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Sonia Multani

Specialising in Challenger Banks, Recruitment Process Outsource & Contractor Management Services

I have been supporting internal teams at Challenger Banks to secure and retain the talent that they need for almost a decade. I understand how they are fuelled by brilliant and brave people who are committed to innovating within the sector and delivering better experiences for their customers by challenging the status quo.

However, by the very nature of being a challenger business (the thing that makes you so exciting), you aren’t yet blessed with the luxury of having a well-known, established brand through which you can easily attract and retain the talent you need. As a result, I’ve seen firsthand how the pressure on inhouse HR functions to deliver talent can often be intense. You have to work at least ten times harder than the likes of the bigger brands to get a candidate’s attention.

The day-to-day grind of a recruitment process often becomes a very real – and stressful – distraction from an internal team being able to focus on more strategic HR priorities. As there isn’t time to invest in curating effective go-to market sourcing strategies, internal teams will often rely on inbound applications, and simultaneously put vacancies out to multiple external recruitment agencies to supplement their outreach. Not only do those approaches limit the talent pools from which you can hire, and result in confusing messages in the market due to inconsistencies in approach, but they ultimately only further exasperate the pressure on internal teams. All too often, sourcing in this sporadic way does not result in right first-time hiring decisions. This is without mentioning the significant cost impact to your business, in what is already a tight budget controlled environment.

The data also supports this, as I’ve been seeing an increase in early-stage attrition which has been steadily rising over the last 12 months. In the main, this has been put down to limited options in initial candidate shortlists, lack of brand awareness and poor candidate selection processes.

I have many years of experience in tackling and overcoming these issues for our challenger bank clients, with successful outcomes.

If you are experiencing similar challenges, please get in touch.

Sonia Multani
Sonia Multani

Audits & Diagnostics

If you know you need to ‘fix’, improve or build something, but don’t quite know what you need help with yet or where to start – take a look at out Audit and Diagnostic services.

These are a great way to identify where there may be barriers, issues or opportunities to make improvements to Recruitment and HR functions.

We continue to choose The Curve Group as our recruitment outsource partner because they ensure we can attract and develop a motivated and empowered workforce.

Head of Human Resources | Gatehouse Bank
Sonia Multani

Get In Touch

We know that every business is as unique as the people within it. That is why we tailor our services to meet each business’s specific requirements.

Get in touch today, so we can find out more about what you need and how we can help.

We are ready to listen.

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