ReGeneration

Overview

A career-fair platform for Greece’s largest talent programme: a new service line where talent meets companies at their booths and interviews on the spot, run end to end from the first sign-up form to the CVs a company takes home.

The need

ReGeneration wanted to launch career fairs as a service line of their own. For a company it is the fastest matchmaking there is: dozens of conversations with talent at the booth in a single day, and a shortlist worth making offers to by the evening. For the talent it is a room full of employers who are there to interview.

A day like that works only if everything around it is arranged in advance. Talent and companies have to sign up, be reviewed and be admitted, each participating company has to be tied to its contract, everyone has to be told what to do and when, and on the day itself several hundred people have to get through the door and be accounted for. Handling all of that by hand is what puts a ceiling on how many fairs a programme can run.

My approach

I started by writing the requirements down: the full path talent takes and the full path a company takes, from the first form to the CV that arrives after the event, along with the back-office process the team runs behind both.

Then I launched it in stages rather than all at once. The sign-up forms and the admin back office went first, so the team could open applications and start reviewing while the rest was still being built. Ticketing came next, then the check-in system for the day itself, then CV access afterwards. Each piece was in real use before the next one shipped.

What I built

Sign-up and admissions

Talent and companies apply through their own forms, and administrators review and accept them from a back office that also links each participating company to its contract, so the commercial side and the event side stay in one place.

Communication that runs itself

The emails are written once and go out automatically at each step, to talent and companies alike. Nobody works through a list by hand on the week of the fair.

E-tickets and check-in

Talent receive an e-ticket by email and every recruiter a QR code of their own. On the day both are scanned at the door by the check-in system, so the floor stays orderly and the programme knows exactly who walked in.

CVs after the fair

Companies that took part get access to the CVs of the talent who attended, with filters to narrow the pool down to the people they actually want to contact.

The impact

ReGeneration owns a career-fair product rather than an event that has to be assembled by hand each time. The first fair ran on it, and every fair since runs on the same thing.

That is what makes the service line repeatable: the volume of applications, the reviewing, the ticketing and the emails are the product’s job now, so the team’s attention goes to the matchmaking itself, and running the next fair costs a fraction of what running the first one did.