As talent becomes a critical differentiator in highly competitive markets, KEO International Consultants is setting the standard for talent acquisition in the consulting and project management field across the MENA region. With a team of just 15 dedicated talent acquisition (TA) professionals, KEO operates against a backdrop of much larger global competitors across its eight international offices. Yet, through the innovative application of data-driven strategies, they’ve managed to not only level the playing field but also reshape industry expectations for what a TA team of any size can achieve.
Redefining talent acquisition through data
At the heart of KEO’s recent success is their strategic partnership with LinkedIn Talent Insights (LTI). This collaboration enabled the team to leverage advanced talent data, offering a macro-level view of regional and global talent landscapes. The insights gleaned from LTI empowered KEO’s C-suite executives with data-informed decision-making, making talent acquisition not just a recruitment function but a cornerstone of strategic growth. The data-driven approach allows KEO to go beyond traditional recruitment metrics, facilitating targeted decision-making that has directly contributed to the company’s growth – 461 hires in the last year alone, representing a 6% increase in overall workforce, and opening new global locations in Lisbon and Jordan.
Creating a culture of inclusion and opportunity
Beyond external recruitment, KEO’s talent strategy is striving towards placing an emphasis on internal mobility and inclusion, ensuring that the company’s culture remains a reflection of its core values. By using LTI’s data insights, KEO has shifted from traditional job title-based searches to a skill-focused approach that expands their talent pool in diverse and meaningful ways. This approach has not only opened up internal career pathways, enhancing employee satisfaction and retention, but has also allowed KEO to identify and bring in underrepresented groups in markets where they operate. An example of this is that in regions like the UAE and KSA, KEO has made notable strides in recruiting female engineers, a significant accomplishment in these traditionally male-dominated sectors.
This commitment to diversity has tangible outcomes beyond filling quotas or meeting metrics; it demonstrates KEO’s belief in building teams that bring varied perspectives and drive innovative solutions. Their 9% global attrition rate highlights the effectiveness of this inclusive culture, where employees see real opportunities for development and growth.
Innovation that transcends scale
KEO’s accomplishments are a testament to what’s possible when innovation drives talent acquisition. Unlike competitors who may rely on larger resource pools, KEO’s strategic utilisation of LTI has bridged the gap, showing that technology and data can elevate TA functions regardless of team size. By identifying “hidden gem” locations with surplus talent and adopting a phased implementation of LTI, KEO was able to optimise recruitment across regions, ensuring that even in high-stakes markets, their smaller team could yield impressive results.
Their approach isn’t just a quick win; it stands out as a blueprint for sustainable success. Tailored training for stakeholders and a well-executed feedback loop have embedded the LTI tool into their operational DNA, driving continued high adoption rates and engagement across all levels. By keeping executive sponsorship front and centre and regularly presenting LTI-driven insights to the C-suite, KEO ensures that the TA team remains a strategic force in business growth.
Defining the future of talent strategy
KEO’s achievements resonate beyond their own organisation. As industries grapple with talent scarcity and a shift towards skills-based hiring, KEO’s model of leveraging data insights, prioritising diversity, and fostering internal mobility stands out as a best practice. In an era where the role of TA is expanding from traditional hiring to being a strategic business partner, KEO’s story illustrates that size and resources are not limiting factors; the real differentiator lies in vision, strategic tech adoption, and a commitment to people-centred values.
In a world where agility and innovation are key, KEO International Consultants proves that even smaller TA teams, when empowered with the right tools and leadership buy-in, can drive meaningful change. By pioneering a model that seamlessly integrates technology with talent strategy, KEO not only competes with but sets itself apart from larger firms, positioning itself as an employer of choice for forward-thinking, tech-savvy professionals.
Their journey stands out as not one simply of growth, but a demonstration of what’s possible when data-driven strategy and a commitment to people converge, reinforcing that true industry leadership comes from within.
