Shaping high-performing teams
How the rec hub helped Raisin scale senior hiring across compliance, product, and commercial functions.
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C H A L L E N G E
Raisin needed to scale its compliance, marketing, and partner operations teams to support international growth. The main challenge was attracting high-quality talent with specialised expertise in regulated environments, fast enough to match the pace of expansion.
O B J E C T I V E
To deliver senior, business-critical hires across compliance, product, and commercial functions, strengthening global operations and enabling Raisin's continued expansion into new regions.
S O L U T I O N
We embedded a dedicated Talent Partner within Raisin's hiring function to support multiple business units and upskill the internal TA team, delivering consistently without disrupting the existing team.
P A R T N E R F E E D B A C K
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The main value proposition that drew us to the embedded model, and specifically to the rec hub, was flexibility. As a scaling business, growth on the people side is crucial, but scaling personnel on the TA side is not always the right decision. People's lives don't fit into rigid workforce planning and teams need to be able to adapt without losing momentum.
We had a fantastic talent partner in George, who brought experience across different company sizes and hiring environments. He helped upskill our early-career team members with insights from larger organisations, bridged immediate capacity gaps, and ensured a seamless transition for team members returning from leave.
For us, the rec hub and the embedded model just made sense. It allowed us to be thoughtful about structuring the team rather than making decisions too early. That kind of flexibility is invaluable in a high-growth environment.
We had a fantastic talent partner in George, who brought experience across different company sizes and hiring environments. He helped upskill our early-career team members with insights from larger organisations, bridged immediate capacity gaps, and ensured a seamless transition for team members returning from leave.
For us, the rec hub and the embedded model just made sense. It allowed us to be thoughtful about structuring the team rather than making decisions too early. That kind of flexibility is invaluable in a high-growth environment.
Matt Marmoy-Savage
Head of Talent Acquisition · Raisin
W H Y I T W O R K E D
Built for flexibility.
Delivered with precision.
The embedded model gave Raisin the space to plan strategically, whether that meant exploring new tools, adding headcount, or adapting as the business evolved. A single embedded Talent Partner brought continuity, institutional knowledge, and the ability to flex capacity without permanent commitment.
- Dedicated Talent Partner embedded from day one
- Upskilled early-career TA team members
- Seamless cover during parental and extended leave
- Flexible capacity without permanent headcount decisions
