Kidsloop

Background

Kidsloopis an adaptive platform for digital and personalised learning for early years, with a vision to transform education through creating digital content and collecting data. With the pandemic igniting mass shifts in the way education is delivered globally, Kidsloophas been experiencing rapid international growth. 

Kidsloop is an adaptive platform for digital and personalized learning for early years, with a vision to transform education by creating digital content and collecting data. With the pandemic igniting mass shifts in how education is delivered globally, Kidsloop has been experiencing rapid international growth.

The recruitment project initially required an NED and Global CTO. Due to tight time constraints to scale, Kidsloop needed the best professionals in the market — with a strong appetite to join a scaling project. 

Approach

Robert Walters worked closely with the CEO and other senior stakeholders to establish the vision and story of the business, which helped shape the attraction strategies for top-tier talent in the London market.

The time taken by the Robert Walters team to develop a deep understanding of Kidsloop’s values and mission was reflected in the successful placement of passive candidates who were engaged with the mission and product during the initial search stages.

A multi-channel approach was identified as the optimal strategy to deliver the high volume of diverse, specific skill sets required for the project.

Solution

Robert Walters leveraged LinkedIn, next-gen recruitment software, and a global network of over 500,000 candidates to headhunt specialized professionals for Kidsloop. Using their strong brand reputation, they attracted both active and passive candidates. A bespoke marketing campaign was developed with tailored, inclusive, and hyper-targeted strategies, including the creation of a branded microsite and video. The microsite served as the central hub, showcasing Kidsloop’s employee benefits, career progression opportunities, and live roles while converting interested candidates into applications through engaging content. This multi-channel approach ensured the delivery of top-tier talent for the rapidly scaling project.

Results

Following an extensive headhunting and sourcing approach, Robert Walters successfully placed a NED and Global CTO. Since the initial assignment, Robert Walters has gone on to recruit a total of 90 permanent placements, with 230 candidates reaching the first interview stage.