Reinventing the Usual: How we turned HR routines into unique experiences

Case Study 1: A carousel-style recruitment day for Curaçao Airport Partners

Curaçao Airport Partners approached us with a clear ask: hire 70 new employees within a very short time frame. Several roles had previously been outsourced, and the goal was to bring these positions back in-house efficiently, without compromising on quality or candidate experience.

Instead of spreading the recruitment process over weeks, we designed a one-day carousel-style recruitment experience. Candidates moved through a structured flow of interview rounds, role play exercises, medical requirements, and administrative support. Everything happened in one place, on one day, while still leaving room for real interaction and assessment. Seeing the flow come together and work smoothly was incredibly rewarding, especially when handing over a strong pool of candidates who had already been guided through the first stages of the process.

The impact did not stop there. What started as a recruitment drive for a single role, quickly expanded. We delivered recruitment drives two, three, and four, continuing the journey to finding the right match for even more positions. A clear example of how rethinking a process can lead to long-term collaboration rather than a one-off solution.

Case Study 2: Designing an onboarding experience for Aqualectra that people actually remember

For Aqualectra, the challenge was onboarding at scale. One hundred new employees were onboarded over two days, fifty per day, while still ensuring everyone felt connected, informed, and genuinely part of the organization. The goal was to move away from a one-sided orientation and create an experience that encouraged participation from the start.

We designed an onboarding journey that combined interactive sessions, department exploration, and real moments of connection with colleagues. New hires experienced what a day in the life at Aqualectra looks like, met people across departments, and worked through challenges together. One of the highlights was a fully customized Jeopardy-style game show, featuring questions about Aqualectra’s culture, values, purpose, and departments, mixed with light-hearted facts about colleagues, including how much coffee certain teams drink.

What followed was unexpected competitiveness, laughter, and genuine bonding. This approach showed how onboarding can be both informative and engaging, while still delivering important messages from leadership. It also demonstrated how this model can be adapted for other organizations, whether onboarding large groups or creating a more personal experience. The key is involvement, interaction, and making people feel part of the story from day one.

Case Study 3: A meaningful and immersive CEO transition for MCB

Leadership transitions are moments that matter. For MCB, the goal was to ensure a smooth and respectful transition from the outgoing CEO to the incoming CEO, while involving the entire organization in a way that felt authentic and inclusive.

We created a symbolic experience built around the theme “from strength to strength.” Every employee received a piece of rope and was invited to write a personal message. These individual ropes were tied together into two larger ropes, representing the outgoing and incoming leadership. On the day of the transition, the outgoing CEO and the new CEO each held one rope and tied them together, symbolizing not just the transfer of leadership, but the idea that the company continues to grow on the collective strength of its people.

Our multimedia team followed this journey closely, capturing employees across departments as they wrote their messages and tied their pieces together. The result was a powerful visual story that reinforced unity, appreciation, and the idea that every individual contributes to the company’s shared future.

Looking beyond the ask

Across all three projects, the starting point was straightforward. Recruit people. Onboard them. Manage a transition. What made the difference was the decision to look beyond the brief and think alongside the client. Each experience was curated and designed by Kyara Wanga, drawing from a strong background in event design and a clear focus on turning functional processes into meaningful, human-centered experiences.

By applying event-thinking to recruitment, onboarding, and leadership transitions, familiar formats were reworked into interactive journeys that invited participation, storytelling, and connection. Through close collaboration with each client, we challenged standard approaches and transformed long-standing routines into concepts that felt fresh, intentional, and out of the ordinary.

If you are looking for support with recruitment, onboarding, or transitions, or if you are ready to rethink a process that feels outdated or uninspiring, we would love to think along with you. Let’s turn the usual into something worth remembering.