Competitive Analysis

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Part
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SWOT - TMP

TMP Worldwide’s SWOT analysis revealed the company’s strength through global position, acquisition, and its reputation. TMP’s weaknesses were mainly rooted in a lack of good personnel practices. It faces threat from competitors as well as changing candidacy behaviors. The details are below.

Strengths

  • TMP Worldwide is a global company with a large market share. The company has locations in several countries, including the United States, Canada, Germany, France, England, India, Singapore, and Brazil.
  • In addition, the company has affiliates in other countries across the world.
  • TMP Worldwide acquired Maximum in October 2019. Maximum is a marketing recruitment technology company that has its base in the Netherlands.
  • With the acquisition of Maximum, TMP Worldwide enhanced its capabilities in technology and product marketing.
  • Maximum software suite greatly complements that of TMP’S career site TalentBrew as well as the recruitment marketing platform.
  • The company acquired four companies in 2019, all of which added differing capabilities strengthening TMP’s competencies.
  • A recognized and reputable global leader in talent acquisition technologies. The company is well-known for its ability to deliver forward-thinking excellence to its high-profile clients.
  • The company also has highly competent executives, for example, Diane Evans the company’s Human Resource Vice President who has over 30 years of experience in the field.
  • TMP’s United Kingdom location has also won four recruitment marketing awards in 2019.

Weaknesses


Opportunities


Threats

Part
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Part
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SWOT - Hodes/Symphony

Introduction

Symphony Talent, a marketing solution provider, recently partnered with SmashFly resulting in an expected growth in the market, as they will be serving more than 750 companies.

Strengths

  • The company regards people to be key drivers for its growth and development, whether they are clients, colleagues or members of the community. This is portrayed in the company tagline "People are our Passion".
  • The company operates differently and does not follow the status quo, rather they are always on the move to explore new and better ways that will help brands and recruiters grow in their respective markets.
  • The company has been recommended as the preferred choice of forward-thinking organizations for five decades, by their award-winning employer creating and solutions.
  • Symphony Talent has worked with some of the best brands worldwide, such as Unilever, Mars, and Hilton Vacations. Case studies that are provided on their website indicate success in their partnerships.
  • They recently partnered with Smashfly technologies. The synergy is regarded to be one of the most significant HR technology deals that was registered in 2019, and will grow their market as they are expected to serve approximately 750 companies out of the gate, including a number of Fortune 500 and multinationals.
  • The company recently reported an annual revenue of $70 Million.
  • In addition, the company leverages AI and machine learning technology, which enables brands to market to the right talent at the right time and by the means they prefer.
  • Symphony Talent recently appointed new joint creative officers to strengthen its European operations. Ben Harlow and Will Jeffreys, who have more than 30 years experience in employer brand and creative strategy experience combined, were working at AIA worldwide before they joined Symphony.
  • In 2019, the company collected nine industry awards for inspiring clients work. Some awards they received include Recruitment Marketing Awards and the MarCom awards.

Weaknesses

  • According to former employees, job security is not guaranteed at the company. With the prevalence of online job posting websites, this reputation could hinder future job candidate pools.
  • In addition, the company has somewhat weak brand reputation, as companies such as SurveyMonkey dominate the market, with a market share of 60.5%.

Opportunities

  • In 2018, the company made new integration capabilities with its Applicant Tracking system, which is an industry enterprise. This integration eliminates manual data entry errors and delays from working in two systems of record, and also makes work easier by simplifying hiring workflows.
  • The company opened two creative hub centers in Atlanta, and has its headquarters in New York, in addition to a production hub in Houston for its creative and brand agency, Hades.
  • Symphony talent took part in the ERE recruiting conference, which is the largest independent, community led event, which featured industry leading speakers who are committed to help attendees grow and develop in today's job market.

Threats

  • The company has a low market share of 1.3% and faces stiff competition from companies such as SurveyMonkey. In addition, entry into this market contains few barriers, making it plausible that a flood of new entrants could vie for the market share of the principle competitor along with Symphony.


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Part
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SWOT - Recruitics

Information on Recruitics' strengths, weaknesses, opportunities, and threats is provided below.

Strengths

  • Recruitics has multiple office locations in the United States, including New York, Chicago, Los Angeles, Atlanta, and Wilton. The company also has offices in Amsterdam, Netherlands and London, United Kingdom. The numerous offices enable Recruitics to better serve its client base on a more localized level to spur its growth.

Weaknesses

  • Recruitics has a relatively small market share compared to its top competitors. The company has a 1.55% market share against 24.23% owned by PandoLogic. Such a small market share creates a competitive disadvantage for the company because its revenue potential is limited.
  • As a privately owned and operated company, Recruitics is unable to fully exploit its growth potential because its ability to raise business capital is limited. Thus, some growth opportunities such as major acquisitions requiring a large amount of capital are beyond its reach.

Opportunities

  • As the United States’ economy continues to recover, job opportunities will continue to increase. This presents a business opportunity for recruiting companies such as Recruitics whose work is to match potential employers with potential employees.

Threats

  • Recruitics faces stiff competition from other established players in the industry such as PandpLogic, JXT, and Yello. The recruitment sector also has very few entry barriers that leave it open to small and large companies all seeking to win a market share.
  • A recession poses a real threat to Recruitics' operations, as employment opportunities will decline. Thus, if a recession occurs, the company will experience a decline in business opportunities as firms downsize.


Part
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Part
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SWOT - Bayard

From research, Bayard's strengths include its extensive service portfolio, extensive experience in advertising, and strong business partnerships. On the other hand, the threats that the company faces within the advertising industry include a high number of competitors and changing technology in the advertising industry. A detailed overview of the research findings which includes Bayard's strengths, weaknesses, opportunities and threats follows below.

Strengths

Extensive Service Portfolio

Extensive Experience in Advertising

  • Founded in 1923, Bayard boasts of a combined total of over 100 years of experience in marketing and advertising.
  • The company has the ability to create, grow, and leverage the employer brands of customers so as to achieve the business goals of the customers.
  • Bayard's extensive experience in advertising is evident in the big corporate companies that are clients to the company. Examples of large organizations that are Bayard's clients include LG, Expedia, American Red Cross, PayPal, Walmart, Whole Foods, IMAX, Symantec, and Bloomberg.
  • With such an impressive client list, consumers are bound to trust Bayard and the quality of the company's service offering.

Strong Business Partnerships

Weaknesses

Unclear Unique Selling Proposition

Low Percentage of Market Share

  • An analysis of global advertising industry market reports revealed a number of key players within the industry that hold significant market share.
  • However, Bayard was not part of the list and with an estimated annual revenue of $100 million, the company appears to only hold a very small market share as compared to large competitors.
  • This fact was identified as a weakness because with such a low market share and revenue, Bayard cannot feasible compete with other large players in the global market.

Opportunities

Improved Social Media Presence

Improvement of Search Engine Optimization

Projected Growth of Digital Advertising

Threats

High Degree of Competition

Changing Technology in the Advertising Industry

  • Another threat to Bayard is the changing technology landscape within the advertising industry.
  • A good example of this is in the developments witnessed in artificial intelligence and natural language processing that have resulted to automation of marketing.
  • Natural language processing and "algorithm-powered cloud technology platforms are making artificial intelligence a real threat to the agency model."
  • In the near future, ad agencies such as Bayard might become extinct because of the development of technology that facilitates ads to write, place, design, and optimize themselves according to predictive behaviors of consumers.

Research Strategy:

We started research by searching for relevant an analysis of Bayard's strengths, weaknesses, opportunities, and threats in business resources that included Forbes, Business Insider, and Chron. This strategy did not reveal any relevant information in regard to Bayard's SWOT analysis. Consequently, we shifted our focus to business news resources that included CNN, Reuters, and BBC. Unfortunately, none of the credible business news resources contained information relevant information that we could use in research. In our last strategy, we leverage the information present on Bayard's official website, social media profiles, and business profile information on websites like Zoom and Bloomberg to construct a SWOT analysis of the organization. We have presented our detailed findings in the sections above.
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Part
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Company Overview - Bayard

Established in 1923, Bayard Advertising is a New York-based marketing agency that is focused on talent acquisition and employer branding. The company has over 200 employees and has worked with clients in almost 20 countries.

Company Overview

  • Bayard is a full service marketing and advertising agency that specializes in employer branding and talent acquisition. It "prepares advertisement and places such advertisements in periodicals, newspapers, radio and television, and other media outlets."
  • The company was founded in 1923 and has remained privately-held since then. It is headquartered in New York, New York.
  • Bayard's services include programmatic media & digital solutions, technology advisory, creative services, metrics & analytics, recruitment process outsourcing, employer brand & EVP development, client strategy & service, and social strategy & execution.
  • Bayard Advertising has 15 offices in the US alone. It has worked on employer branding projects in 17 countries and employer value proposition development projects in five continents.
  • The company has an estimated revenue of $100 million.
  • Bayard Advertising has not merged with, bought out, or been bought out by any company within the last decade. It previously owned The Waldorf Co., a brand strategy agency. In April 2019, The Waldorf Co. became a wholly owned independent business.

Clients & Employees

  • Bayard Advertising caters to companies in a wide range of industries, including the healthcare, retail, technology, manufacturing, government, and transportation sectors.
  • Some of its clients include LG, DraftKings, Schneider Electric, Hanes, the University of Phoenix, PayPal, Bloomberg, Pfizer, IMAX, ACOSTA, CBRE, dish, JPMorgan Chase, ROSS, Ohio Health, MGM Resorts, Walmart, and E. & J. Gallo Winery.
  • In 2018, the company's had a little over 180 employees. By 2019, the company's workforce grew by 9.2% and it reached 190 employees. Bayard currently has 225 employees.

RESEARCH STRATEGY

Bayard's official website was helpful in gathering most of the requested information, including the current employee size of the company. However, the company's financial data and M&A activities were not offered on its website. We tried looking for annual reports released by the company but we found that the company is still privately-held and does not offer this information to the public.
Our next strategy involved perusing credible publications, including Inc, Fortune, and Forbes. While an overview of Bayard was offered by some of these publications, nothing related to its revenue and M&A activity could be found.
As a last resort, we reviewed data intelligence platforms like Hoovers, Crunchbase and Craft for Bayard's revenue. These databases provided an estimated revenue for the company. Crunchbase indicated that the company had no M&A activity within the past decade, let alone, the past five years. This led to the conclusion that Bayard Advertising has not merged with, bought out, or been purchased by any company recently.
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Part
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Company Overview - TMP

The annual revenue for TMP is approximately $144.1 million. It has offices across various countries such as Brazil, the United States, among others. More details about the TMP company's overview can be accessed under various sub-headings below.

What TMP Does And Its Locations

Social Media Followings

  • TMP has a following 2,956 people on Facebook, 6,267 followers on Twitter, 185 subscribers on Youtube, and 21,196 followers on Linkedin.

Company Audience

Employees And Revenue

Mergers And Acquisition

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Part
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Company Overview - Hodes/Symphony

Symphony Talent was launched by Symphony Technology Group in 2016. Its clients include Grand Vacations, UCLA Health, Nestlé, and others. The company acquired SmashFly Technologies in 2019.

Overview of Hodes/Symphony

  • Symphony Technology Group launched Symphony Talent in 2016.
  • Hodes, a creative agency for employers, is a subsidiary of Symphony Talent.
  • Symphony Talent provides services such as employer branding, career website development, recruitment campaign creation, content marketing, social media marketing, internal communications, and brand transformation.
  • The company’s technology solutions include the Media Cloud (programmatic media platform), career website platform, candidate relationship management solution, custom assessments solution, Experience Cloud (apply experience solution), internal mobility solution, and talent advocacy solution.
  • Symphony Talent’s target audiences include universities and companies that operate in the healthcare, retail, finance, hospitality, and military industries.
  • Some of Symphony Talent’s clients include Hilton Grand Vacations, Unilever, FCA, UCLA Health, and Nestlé.
  • Symphony Talent’s estimated employee size grew from 127 (as of 2019 Q1) to 350 (as of 2020 Q1).
  • The company’s estimated annual revenue grew from $24.5 million (as of 2019 Q1) to $67.3 million (as of 2020 Q1).
  • In November 2019, Symphony Talent acquired SmashFly Technologies, a “global recruitment marketing and candidate relationship management technology provider,” for an undisclosed value.
  • Symphony Talent has made only one acquisition since it was founded.
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Part
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Company Overview - Recruitics

Recruitics, headquartered in New York, uses an award-winning recruitment platform to help leading brands attract talent and it has recently acquired KRT Marketing. A complete overview of this company is provided below.

Description

  • Founded in 2012, Recruitics is a recruitment marketing agency with activities worldwide that helps brands attract and hire talent through their "award-winning recruitment marketing analytics and optimization platform." They provide their services to the companies that belong to the Fortune 1000. The company's headquarters are located in New York and it has offices in Atlanta, Los Angeles, Wilton, and London.

Employee Size

  • This company currently has 155 employees.

Annual Revenue

Recent Mergers or Acquisitions

Part
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Part
09

PR and news Scan - Recrutics

Over the last 12 months, Recruitics has made announcements related to new hires, acquisitions, awards, and others.

List of Press Releases and News for Recruitics Over the Last 12 Months

  • “Recruitics Reveals its Four Pillars of Talent Attraction to Make it Easier for Leading Brands to Attract and Hire Great Talent”: On February 4, 2019, Recruitics announced that it had launched a strategic recruitment marketing methodology that involved programmatic job advertising, targeted advertising, brand awareness advertising, and sourcing & engagement.
  • “Recruitics Welcomes Adam Fudala, The New VP of Strategy”: On April 18, 2019, Recruitics announced that it had hired Adam Fudala as its vice president of strategy.
  • “Recruitics Continues Rapid Growth and Expansion with Launch of New Offices in Chicago and Los Angeles”: On May 13, 2019, Recruitics announced that it had opened new offices in Chicago and Los Angeles as part of its national expansion plans.
  • “Talent Acquisition Innovators to Gather for Social Recruiting Strategies Conference Aug. 6-8 in Philadelphia”: On July 26, 2019, Global Strategic Management Institute named Recruitics as one of the sponsors of the Social Recruiting Strategies Conference.
  • Recruitics Acquires KRT Marketing”: On August 1, 2019, Recruitics announced that it had acquired San Francisco-based recruitment advertising agency KRT Marketing.
  • “Recruitics Wins Most Innovative Recruitment Advertising Solution at 2019 ReSI Awards”: On September 26, 2019, Recruitics announced that it had received a Recruiting Service Innovation Award (ReSI) Award in the Most Innovative Recruitment Advertising Solution category.
  • “Recruitics Wins 2019 Gold MarCom Award for Recruitment Marketing Strategy”: On November 7, 2019, Recruitics announced that it had won a 2019 Gold MarCom Award in the Recruitment Marketing Strategy category.
  • “Recruitics Receives 2019 Best of Manhattan Award”: On December 3, 2019, Recruitics announced that it had received a Best of Manhattan Award in the category of Software Companies.
  • “Recruitics Wins Best Companies for Women in 2019 Comparably Awards”: On December 19, 2019, Recruitics announced that it had won a Comparably Award in the Best Companies for Women category.
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Part
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PR and news Scan - TMP

Over the last 12 months, TMP has made announcements related to acquisitions, product enhancements, awards, and promotions/new hires.

Acquisitions

  • “TMP Worldwide Announces Acquisition of CKR Interactive”: On February 11, 2019, TMP announced that it had acquired employer branding and recruitment marketing firm CKR Interactive.
  • “TMP Worldwide Acquires Perengo- A Leader in Programmatic Recruitment”: On July 16, 2019, TMP announced that it had acquired programmatic recruitment platform Perengo.
  • “TMP Worldwide Grows its Global Footprint with the Acquisition of Maximum; A Netherlands-Based Recruitment Marketing Tech Firm”: On October 3, 2019, TMP announced that it had acquired recruitment marketing tech company Maximum.
  • “TMP Worldwide Acquires UK-Based Social Media Leader Carve”: On October 15, 2019, TMP announced that it had acquired social media firm Carve.

Product Enhancements

  • “TMP Worldwide Launches New TalentBrew Job Classification Machine Learning Engine”: On February 25, 2019, TMP announced that it had added the artificial intelligence-powered TalentBrew Job Classification engine to its TalentBrew platform.
  • “TMP Worldwide Announces Major Enhancements to TalentBrew Self Service Offering”: On March 25, 2019, TMP announced that it had launched TalentBrew Self Service 2.0 to provide users with additional capabilities to edit key elements of the TalentBrew platform.
  • “TMP Worldwide Launches Priority Score Feature for Its TalentBrew Platform”: On April 11, 2019, TMP announced that it had added the artificial intelligence-powered Priority Score feature to its TalentBrew platform to help users predict the expected performances of candidates.
  • “TMP Worldwide Grows Its Software Suite with TalentBrew CRM Launch”: On September 19, 2019, TMP announced that it had launched the TalentBrew CRM (Candidate Relationship Management) to help users of the TalentBrew platform manage recruitment, candidates, and communication efforts.

Awards

  • RAD Awards 2019 Winners: Pink Squid Take Work of The Year for Capgemini Campaign”: On January 31, 2019, Personnel Today reported that TMP Worldwide UK had won a RAD award in the events, experiential, and outdoor category for the “Ready for Anything? Challenge” campaign.
  • “TMP Worldwide Captures Numerous Honors For Its TalentBrew Career Site Platform”: On April 30, 2019, TMP announced that it had received five Webby Awards and 11 Internet Advertising Competition (IAC) awards.
  • “TMP Worldwide's TalentBrew Career Site Platform Receives Numerous Accolades at the 2019 WebAward Competition”: On September 26, 2019, TMP announced that it had received 14 awards at the 2019 WebAward competition.
  • “TMP Worldwide's TalentBrew Career Site Platform Secures Numerous Honors at the 2019 MobileWebAward Competition”: On December 17, 2019, TMP announced that it had received 13 awards at the 2019 MobileWebAward competition.

Promotions/New Hires

  • “TMP Worldwide Experiences Impressive Global Growth”: On February 27, 2019, TMP announced that it had promoted over 25 employees worldwide in January 2019.
  • “Diane Evans Joins TMP Worldwide as Vice President of Human Resources”: On March 12, 2019, TMP announced that it had hired Diane Evans as its Vice President of Human Resources.
  • “TMP Worldwide Continues to Grow its Global Business Development Team”: On May 9, 2019, TMP announced that it had hired four Directors of Business Development for its San Francisco, Waltham, and London offices.
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Part
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PR and news Scan - Hodes/Symphony

In the last 12 months, Symphony Talent added new talent to its leader board, announced new features and products, received awards and recognitions, and acquired a new company. More information regarding this company's latest news and press releases is provided below.

Symphony Talent to Unveil Immersive Candidate Journey Exhibit as Executive Sponsor of Inaugural Talent Acquisition Week 2020 (January 2020)

  • This article talks about how Symphony Talent (ST) plans to unveil its "Moments That Matter" exhibit at Talent Acquisition Week.
  • The original information can be accessed here.

Symphony Talent Appoints New Joint Chief Creative Officers to Strengthen Its European Operations (January 2020)

  • This article talks about the addition of Ben Harlow and Will Jeffreys as Joint Chief Creative Officers for the ST’s European operations.
  • The original information can be accessed here.

Symphony Talent Honored With Prestigious Industry Award Wins (November 2019)

  • The article talks about the award received by Hodes, part of Symphony Talent, for an interactive brand experience created for Nexans.
  • The original information can be accessed here.

Symphony Talent Acquires SmashFly Technologies (November 2019)

  • This article is about the acquisition of SmashFly, recruitment marketing and CRM platform.
  • The original information can be accessed here.

Symphony Talent Appoints Havas, Sapientrazorfish Veteran as Its Chief Creative Officer for US Operations (October 2019)

  • The article talks about the addition of Gunnar Kiene as Chief Creative Officer for ST’s US operations. It also summarizes Kiene's professional experience.
  • The original information can be accessed here.

Symphony Talent to Participate in ERE Recruiting Conference (September 2019)

  • This source provides information about the participation of ST in the ERE Recruiting Conference taking place on October 2019.
  • The original information can be accessed here.

ST Serves as Candes Gold Sponsor (September 2019)

  • The article talks about how ST became a North American Gold sponsor for the 2019 Candidate Experience (CandE) Awards.
  • The original information can be accessed here.

Symphony Talent Client Wins Best in Social Media (August 2019)

  • This article is about how Renown Health, an ST's client, won the ACE Award for Best in Social Media by the Reno-Tahoe American Marketing Association.
  • The original information can be accessed here.

ST Enhances Full-path Analytics Tool (July 2019)

  • Through this article, ST announced an enhancement to its full-path analytics tool to provide its clients a holistic view "of all touchpoints in the candidate journey."
  • The original information can be accessed here.

ST Launches Industry’s First Full-path Analytics (June 2019)

  • In mid 2019, ST announced the availability of an analytics tool that tracks a full 90-day conversion window.
  • The original information can be accessed here.

Symphony Talent Accelerates Experience Cloud Talent Marketing With Omnichannel Messaging Launch (June 2019)

  • Through this press release, ST announced new messaging features on its XCLOUD platform. This new feature comprises a unified interface for SMS mobile messaging, Facebook, Whatsapp, and Slack.
  • The original information can be accessed here.

Symphony Talent Sets New Standard for Recruiting Programmatic Media with M-Cloud's Artificial Intelligence Optimization (June 2019)

  • This article is about how ST is enabling companies across the world to value Artificial Intelligence through their recruitment advertising efforts with Media Cloud (M-Cloud).
  • The original information can be accessed here.

Symphony Talent Adds New Clients to Diverse Roster (May 2019)

  • This press release is about the addition of over 10 new clients for ST, which include ArcelorMittal, Weir Group, Rockwell Automation, La Senza, and Micron, among others.
  • The original information can be accessed here.

Symphony Talent Emerges as a Major Player in the Talent Acquisition Space (April 2019)

  • This article talks about how ST was recognized as a “Major Player” in three IDC MarketScape reports.
  • The original information can be accessed here.

Symphony Talent Showcases Employer Brand Transformations (April 2019)

  • Through this press release ST unveiled a series of case studies of successful transformations and campaigns made for their global clients.
  • The original information can be accessed here.

Symphony Talent Releases Q1 2019 Product Enhancements (April 2019)

  • This article talks about ST's announcement of new features and enhancements that were made based on real requests from their customers.
  • The original information can be accessed here.

Symphony Talent Creative Director to Deliver Keynote at Employer Branding Strategies Conference (February 2019)

  • This press release had the purpose to announce the company's participation in the Employer Branding Strategies Conference (EBrandCon) taking place on May 2019 in San Diego, California.
  • The original information can be accessed here.

Research Strategy:

To provide a press release and news scan for Symphony Talent, we analyzed the company's website, press releases data bases (PRNewswire, MarketWatch, etc.), the company's social media sites (Facebook, Twitter, LinkedIn, etc.), some news media sites (Wall Street Journal, New York Times, CNN Business News, etc.), and sites that provided an overview of the company (Crunchbase, Bloomberg, Zoominfo, etc.). After scanning through all the sources for press releases and news from the past 12 months, we were able to find over 10 news and press releases.



Part
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Part
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PR and news Scan - Bayard

In the last 12 months, Bayard has added three new team members to its leader board and has separated from one of its divisions, The Waldorf Co. More information regarding the latest news and press releases from Bayard is provided below.

Bayard Advertising Agency Adds Yet Another Industry Leader — Hires Mitch Gerson (December 2019)

  • This press release talks about how Bayard added Mitch Gerson as Vice President of Business Development. The article also summarizes Gerson's professional experience.
  • The original information can be accessed here.

Andrea Abbott to Lead Bayard's Team of Strategic Client Service Professionals (April 2019)

  • Through this press release, Bayard announced the addition of Andrea Abbott as VP of National Client Services. The article also informs about Abbott's previous experience on Bayard.
  • The original information can be accessed here.

The Waldorf Co., a Leading Promotional Products Agency, Becomes a Wholly Owned, Woman-owned Business Under the Leadership of CEO Jill Waldorf (April 2019)

  • This article talks about how The Waldorf Co. is now operating as an independent business after it operated as a division of Bayard for 10 years.
  • The original information can be accessed here.

A Forward-thinking Move as Bayard adds Daniel O'Neill as Youngest Vice President! (March 2019)

  • This press release talks about how Bayard added Daniel O'Neill as Vice President of Client Services, making him the youngest vice president since the company was founded.
  • The original information can be accessed here.

Research Strategy:

To provide a press release and news scan for Bayard, we analyzed the company's website, press releases data bases (PRNewswire, MarketWatch, etc.), the company's social media sites (Facebook, Twitter, LinkedIn, etc.), some news media sites (Wall Street Journal, New York Times, CNN Business News, etc.), and sites that provided an overview of the company (Crunchbase, Bloomberg, Zoominfo, etc.). After scanning through all the sources for press releases and news from the past 12 months, we were able to find four press releases. We included a press release from The Waldorf Co. because it is directly related to Bayard, as Waldorf is separating from it.
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Part
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Clients/Distribution/New Product Development/Salary Surveys - Bayard

Bayard currently services a broad portfolio of clients with its extensive service offerings, which are grouped across eight key functional areas.

Clients

  • Bayard publicly highlights a long list of past and current clients, including LG, Symantec, CBRE, Dish, Bloomberg, AIG, IMAX, PayPal, Whole Foods and Walmart.

Distribution Strategy

  • Bayard has a two-tiered distribution strategy, that includes direct-to-customer sales as well as alliances with credible partners.
  • One of Bayard's primary means of sales distribution is its online owned media channels, including its corporate website and a limited presence on social media through LinkedIn (5,859 followers), Instagram (178 followers) and Facebook (1,172 followers).
  • As part of this direct-to-consumer strategy, the company also actively markets with content media through its Insights blog.
  • Meanwhile, Bayard additionally reaches clients through its public partnerships and certifications with Google and Sprout Social.

New Product Development

  • An extensive review of corporate press releases, owned social media channels, credible media resources and industry reports identified limited publicly available information about specific new products that are in development or were recently launched by Bayard.
  • Specifically, the March of 2019 press release announcing the appointment of Daniel O'Neill as Vice President, Client Services indicated that Mr. O'Neill is currently exploring new "go-to-market strategies" for Bayard to offer its clients in the future.
  • Meanwhile, a review of the company's website highlighted that Bayard already provides an extensive suite of eight existing client offerings, including creative services, metrics & analytics, technology advisory and recruitment process outsourcing.

Pricing

  • Bayard does not currently list its product pricing through its website, and does not currently publish an annual report.
  • Additionally, a review of third-party pricing information revealed no substantive details related to Bayard's pricing models.

Salaries

  • While Bayard does not formally publish the salaries of its various positions, relevant information appears to be available through third parties such as Glassdoor and Comparably.
  • Specifically, Glassdoor reported salary information for a long list of positions at Bayard, including Account Manager ($38,173), Media Specialist ($35,543), Director of Business Development Management ($68,000-$79,000) and Vice President ($105,000-$114,000).
  • Additionally, Comparably reported that Bayard offers an average compensation of $100,983 and a median compensation of $110,907.
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Part
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Clients/Distribution/New Product Development/Salary Surveys - TMP

TMP Worldwide has clients such as UPS, Marks & Spencer, and Disney. TMP sells directly and also leverages its network of distribution partners. News of new products being developed by the company and pricing-related information is unavailable in the public domain.

Clients

  • UPS, VMWare, Lowe's, Thales, Marks & Spencer, Deloitte, AT&T, Dell, Disney, Boeing, Target, CVS, and Amazon are some of TMP Worldwide's clients.

Sales Distribution

  • TMP uses direct sales and a network of partners to distribute its products. Its media partners include Snag, Monster, RallyPoint, Glassdoor, Career Builder, ZipRecruiter, Linkedin, and WayUp.

New Product Development

  • TMP is working toward being the best talent acquisition platform while enabling a "personalized candidate experience" and providing a "unified platform for recruiters".
  • There is no news of any new product that the company is developing; however, any product development is likely to be focused on providing a unified platform and personalizing the user experience. Aside from new product development, TMP is also enhancing its capabilities through acquisitions.
  • In July 2019, TMP Worldwide acquired Perengo, an AI-driven programmatic recruitment platform that uses state-of-the-art ad technology to automate the recruitment process. While TMP has been offering programmatic jobs, Perengo's acquisition strengthens its capabilities in programmatic recruitment.
  • In 2019, TMP also acquired Maximum, a recruitment marketing technology firm; Carve, a social media company; and CKR Interactive, a creative and innovative "branding and recruitment marketing firm".
  • In September 2019, TMP Worldwide launched TalentBrew CRM, a candidate relationship management platform. The CRM module integrates seamlessly with TalentBrew and provides a "central access point for recruitment, candidate management, and communication efforts", while also personalizing the experience for candidates.

Pricing

  • TMP Worldwide does not provide pricing details on its website.
  • Software comparison portals such as Software Suggest and Capterra do not provide the prices of TMP Worldwide's services.
  • TalentBrew has monthly and annual subscription plans.

Research Strategy

In order to find information on new products being developed, our research team searched the TMP Worldwide website, industry portals such as Staffing Industry and Capterra, and media sources such as PR News Wire. In addition, the research team also searched specifically for any interviews by the company's VP, Creative Technology (TMP Innovation Lab), Craig Knutson, but failed to find news on new product development.

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Part
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Clients/Distribution/New Product Development/Salary Surveys - Hodes/Symphony

Symphony Talents makes its products directly available for purchase on its website and also leverages third-party partners in getting its products to its customers. The company has about 63 media partners and four integration partners.

Clients

  • Some of Symphony Talent's clients are Hilton Grand Vacations, Unilever, Mars, Nexans, Regis, UCLA Health, Medstar Washington Hospital, Sky News, Nestle, and Dick's Sporting Goods.

Sales Distribution Methods

  • Symphony Talent uses direct and indirect sales approach to get its products to its customers. The company has an extensive partnership network which comprises media partners and integration partners to extend Symphony Talent's solutions to its clients.
  • Its integration partners are Click Boarding, Brazen, Hyphen, Reflektive.
  • Symphony Talent media partners include AOL, CNN, Hulu, YouTube, Monster, Craiglist, Direct Employers, among others.

New Product Development

  • Symphony Talent is not currently developing any new products. The company hasn't disclosed any information on new products in the pipeline.
  • Although the company is not in a product development stage, it has made improvements to its current products by introducing new features and has also strategically acquiring software technology companies to amplify its presence in the market.
  • In 2019, Symphony Talent introduced messaging features and leveraged AI and machine learning technology within its Experience Cloud platform.
  • Omnichannel marketing automation features were also introduced to the Experience Cloud platform.
  • To strengthen its market positioning, Symphony Talent acquired SmashFly Technologies in 2019.

Product pricing

Research Strategy

Our research into Symphony Talent's operations shows that the company is not currently developing any new product; instead, it is focused on improving the features of its products, and the pricing for its products are not available in the public domain. Your research team combed through Symphony Talent's press releases, mentions in the news, and software reviews sites for information on its pricing and products. We also search through case studies of companies using Symphony's products and reviews from customers to find information on its pricing. Unfortunately, there was no mention of the pricing of its products after combing through sources like Capterra, g2, SoftwareSuggest, SourceForge, among others.

Part
16
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Part
16

Clients/Distribution/New Product Development/Salary Surveys - Recruitics

Recruitics has worked with a number of prominent clients, and appears to heavily leverage its online media presence and appearances at industry conferences to build its book of business.

Clients

Sales Distribution

  • An extensive review of Recruitics' online media, industry reports and credible media resources suggests that the company primarily relies on a direct-to-customer sales distribution strategy.
  • One of Recrutic's primary means of sales distribution is its owned online media channels, including an elaborate corporate website and a relatively modest presence on LinkedIn (2,293 followers), Twitter (5,285 followers), Instagram (1,043 followers) and Facebook (413 followers).
  • However, perhaps Recrutic's most significant direct-to-customer sales distribution tactic is its regular attendance, sponsorship and presentations at "top recruitment marketing industry conferences" and trade shows.
  • In particular, a review of Recruitics' recent public engagements shows that the company participates in anywhere from one to four industry events per month.

New Product Development

  • A robust scan of Recruitics' press release, interviews by corporate leaders and related media coverage highlights the company's two recently developed products.
  • First, in February of 2019, Recruitics' announced its Four Pillars of Talent Attraction methodology, which includes the company's Programmatic Job Advertising 2.0 technology alongside Recruitics' machine learning analytics.
  • Additionally, Recruitics' September of 2019 receipt of a ReSI Award highlighted the company's latest Recruitics REACH platform, which facilitates the programmatic purchase of recruitment media.

Pricing

  • Although Recruitics does not publicly list product pricing on its corporate website and does not publish an annual report, a 2018 presentation by Recruitics CEO Josh Gampel revealed details about the company's pricing.
  • Specifically, Mr. Gampel equated six months of recruiting agency services from Recruitics to a $15,000 value.

Salary Data

Part
17
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Part
17

Corporate Departmental Organization Structure - Recrutics

While the information on the corporate, departmental organizational structure and set-up for reporting of Recruitics are not readily available in the public domain, answers for this research were triangulated using associated information of the company. The C-Suite personnel of the company are also provided below.

Corporate Departmental Organizational Structure

  • An organizational structure, according to Investopedia, "is a system that outlines how certain activities are directed to achieve the goals of an organization." The activities can be described as roles and responsibilities. In line with Chron's definition, the corporate structure includes a detail of the business units or departments as well as the responsibilities for them.
  • According to the CEO of Recruitics, the organization structure of the company is classified into two business units. One is the product unit and the other is the agency unit.
  • The product department comprises four teams, namely, design, product, customer success, and engineering teams. On the other hand, the agency department is made up of the strategy, analysis, and account management teams. The two departments are supported by the operations, marketing, sales, and finance teams.
  • C-Suite personnel of the company, including the CEO and President, are involved in client-facing responsibilities. While the former ensures accessibility to data and technology is easy for clients and users, the President of the company sees to the overall company operations, which also includes the provision of strategic support to the management.
  • It is expected that every departmental head is to report to their senior executive, who should then report to the President. But Recruitics practice a lateral corporate structure that allows employees to engage senior executives who are always available and ready to hear what they have to say. As the SVP, Operations said, either he reports to a senior executive or directly to the president.
  • According to a current employee, "although employees have easy access to the leadership team, lots of organizational shifts over the past 12 months have caused friction between different arms of the organization. He said this has resulted in persistent uncertainty and lack of clarity regarding areas of responsibility and growth plan across all levels of employees." This employee, however, claims the company is currently addressing this issue.
  • Recruitics can be said to be operating a bureaucratic organizational structure in theory. However, based on the preceding, it appears that the chain of command of the company is confusing in practice. Because the hierarchy seems flattened, flatarchy seems evident in its organizational structure.

Roles and Responsibilities

  • The task of developing new products via innovative scientific approaches towards fulfilling the company's objectives resides with the product department. Some of these scientific approaches include "work-building the next Google Adwords and Analytics of the recruiting industry."
  • The agency department is responsible for coordinating agency client services. It further motivates, empowers, and sensitize the account teams on "strategies, implementations, training, customer support, and overall account management." Strategic media planning and execution are also specific responsibilities of this department.
  • The responsibilities of the sales department include owning the complete sales process from start to finish, articulating the company's value proposition, and quickly reacting to opportunities with a clear objective of how to break into new markets. The department also develops, negotiates, and build long-lasting relationships with customers.
  • For the marketing department, its duties include "developing strategic marketing plans to meet the goals and objectives of the company, as well as assisting in planning and coordinating the marketing of current and new products." The department also devises strategies to improve market penetration.
  • When it comes to measurable growth with a focus on efficiency and effectiveness, the operations department satisfies this responsibility. The department is also responsible for "the performance of business operations functions to protect and provide structure and stability to the company."
  • The responsibilities of the finance department include the monitoring of the day-to-day financial operations of the company, such as "payroll, accruals, prepaid, WIP or fixed assets, corporate allocations, benefits, insurance, and balance sheet reconciliations." The department is also responsible for sales tax filings and reporting, internal auditing, and preparing monthly financial statements for the company.

C-Suite Personnel

  • JOSH GAMPEL is the CEO of Recruitics. Other C-Suite personal are Tim Dineen (Chief Innovation Officer), Julie Calli (Chief Strategy Officer), Adam Stafford (President), Ryan Christoi (EVP, Chief Strategy West), Jonathan Zila (EVP, Chief Strategy East), Mona Tawakali (EVP, Programmatic), Chris Taylor (SVP, Sales), and Emily Tanner (VP, Marketing).
  • Others are Adriana Kevill (SVP, Marketing), Mark Jensen (SVP, Product Management), Prasith Govin (SVP, Engineering), Jeff Peduto (SVP, Operations), Jenny Skundrich (SVP, Client Strategy), KAYLA SORICE (VP, Financial Planning and Analysis), Koran Evans (VP, Client Strategy), and Kelley Powers (VP, Marketing Strategy).

Research Strategy

In the absence of a descriptive corporate, departmental organizational structure template on the web page of Recruitics, we examined the structure from the perspective of the CEO of Recruitics in line with a 2018 interview granted to the Silicon Review. Although no date or year was ascribed to this interview in the online publication, we assumed the year to be 2018 because the discussion was anchored on the "50 most valuable brands of the year 2017."

We attempted looking for the duties and roles of the departments, including the set-up for reporting, identified by the CEO on the company's website, but it proved abortive. Only short quotes ascribed to members of the leadership team were spotted. Secondly, we combed through the company's blog and review platforms, like Glassdoor, to find any insight into the duties and roles of the departments. Although we found specific responsibilities on a blog post, these duties were ascribed to individuals and not departments. On Glassdoor, we found employee reviews that gave insights into the organizational structure of the company, but not on departmental roles and duties. The insights date back to the year 2016, where a former employee (on page two) described Recruitics as having a 'lateral corporate structure,' and this is still reflective in a 2019 review of current employees of the company.

Finally, we looked at the LinkedIn profiles of the C-Suite personnel expected to head these departments to find out the corporate roles and duties, including the set-up for reporting, played by their departments. Except for the SVP, Operations, who commented on the set-up for reporting, all their profiles listed were personal achievements and functions.

With our findings on Glassdoor (employees' reviews) and LinkedIn (SVP, Operations), we triangulated the set-up for reporting for all the departments. That is each departmental head either reports to the senior executive or the president. We also explained the roles and duties of each department by triangulating the individual functions of respective C-Suite personnel for these departments or by using the responsibilities expected of employees of the company into these departments. For the marketing department, we triangulated using the marketing division responsibilities for a finance company, as advertised by Recruitics.

We used three different platforms, namely, Recruiter's website, blog post, and LinkedIn, to ascertain the C-Suite personnel of the company.
Part
18
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Part
18

Corporate Departmental Organization Structure - TMP

TMP's organizational structure consists of several executive vice presidents that report directly to the president and chief executive officer. Examples of other positions that report to the CEO are the chief technology officer and the chief operating officer. Below is an overview of the company's organizational structure.

Organizational Structure

Overview

  • TMP Worldwide has 10 senior-level executives that report directly to the chief executive officer.
  • There are 2 regional executives, one responsible for Europe and the other for North America.
  • The leadership team is divided into the following departments: global delivery, technology, legal, digital products & strategy, global new business, marketing and internal communications and creative services.
  • According to the LinkedIn employee profiles for TMP, below the senior vice presidents are the vice presidents, followed by directors.

Global Delivery

  • Company's media solutions, creative and development studios, product support, development, and engineering teams all report to the chief operating officer.

Technology

  • Technology teams that consist of software developers, infrastructure and QA engineers, product and program managers all report to the chief technology officer.

Legal

  • The TMP's legal aspects related to the day-to-day operations of all the subsidiaries and the whole company are managed by Emerson Moore II, the general counsel & executive vice president. He also manages the human resources department.
  • Emerson is responsible for all legal matters pertaining to mergers and acquisitions, license agreements, general corporate matters, software services, and governance and compliance.
  • Diane Evans is the vice president for human resources and she develops HR processes, programs, and strategies and reports directly to the EVP, general counsel.

Digital Products & Strategy

  • Matt Lamphear, the executive vice president (EVP) for digital products and strategy, manages the company's digital team.
  • TMP's digital team includes sales engineers, product marketing managers, digital strategists, product and innovation teams, all of which report to the EVP.

Global New Business

  • The company's global sales teams all report to Mike Littlewood, the executive vice president of global new business. Mike also leads sales teams in markets such as Brazil, India, and Singapore.
  • The teams in the emerging markets are managed by regional executives, Tarun Vohra is responsible for Singapore, Caio Infante is the general manager for Brazil, while Pramod Chaganti leads the team in India.

Marketing and Internal Communications

Creative Services

  • The global creative and brand development teams are lead by Russell Miyaki, senior vice president, creative services.

New York Market

North America

  • Mike Newell is the president responsible for the client development operations in North America.
  • The North America team has a regional vice president for each office, who reports directly to Mike Newell.

Europe

  • The team of executives in Europe such as the CFO, regional manager for Germany and European new business manager report to Gareth Edwards, the executive vice president.

C-Suite Personnel

  • Michelle Abbey is the president and chief executive officer. She guided the company's transition from print to the modern digital solutions and also expanded client services by including a SaaS platform with the help of her leadership team.
  • Lynda Harden is the chief operating officer and is responsible for the global delivery of all TMP's services.
  • Janet Sippy is the chief financial officer responsible for finance and accounting in Europe. In her role, she works on implementing growth strategies to drive revenue, manages expenses and integrates proper cost controls.
  • Dennis Parrington is the chief technology officer responsible for all operations related to product technology and also for the SaaS platform.

Research Strategy

To obtain information about the corporate organizational structure for TMP, we leveraged data from the company's website, LinkedIn and the Official Board database.
We also scanned other databases such as Crunchbase, ZoomInfo and Bloomberg, and news and publications including BusinessWire, PR Newswire and others.
Part
19
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Part
19

Corporate Departmental Organization Structure - Hodes/Symphony

Symphony Talent has a flat reporting structure immediately below the Chief Executive Officer. However, after these positions that report directly to the CEO, the company follows a vertical structure. Examples of the positions that report directly to the CEO are the Chief Product Officer, Chief Revenue Officer, Chief Legal Officer and the Managing Director, Europe. Below is an explanation of the company's organizational structure.

Corporate Departmental Organizational Structure

General Flow of Positions

C-Suite Personnel

Other Senior Individuals

Research Strategy

To craft an organizational structure for Symphony Talent, your research team employed a number of research strategies. We began by reviewing the company's website for possible organizational structures. However, the only thing we discovered was a listing of some key positions for the company. Having found these positions, we conducted a search for an organizational structure of the company from third-party databases like The Official Board. We managed to uncover such a structure and we compared the positions provided with those listed in Symphony Talent's website. Additionally, we evaluated various LinkedIn profiles of the company's employees to understand the general reporting structure.
Part
20
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Part
20

Corporate Departmental Organization Structure - Bayard

Louis Naviasky, Andrew Suzuka, Mathew Gilbert and Michael Halperin are among the chief executives at Bayard Advertising. Much of the information for the company's organizational structure is not publicly available, but the work divisions at the company can be seen here. Information from some of their job adverts shows that the recruiter job is among the entry level positions at the company, and the digital commerce specialist reports to the web marketing manager.

Organizational Structure

C-Suite Personnel

Research Strategy

To get information on Bayard's organizational structure, your research team first searched the company's website, but this did not yield positive results. It is probable this is due to such information is for Bayard's in-house consumption according to their company policy. The team's second attempt was to search for this information from reliable third parties that provide data on business firms across the globe. A search on the 4A's Agency website gave very little information on Bayard and did not make any mention on its organizational structure. Another research strategy was a search through the Open Corporate website but again, this did not have any information on Bayard's organizational structure. It is probable Bayard has not made this information publicly available to third parties as a way of managing competition.

Sources
Sources

From Part 10
From Part 11
From Part 14
From Part 17
Quotes
  • "on strategies, implementations, training, customer support, and overall account management."
Quotes
  • "the performance of business operations functions in order to protect and provide structure & stability to the company."
Quotes
  • "employees have easy access to the leadership team, lots of organizational shifts over the past 12 months which have caused friction between different arms of the organization ; resulting in persistent uncertainty and lack of clarity regarding areas of responsibility and growth plan across all levels of employees."
Quotes
  • "developing strategic marketing plans to meet the goals and objectives of the company, as well as assisting in planning and coordinating the marketing of current and new products."
Quotes
  • "payroll, accruals, prepaid, WIP or fixed assets, corporate allocations, benefits, insurance, and balance sheet reconciliations."
Quotes
  • "is a system that outlines how certain activities are directed in order to achieve the goals of an organization."