Case study: Allkin Singapore

Strengthening Recruitment Capacity at Allkin Singapore

SOLUTION: RECRUITMENT AS A SERVICE

Every organisation faces different talent and workforce challenges. Our work is shaped around what each client needs — whether that means strengthening recruitment capacity, finding critical permanent talent, accessing specialist expertise or building stronger people practices.

Our case studies show how Liberté HR combines practical thinking, experienced delivery and flexible engagement models to create solutions that work within the realities of each organisation.

The Challenge

Allkin wanted to strengthen its recruitment capability while addressing three important priorities.

Mitigating understaffing

Persistent talent gaps can place pressure on existing teams, contributing to a cycle of increased workload and attrition. Allkin needed greater recruitment capacity to support its evolving workforce requirements.

Finding the right organisational fit

Professional experience alone was not enough. Allkin needed candidates who could align with its values, mission and operating environment.

Qualities such as resilience, learning agility, adaptability, patience, humility and pragmatism were important for succeeding within a complex and community-focused organisation.

Creating capacity for strategic HR work

Allkin also wanted to enable its internal HR team to focus on strategic, non-outsourceable priorities rather than carrying the full operational demands of recruitment.

The organisation needed a solution that could expand its hiring capability without adding permanent talent acquisition headcount.

The Solution

Allkin partnered with Liberté HR through a Recruitment as a Service model.

The subscription-based solution gave Allkin access to a flexible, on-demand talent acquisition team that could operate as an extension of its internal HR function.

The engagement included:

Flexible recruitment capacity that could scale with hiring demand
A dedicated and integrated recruitment consultant with extensive experience
Focused candidate sourcing, screening and vetting
Predictable subscription-based pricing
Regular hiring reviews and recruitment tracking
Ongoing communication with HR and hiring stakeholders

By outsourcing selected sourcing and recruitment activities, Allkin could supplement its internal capabilities while maintaining flexibility as its hiring requirements evolved.

The Outcome

GREATER RECRUITMENT FLEXIBILITY

The Recruitment as a Service model allowed Allkin to adjust recruitment capacity according to its needs without adding fixed permanent headcount.

MORE PREDICTABLE RECRUITMENT COSTS

The subscription-based model provided clearer and more manageable budgeting, supporting better financial planning and greater cost predictability.

MORE FOCUSED CANDIDATE ASSESSMENT

Liberté HR worked closely with Allkin to understand both the professional requirements of each role and the personal qualities needed to succeed within the organisation.

This supported a more considered approach to identifying candidates who could contribute effectively to Allkin’s work and mission.

More capacity for strategic priorities

With selected sourcing and candidate-vetting activities managed externally, Allkin’s internal HR team could devote more attention to higher-value work such as strategic business partnering and capability development.

A Partnership Built on Communication

Open and transparent communication has been central to the engagement.

Bi-weekly hiring tracker discussions and regular contact between both teams help identify issues early, maintain recruitment momentum and support timely, solutions-focused decisions.

This collaborative approach enables Liberté HR to work as an extension of Allkin’s team rather than as a conventional external recruitment agency.

Building Greater Recruitment Agility

The partnership between Allkin Singapore and Liberté HR demonstrates how Recruitment as a Service can help non-profit and social service organisations strengthen their recruitment capability while maintaining flexibility and cost predictability.

By supplementing internal recruitment capacity, organisations can take a more planned and proactive approach to talent acquisition—while allowing their HR teams to focus on the strategic work that creates longer-term organisational impact.