Randstad

Randstad is a leading HR partner with multiple sub-brands that speak to different markets and generations of jobseekers. That breadth brings complexity. The teams needed a Salesforce partner who understood both B2B and B2C dynamics, could design effective engagement campaigns for recruitment, and could support work at both strategic and operational levels. The team at Assist Digital has filled that role for years as an embedded, long-term partner.

With many brands, services, and journeys in play, lead management and onboarding had to be clearer and more personal. The existing setup made it hard to qualify and route leads consistently, and campaign teams lacked the data model to tailor content with confidence. Onboarding for new employees also needed more structure and feedback loops so early experiences translated into retention.

Under a Managed Service arrangement, we work across Randstad’s brands, including Yacht and Tempo-Team, to align strategy, systems, and day-to-day delivery. In Salesforce Sales Cloud we simplified lead qualification and data capture, ensuring every record carries the fields needed for quick, fair routing. Sales and recruitment teams now see the same information, use the same definitions, and follow the same steps, which means follow-ups are timely and relevant rather than generic or delayed.

On the marketing side, we designed always-on journeys in Salesforce Marketing Cloud that adapt to behaviour and context. Dynamic content and decision points shape each message, from first interest to application and beyond. Where out-of-the-box tools stopped short, we built automations to bring the right data across from Marketing Cloud into Sales Cloud and back again, so segments stay fresh and journeys reflect what actually happened. Working with the business, we introduced a practical audience framework and lightweight personas based on a small set of required data points. This keeps campaigns targeted without creating heavy maintenance.

Onboarding received the same attention to detail. We created a welcome sequence that combines practical steps, clear expectations, and tailored documents per role. A structured feedback loop routes comments straight into Service Cloud for follow-up, so concerns in the first weeks do not get lost. The aim is simple: help new colleagues feel informed and supported, and act quickly when something is not working.

This is hands-on work. Our team supports planning, builds and tests journeys, and works closely with brand teams to review results and decide the next change. We document decisions, keep naming and tagging consistent, and maintain a shared playbook so improvements in one brand benefit the others. Strategy and operations move together: roadmaps set direction, experiments prove value, and successful patterns are rolled out with care.

The effects have been visible across the funnel. Lead management is cleaner, so recruiters spend less time untangling records and more time speaking to the right candidates. Candidates receive messages that match their situation, which lifts response and reduces drop-off between stages. Campaigns are easier to steer because segmentation and reporting speak the same language.

Onboarding now feels more considered. New employees know what to expect and when, and early feedback is handled rather than filed away. Teams report fewer repeated questions and smoother handovers between HR and hiring managers, which supports retention in the critical first months.

Most importantly, the relationship works as an extension of the Randstad team. Salesforce expertise underpins the day-to-day while leaving room for continuous improvement. Conversion and applications have grown with the shift to personalised engagement, and satisfaction with the onboarding experience has improved. The partnership continues with the same goal: practical changes that make the journey clearer for candidates, clients, and colleagues alike.