The brief

Transition to a centralised recruitment function

dxw wanted to move from a manager self-serve hiring model to their first centralised internal recruitment function, ensuring cost-efficiency and readiness to scale while embedding a market-leading DE&I-focused recruitment process.

• Design and implement an inclusive recruitment framework
• Scale the team across tech, data, design, client delivery, and programme management
• Maintain cost efficiency while building internal recruitment capability

The process

We were responsible for the end-to-end recruitment cycle, from attracting candidates to onboarding.

Firstly, we developed a DE&I-focused recruitment process to ensure dxw could attract and retain diverse talent, giving them a competitive edge in government contract bids. We then centralised their hiring efforts, transitioning from a manager self-serve model to a structured recruitment function.

To streamline operations, we established job descriptions, interview frameworks, and a consistent candidate journey. We supported dxw in making 67 hires in 12 months, keeping recruitment costs at less than 8% of salaries added to payroll.

As part of the engagement, we worked closely with their COO and hiring managers to design a process that reflected dxw’s culture and priorities. We also mapped out pre- and onboarding journeys to ensure smooth integration for new joiners.

At the end of the contract, we transitioned the recruitment function to dxw’s internal team, minimising risk and providing a scalable talent acquisition framework for the future.