YER
Automated talent journeys in production: pre-screened candidates kept warm without recruiter effort, marketing connected to placements for the first time, and a platform that enters new markets without a rebuild.
The situation
YER is one of the Netherlands' leading executive and professional staffing firms, placing senior candidates across specialist divisions from finance and technology to legal and life sciences. As the business scaled into a multi-division, multi-country operation, the infrastructure supporting it had not kept pace. Data lived in multiple places. Candidate engagement relied on individual recruiters remembering to follow up. Commercial performance was assembled manually from disconnected sources, always arriving too late to influence the decisions it was meant to inform.
Business challenges
Strong candidates going cold.
The Talentpool held pre-screened candidates with strong profiles and no current vacancy, and no automated way to keep them warm. Whether they were ever re-engaged depended entirely on a recruiter remembering them.
Every candidate got the same message.
Campaigns were built and sent manually, without personalisation or behavioural triggers, regardless of profile, engagement history or readiness to move.
Marketing defended with open rates.
There was no way to connect a campaign to a placement, so marketing investment was justified with send volumes rather than commercial outcomes.
Reporting that arrived after the decision.
Performance was stitched together from ATS exports, spreadsheet trackers and finance data at month-end. By the time leadership had the picture, the moment to act had passed.
Growth meant rebuilding.
The platform was built for the Netherlands. Each new market would have meant a new system landscape, duplicated complexity and a maintenance burden that would only grow.
No strong candidate goes cold again.
What we built
Nurture that never forgets.
Talentpool journeys fire automatically the moment a consultant adds a strong candidate with no matching vacancy. No change to the recruiter's workflow, no reliance on memory. At the right moment, a warm candidate surfaces back to the consultant, ready to place.
One message per candidate, not one message for all.
Candidate engagement runs on Marketing Cloud Next, personalised by domain, profile and behaviour, so every touchpoint lands as relevant rather than generic.
Marketing connected to placements.
Attribution dashboards link campaign source to commercial outcome for the first time, giving the marketing team the proof their investment could never previously demonstrate.
Leadership steering in real time.
Live commercial dashboards replaced month-end reports for marketing and commercial leadership. Decisions now run on current numbers, not reconstructions.
Built for the next market.
The data model was structured for multi-country operation from day one, with consent management and language layers handled as configuration rather than separate instances. Entering Germany required no platform rebuild.
What changed
YER's marketing team now runs automated candidate journeys in production, with engagement rates up across automated touchpoints. Account managers work from a 360 view of every client: pipeline, placement history, open requirements and pre-meeting briefings assembled automatically from live data. White space analysis surfaces clients with active headcount demand that YER is not yet serving, so consultants reach out before a competitor fills the role.
Marketing now proves its contribution in placements, not open rates. Leadership steers on live numbers instead of month-end reconstructions. And when YER moves into the next market, the platform extends with them. The foundation was built for the business they are building, not the one they started from.
How we worked
A compact senior team, working business-first: commercial process before configuration, adoption designed in from day one rather than bolted on at the end. No delivery pyramid, no juniors learning on your platform.
How much revenue is sitting cold in your talent pool?
Most staffing firms we meet recognise at least three of the five challenges above. The Free Scan shows you, in one working session, where placements are leaking out of your funnel, and what fixing it is worth.
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