CS 2 / Comprehensive HR Transformation driving growth

POMERICO GROUP

HR Transformation at Datumo
Comprehensive Strategic Project

Duration: Over 12 months
Scope: HR – recruitment, employer branding, organizational structures, management, motivation

Challenge

Datumo, a technology company in a phase of rapid growth, faced the typical challenges of scaling organizations. To maintain growth momentum and improve effectiveness in delivering services to its clients, the company decided to undergo a comprehensive HR transformation.

Key goals included:

Expanding the recruitment system – from sourcing to onboarding.
Improving candidate acquisition quality, especially at Mid and Senior levels.
Aligning company communication and values with its new scale of operations.
Implementing HR performance metrics and tools supporting business decision-making.

The main objective was to build a complete, measurable, and scalable HR system, enabling Datumo to effectively attract and retain top specialists.

The project consisted of 17+ operational and strategic phases, including:

HR Strategy & Values

Updating the company’s mission, vision, and values.
Designing a people and communication strategy based on those values.

Recruitment System Foundations

Developing competency matrices for key roles (L2).
Defining ideal candidate profiles.
Implementing recruitment efficiency KPIs (e.g., cost per hire, recruitment ROI).
Designing career paths and development plans for L2 employees.

Tools & Processes

Creating a toolkit of ready-to-use assets: email templates, interview scripts, sourcing tools.
Building a selection process based on behavioral tests and running implementation workshops.
Developing a candidate persuasion system – techniques for overcoming objections and successfully closing hires.

Recruitment Marketing & Sourcing

Designing and optimizing recruitment campaigns (LinkedIn, Facebook Ads, Google Ads).
Employer Branding – aligning the company’s social media presence with its values, publishing case studies and culture-related content.
Conducting internal training sessions for the team on sourcing and recruitment processes.

Communication & Organizational Structure

Streamlining internal communication.
Designing an organizational structure adapted to business growth.
Expanding performance evaluation, motivation, and bonus systems.

Pomerico delivers fast, reliable teams with measurable impact – not just promises.

0–7% turnover, fully onboarded teams in weeks, transparent costs.

The prirnary goal of our colaboration has been to enhance metrics in areas such as recruitment, sourcing and overall work efficiency. Pomerico Group excels in HR knowledge and organizational culture.

Our experiences confirm that Pomerico Group is not only an expert but also a reliable partner who understands the challenges associated with organizationai functioning. Their adeptness in identifying issues and crafting ffective solutions ensures that colaborating with them is a guarantee of development. Despite not being a large company, they offer advantages through their flexibility, swift decision-making, and a genuine sense of care in working with you.

Julia Kasparek

Director of Operations

HR Strategy & Values

Recruitment System Foundations

Tools & Processes

Recruitment Marketing & Sourcing

Designing and optimizing recruitment campaigns (LinkedIn, Facebook Ads, Google Ads).
Employer Branding – aligning the company’s social media presence with its values, publishing case studies and culture-related content.
Conducting internal training sessions for the team on sourcing and recruitment processes.

Communication & Organizational Structure

Results

Datumo began consistently and measurably attracting candidates aligned with its culture and goals.
Within just a few months, the investment in consulting paid off, thanks to team growth and increased revenues from new projects.
A standardized onboarding and performance evaluation process was implemented.
Clear HR KPIs were defined and adopted, allowing Datumo to measure efficiency and profitability of HR processes.
Employer branding was significantly strengthened, especially among Mid and Senior-level specialists.