WHAT OUR CLIENTS ARE SAYING
Learn more about our services from our client testimonials.
Client Case Studies
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![Talent Aquisition]()
“A lot of organisations do a review and then do nothing. So, building a road map for the next steps has been crucial.”
Talent Acquisition Advisory – Public Sector Client
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![Talent Acquisition Advisory – New Zealand Police]()
“We are absolutely happy. Not only did [Kindred] provide a comprehensive report, but they understood our context well enough to provide insights using language that was meaningful to us.”
Talent Acquisition Advisory – Crown Entity
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“Kindred ensured nothing was a problem for us. We appreciated what was provided in the quick timeline, working to get feedback from staff around the Christmas period.”
Talent Acquisition Advisory – Crown Entity
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“What was delivered has been very helpful. I found the plan really thorough.”
Talent Acquisition Advisory - Wellington Free Ambulance
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“Kindred really understood the piece of work and what we were trying to achieve. [They] didn’t overcomplicate things or treat us like a big corporate.”
Talent Acquisition Advisory – Crown Entity
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Wellington Free Ambulance
Wellington Free Ambulance was looking to improve its attraction and retention of candidates in a certain area of its operations, Clinical Communications.
Kindred was engaged to create a plan to restructure the organisation’s candidate attraction process in this area.
This is an ongoing project with Kindred providing key recommendations for staff retention.
“Kindred has been very good to deal with. All my interactions have been fantastic. They come up with potential solutions really quickly and communicate these well. They go out of their way to help and answer questions in great detail, even outside of the project focus.”
“What was delivered has been very helpful. I found the plan really thorough.”
This organisation wanted to ensure it aligned with best practices in the market across four key areas:
Women in leadership
Māori and Pasifika talent
Early careers pathways (interns, graduates)
International sourcing strategy
Kindred was engaged by the organisation to review its existing processes and create a Talent Sourcing Strategy and Roadmap.
“Kindred really understood the piece of work and what we were trying to achieve. [They] didn’t overcomplicate things or treat us like a big corporate.”
“We were happy in that there were no massive surprises or massive gaps we didn’t know about.”
“Kindred had well-conducted research with solid recommendations, matched with good examples of where recommendations had and hadn’t worked.
“Collectively they had a good understanding of the answers. [They] knew where to go and find information and were honest about what they didn’t know.”
Talent Acquisition Advisory – Crown Entity
Talent Acquisition Advisory – Crown Entity
This organisation was embarking on a period of significant growth following a change in its organisational structure, during a time of scarce talent. A review of the organisation’s recruitment processes was needed, in order to identify clear strategies for sourcing new talent in the short to medium term future.
Kindred was engaged to deliver a talent sourcing strategy and road map. Final outputs included:
Context regarding the current talent market
A roadmap for improving the capability of the talent acquisition function
Key performance indicators to measure success across sourcing, attraction and hiring.
These outputs allowed an improved understanding of the organisation’s priorities for talent acquisition.
The client acknowledged Kindred’s commitment to collecting staff feedback and the balanced, insightful information delivered along a shorter project timeline.
“Kindred ensured nothing was a problem for us. We appreciated what was provided in the quick timeline, working to get feedback from staff around the Christmas period. [We] also appreciated their honesty and the insight they provided.”
This large public sector organisation engaged Kindred to deliver three projects. These included:
A review of psychometric assessment tools for communicator roles in the emergency setting: Kindred conducted a market scan of multiple tools available, assessing their reliability and validity. In addition to this, opportunities to learn about other organisations’ use of psychometric assessment tools were facilitated.
A recruitment and appointment process pulse check/survey: Kindred was engaged to collect feedback relating to the new recruitment process for internal promotion and external hires. Data was collected through a survey and semi-structured interviews.
A full review of the communicator recruitment process: It was becoming challenging to attract and retain talent in this area. Kindred’s objective was to review the organisation’s recruitment process and labour market settings and provide a comprehensive report detailing improvements. Key themes and trends were reported on.
The client appreciated Kindred’s ability to communicate information across the three projects, in a way that was easily understood by internal staff.
“We are absolutely happy. Not only did [Kindred] provide a comprehensive report, but they understood the context well enough to provide insights using language that was meaningful to us.”
“Kindred always present all the information in a meaningful way. We got a lot of responses and were able to draw out that rich data we needed by the way they posed survey questions.”
The client also commented that the evidence-based data and analyses provided were comprehensive and ensured staff were well-informed in their decision making.
Talent Aquisition Advisory - Public Sector Client
Talent Acquisition Advisory – Public Sector Client
This ministry was embarking on a period of planned organisational scaling. A review of the organisation’s recruitment processes was needed, in order to ensure that scaling activities were fit for purpose.
Kindred was engaged to deliver an independent review and recommendations to enhance the talent acquisition function. The objective was to identify opportunities to increase efficiencies and ensure a quality process that enables diversity and inclusion, as well as a positive experience for both candidates and stakeholders. The department’s practices, policies and tools were examined to identify improvement areas.
In collaboration with the organisation, five focus areas were identified for the review:
1. Efficiency and systems
2. Advisory and partnerships
3. Commitment to Te Tiriti and bicultural practice
4. Sourcing, attraction, and engagement of candidates
5. Success profiling and selection processes
The output was a full report, which included a series of recommendations that were prioritised into an actionable roadmap.
“I knew that Kindred had recently undertaken a similar project with a government agency so had contemporary relevant experience. They really understood what we were trying to achieve.”
“I’m really happy with what [Kindred] did. I liked the broad approach, which included multiple different mechanisms…stakeholder meetings, workshops, observation of our team and a desktop review of our documentation. Not a stock-standard approach – they were comfortable adjusting to meet our needs.”
“A lot of organisations do a review and then do nothing. So, building a road map for the next steps has been crucial.”
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