A strong company with a weak link
Coordinat-ed is a professional construction company operating on several construction sites simultaneously. Because projects are complex and time-sensitive, it is essential to have the right project leaders on the team, leaders who can direct, plan and communicate.
Yet for years, Coordinat-ed struggled with a constant influx of temporary workers: candidates who left after a few weeks, teams that had to be reshuffled each time, and an HR department that wasted time recruiting again and again.
When each new hire feels like starting over
At some point, Christophe noticed that their operational efficiency was under pressure: projects were delayed, customers started voicing complaints and morale on the sites was dropping.
"It is difficult to find the right people," Christophe, business manager, explains. "The traditional channels could not solve our problem."
They realised that continuing that way was unsustainable.
The vicious cycle of attrition and loss
The recruitment process was getting tougher for Coordinat-ed. The team was constantly engaged in new searches and screenings, which consumed a lot of time and resources. Yet the quality of candidates remained uncertain. Hardly any experienced profiles were coming in and the follow-up of applicants often fell by the wayside due to the pressure of daily projects.
With limited intake and increased pressure, there was little cohesion in the team. It felt like they had to keep starting from scratch. This vicious cycle not only began to slow down their growth, but also tarnished their reputation.
The choice to do things differently
Coordinat-ed decided to take a different approach. They moved away from traditional recruitment and engaged MediaGuru in for:
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Tailored campaigns tailored to the skills and mindset of ideal project leaders
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Profiling their corporate culture to attract candidates who are a real fit
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Continuous follow-up and screening before the first campaign day.
With this approach, the inflow of candidates and its quality changed.
From staff turnover to confidence
After just a few months, they saw significant effects:
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More applications from experienced project managers
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Higher match between candidate and vacancy
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Less turnover in the first few months
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Project teams with continuity and better teamwork
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Less time spent on repeated recruitment or familiarisation
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Improved customer satisfaction through more stable execution
What used to be a daily struggle now became a manageable process: getting the right people "on the bus" and getting them to stay.
"We didn't have a lot of confidence, but it works. Pretty soon we were able to recruit which is fantastic."
What every (growth) company can learn from Coordinat-ed
The case of Coordinat-ed shows that it is not enough to find candidates - you have to attract, carefully select and support the right candidates in their early days.
With a strategic approach, you can move from a fragile intake to a sustainable workforce.
š Want to know how MediaGuru set this up specifically for Coordinat-ed? Book a meeting with our founder.
