The sequence that works

Most greenfield builds fail in the same way. The volume hiring starts before the leadership is in place, so hundreds of people arrive with nobody to onboard them, and attrition in month three eats the ramp.

The order that works is leadership first, then the layer beneath, then volume. It feels slower for six weeks and finishes three months earlier.

What the engagement covers

Location strategy. Real talent availability by discipline, not the investment agency's brochure. Salary reality, competitor density, university pipeline, commute geography and the attrition risk from the three employers already on that street.
Leadership first. Site lead and function heads through retained search, in place before volume begins.
Volume engine. Sourcing channels, assessment design, interviewer capacity and an offer process that can run at rate without collapsing into a rubber stamp.
Employer brand on the ground. A new name in a new city has no reputation. Building one is part of the work, not a marketing afterthought.
Reporting. Weekly against the ramp plan, with the honest number rather than the encouraging one.

The model Kamen used for a 1,400-person build at ARRISE inside twelve months.

Where we have done this

Bulgaria and Romania for shared service centres and engineering hubs. Serbia and the UAE as brand-new markets with zero existing infrastructure. Malta and the wider EU for regulated iGaming operations. The case studies cover two of these in detail.

What we will tell you before you commit

If the location cannot support the headcount you have promised your board, we say so in the first fortnight. That conversation is uncomfortable and considerably cheaper than the alternative.