I was very sceptical about offshoring recruitment work.

I thought it could only help with clerical work or perhaps some candidate sourcing. But in the last year I have realised how far offshoring has improved and how outdated my views were. So much so that I now have my own remote professional helping on the Savage Recruitment Academy, and that has been a great move with measurable beneficial outcomes.

But then this case study was shared with me.

Rezonate Recruitment

Rezonate Recruitment launched around two and a half years ago, specialising in the public practice accounting space — tax accountants, business services and business advisory, as well as business support. The team is run by two directors, with a team manager overseeing business support and three consultants on the ground — set to grow to ten in Melbourne as two more consultants join in the coming months.

The challenge

Rezonate’s core challenge is candidate scarcity. The market for good public practice candidates is tight and sourcing them took up the bulk of the directors’ day.  That leaves less time for the parts of the business that actually grow it: being in front of clients, building the brand, and taking a more consultative approach with the firms Rezonate already worked with.

The search for a solution

Rezonate had tested offshore support once before early in the business’s life. While it served a purpose at the time, the fit and the training weren’t there. That experience left the directors cautious about trying offshore again. However, conversations with Wingman established enough trust to try again.

The solution

Rezonate brought on two offshore Candidate Managers through Wingman — handling candidate calling, sourcing, data enrichment, and CRM management. Each offshore hire works directly with the database, qualifying candidates and flagging genuine interest back to their director, who then takes over the client-facing conversation.

Ramp-up took two to three weeks. Both hires had already become familiar with the recruitment process through Wingman’s training, so the onshore onboarding was less about teaching the basics and more about shaping how Rezonate wanted candidates to be spoken to.

The results

The first offshore hire generated $65,000 in placement fees. Three placements within her first six weeks. The second hire, only a week or two into the role at the time of writing, was already autonomous enough to book three candidates for meetings in her first independent week.

Beyond the numbers

The clearest shift has been time. With sourcing covered, the Rezonate Directors can spend more of their week client-facing, being more consultative and putting energy into building the Rezonate brand rather than being stuck on the database.

Both offshore hires are integrated into the wider team, joining the Monday and Friday team meetings and the group chats alongside the onshore consultants.

“They really want to get better, and that’s what I like. They’re super driven — they put their head down, but they also ask really good questions and genuinely value the feedback.” — Will Millington, Rezonate Recruitment

Looking ahead

Rezonate is planning to have an onshore team of around 20 within the next two to three years, with a similarly sized offshore team supporting it.

This case study is a great example of recruiters adapting to the changing market

1)    Automate the admin and transactional tasks so your recruiters have more time to engage and build relationships and sell and advise

2)    Hire and train recruiters who can be true TechnoEmpaths and who can consult, advise, mentor and create outcomes.

3)    Support the onshore recruiters with highly skilled remote professionals.

If you are keen to find out more about offshoring in recruitment, Book a call with Sam@Wingman through this link.

Wingman Recruitment

Sam Hope

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