required clicks by 66%, materially improving conversion and candidate experience.

Bias-Free, Channel-Optimised Advertising

Textio used to eliminate bias in job descriptions, with specific channels recommended to optimise application diversity and reach.

Ongoing Monitoring and Reporting

Monthly reporting on marketing, branding, and attraction performance enabling continuous tailoring and improvement throughout the programme.

The Results

Proven results at scale

40%Candidate Increase
66%Fewer Application Clicks
3Markets Covered
40%Increase in candidates per vacancy within the first three months of go-live
66%Reduction in application journey clicks, improving conversion and candidate experience
100–150Target annual hires, with messaging that demonstrably resonated with candidates across target markets

What the client says

“Overall we increased the number of candidates per vacancy by 40% within the first three months of go-live of the service. Teceze understood our competitive position in technology talent markets and developed messaging that genuinely differentiated our positioning. The application process improvements meant candidates could apply efficiently without friction. We’re now recruiting engineering and technology talent at the scale and speed the business needs.”

— Senior Executive, Groupe CAT

Delivery partnership

How Teceze Executes on This Engagement

Teceze took full ownership of competitive analysis and positioning strategy, developing tailored messaging and recruitment microsites that differentiated the client in a competitive market. Application experience optimisation was led by Teceze with direct Workday integration. Channel strategy and bias-free advertising was coordinated using Textio. Monthly reporting and continuous improvement cycles were managed by Teceze with regular stakeholder engagement.

Looking ahead

Post-Engagement Value and Ongoing Partnership

The successful delivery of a 40% increase in candidate flow within three months demonstrates Teceze’s capability to execute differentiated talent attraction strategies in highly competitive, technology-focused markets. The competitive analysis framework, tailored messaging model, and application experience optimisation processes established during this engagement create a reusable model for expanded recruitment programmes.

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