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Awaze is the largest managed vacation rentals and holiday resorts business in Europe, which brings together some of the continent’s most trusted travel brands. After the turbulent few years with the Covid pandemic, Awaze bounced back stronger than ever and had some pretty impressive growth targets to hit to catch up from the previous couple of years. Performance Marketing sat at the heart of this proposed growth, and as such required support over a 6 month period with three new Paid hires, one role having a requirement of fluent Dutch language skills.

Business Challenges

PPC / paid search is an incredibly competitive candidate short and technical market to recruit within, and as such candidates with ‘hands on’ paid media experience are very difficult to come by with the market being so saturated with these vacancies and so little candidates available to fill them. Coupled with a slight air of reluctance to work within the Travel industry which was hit so hard throughout the pandemic, this wouldn’t be an easy, straightforward fill. Paid candidates with no secondary language skills are extremely difficult to come by, candidates that have a secondary European language such as Dutch are incredibly rare to secure.

Our Approach & Solutions

  • We met with the Talent Acquisition Lead to gain a deeper understanding of the roles, see the office space so we could ‘live and breathe’ Awaze’s company culture as much as possible, enabling us to really ‘sell’ the incredible culture effectively to candidates

  • We capitalised on our existing networks and exclusive talent database, leveraging relationships we had already established within the Paid Media market across the North West

  • Considering the North West Dutch speaking PPC market was close to non-existent, we conducted an extensive search to identify both passive and active candidates across the whole of the UK through wide-spread headhunting methods

  • We advertised the roles on specific job boards and utilised LinkedIn to attract suitable candidates, reaching out to candidates who were likely to be happy and settled in their current role and so difficult to engage with, so ensured our advertising methods and direct approaches were clear, concise and really sold the Awaze proposition in at every opportunity

  • Throughout the recruitment process, we maintained regular daily or weekly communication with the client, providing updates on our progress and sharing information about the candidates we were engaging with at every opportunity

Our Results

We secured 3 candidates (including one Dutch speaker), all of whom were outstanding culture fits for the business, 2 of which have been in their roles for 3-6 months now and have had nothing but exceptional feedback from the Paid Media Manager, with one more starting soon.

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