Over the past couple of years, Milk Chocolate has undergone some pretty rapid growth. That progression relates strongly to our success in acquiring plenty of new clients and increasing our revenue across all of our verticals, but it also extends to the expansion of our team.
After adding new verticals and boosting the people power of existing ones, we’re currently in a very robust position, with the business adequately staffed to meet current demands. But we continue to plan and evaluate our hiring roadmap as the market conditions change and our requirements and demands shift.
As the business continues to expand and establish its presence nationally – and as we develop a suite of tech products to complement the work of our team and add value to our clients – we can only foresee our team getting bigger and bigger.
So how do we decide which roles to add next?
Right now, we adopt a healthy mix of reactive and proactive hiring to ensure we can grow the business at a manageable pace. We assess where the business is seeing increased demand that requires further support, then make hires accordingly. Or, we examine where we want the business to be and strategically recruit someone who can take us there.
This approach means we can venture into new areas of the business while ensuring our existing verticals aren’t compromised. For example, we could easily hire a full team of growth managers to attract new clients, but the expansion simply wouldn’t work if we didn’t have the staff to execute the required services.
Currently, our reactive hires are predominantly in construction. With growing demand for our building and renovation services nationwide, our construction vertical is growing exponentially. We’re engaging new on-the-ground teams in cities and regional areas across Australia. As we’re now a nationally licensed builder, we hope to keep meeting market demand, undertaking a wider breadth of projects and venturing into Milk Chocolate-owned developments.
Our proactive engagements lie mostly in technology. The vertical sits outside our service arm, so it’s not a money-maker for us, now, but will enable the scale of our current verticals, inadvertently increasing our revenue opportunities. Instead, our tech team works to enhance our existing products and services, and streamline many of our staff’s tasks to free up their time. Further down the line we envision technology offering a lot of value to Milk Chocolate and our clients, but right now we’re simply building the tech team to move the company forward.
One of the biggest projects on Milk Chocolate’s horizon is the bespoke client platform that we’re currently building. In the last two years, we’ve hired a crew of experienced software engineers, digital design experts and machine learning specialists who are working together to bring it to life. The product will more or less revolutionise what we do at Milk Chocolate, and will create a beautiful experience for our staff and clients alike.
One of the most important benefits of our new tech products, though, is that they’ll allow us to shift our hiring strategy. Many of them will enable our business to take on more work without necessarily needing to hire more staff to tackle it. Instead, we can lean on our custom-built tools to help meet increasing demand.
In short, our hiring strategy is one in metamorphosis. We’re currently in the process of transitioning from being a manual business with a people-focused hiring strategy to one that utilises smart technology to scale, powered by subject matter experts.
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