Over the past four years, most companies across the world have had to review their workforce strategies, as organisations sought to tap into the global talent pool as a result of the rise in remote and hybrid, positioning themselves for growth but at the same time needing to keep costs in check.
Goodman and her team at Jack Hammer developed their pioneering business model over the past five years – the success of which has seen them grow from a Cape Town-based boutique agency to a global executive search firm recently voted as one of the Top 5 EdTech headhunters by the Washington Post. Jack Hammer has the largest ground presence in all main markets in Africa, with head offices in Cape Town and Los Angeles.
“Once we stopped trying to break through the brick wall of traditional people models, we were able to drive global growth with zero external funding, as we took on board top fractional leaders who integrated with our culture.” Advaita Naidoo, Africa MD of Jack Hammer, says South African companies would do well to move away from the former gold standard of centralised command-and-control people models , if they want benefit from geographically dispersed top talent able to drive growth.
Goodman says it has become clear that the right people, at the right cost model, with the right service agreement who are located in the right geography can no longer be contained under the same roof.