The Challenge:

A leading global poly-metallic mining holding company approached us with a critical task: to find a Relay Protection and Automation Engineer for a site in the Far East.

Finding an engineer willing to work in a remote region with a harsh climate, complex logistics, and a demanding 2/1 shift schedule seemed nearly impossible. Yet, we didn't just find the right specialist—we guided them through every stage, from the job offer to their flight to the final destination.

Project Complexities:

Our search immediately faced significant hurdles:

• 7 out of 10 relevant candidates were immediately disqualified, as the 2/1 shift pattern was a deal-breaker, especially for specialists with families.
• The salary was 15-30% below market rate, while competitors offered more comfortable 15/15 or 30/30 rotation schedules.
• The logistics were a puzzle: reaching the site required multiple connections with no direct flights, complicating mobilization.

Candidate Requirements included:

• A degree in Electrical Engineering, Power Engineering, or Mining Electromechanics.
• Minimum 3 years of experience in a similar role.
• Full proficiency in all aspects of RPA work: documentation, maintenance, installation/dismantling, setting calculations, etc.

Our Actions and Results:

1. Expanded Candidate Sourcing
   We launched a nationwide search, leveraging non-standard channels and our own closed professional communities. This allowed us to attract a wide range of specialists, including those who had not previously considered shift work.
2. Strategic Client Consultation
   We organized a coordination session with the client's HR and agreed on solutions to enhance the vacancy's appeal:

• Adjusted the salary to meet the market median.
• Relaxed secondary requirements without compromising core competencies.
• Emphasized the holding company's stability—a key factor for candidates relocating to a remote region.

When the final candidate received the offer, we provided continuous support: assisting with document collection, planning the complex travel itinerary, and maintaining constant communication with both the candidate and the client's HR. This coordination prevented disruptions and stress during the mobilization phase.

The Outcome:

• Significant Pipeline Growth: We tapped into talent pools from adjacent industries, creating a robust candidate pipeline where the client had previously seen a vacuum.
• Seamless Candidate Navigation: Like experienced navigators, we guided the candidate through every step of the process, from offer signing to arrival on site, minimizing risks at each stage.
• Client Feedback as a Success Metric: The client specifically highlighted our engagement, comparing the process not to standard recruitment, but to a full-scale project management effort.

Conclusion:

The final result demonstrates the effectiveness of our approach, even under complex constraints.

This case confirms our ability to solve HR challenges of any complexity with a guaranteed outcome: even with extreme initial conditions, we can not only find but also ensure the full navigation of the right candidate—from their home office to their workplace at the edge of the world.