The people-powered decorating movement




Headcount growth

skill-specific talent pools created across key business areas
saved vs. recruitment agencies
£ 0 k
hours of hiring manager time saved during process

The brief

Grow the team and fill some key roles, including Lick’s first retail and German speaking hires. We also worked with Lick to upskill their hiring managers and train new-to-hiring team members on best practice and ways of working. Once we had implemented solid hiring processes, we were to roll them out across the business. Candidates also needed some attention; we worked to respond to all candidates in the existing talent pools and organise per skillset and experience.

The process

When we first started working together, there were a number of Lick candidates from previous roles that hadn’t had any communication due to the team not having capacity to respond. We helped engage those candidates and add them to a talent pool which was organised so that the hiring team could access the skillsets they were looking for.

We also delivered ATS and scorecard training which included a task on candidate attraction to help with making offers which were more likely to be accepted. We then introduced scorecards for the first time, to help eliminate bias and create a better overall experience for Lick’s candidates.

Hear from Lick!

With Canda, we had all the speed and cost efficiencies of an in-house recruiter but with the flexibility to adapt to changes. The whole Lick SLT never questioned the Canda value. They all knew that they they were getting a really strong Talent Partner with a highly agile and complex team behind Hannah who can solve any problem. You’d never get that with an independent recruiter. Our cost would equate to 3 or 4 agency fees but we get dedicated Talent Partner, with all roles fully managed saving lots of management time and lots of value add support. Marina Gorey – Chief People Officer
The Lick team together

Where to next?