A Top 100 IT staffing company faced margin compression driven by VMS recruiting. The company needed to support high-volume, lower-complexity requisitions more efficiently. Existing recruiting costs made it difficult to protect margins while maintaining output.

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The customer needed to improve the profitability of its large national staffing accounts. Internal recruiters were spending too much time on early-stage candidate tasks, limiting overall productivity. The organization looked for a way to increase recruiter efficiency without compromising hiring support across key accounts. A dedicated offshore team was implemented to provide candidate sourcing and initial screening support. The offshore resources integrated into the customer’s recruiting workflow and helped handle front-end candidate review. This approach shifted repetitive screening work away from internal recruiters so they could focus on higher-value recruiting activities. The engagement reduced cost per hire by 31%. Recruiter productivity improved because internal recruiters spent less time on initial candidate screening. The customer strengthened operational support for several of its largest national accounts while lowering hiring costs.

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A multi-division company faced compressed margins across several divisions and needed to reduce selling, general, and administrative (SG&A) costs. The organization also wanted to elevate the roles of its compliance resources while maintaining required hiring and administrative controls. The existing workload across reference checks, verifications, and related processing created cost pressure and operational strain. The company engaged an external partner to take over key SG&A-intensive activities tied to hiring administration and compliance support. The implemented scope covered managing references, application processing, employment verification, document processing, and initiating background and credit checks. This shifted recurring administrative work off internal teams while keeping required steps moving consistently. The engagement delivered over $1.4 million in annual savings across the organization. The customer reduced SG&A burden while maintaining execution of reference, verification, and screening initiation steps. Internal teams were able to refocus effort, including elevating compliance resources into higher-value work, while the outsourced process handled the ongoing volume.

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The client planned to grow its recruiting team from 8 to 11 recruiters. They needed to expand capacity without sacrificing recruiting performance. Cost per hire pressure made the planned headcount increase less attractive. The customer implemented an AI-powered recruiting approach using ACE-enabled recruiters. The program deployed 8 ACE-enabled recruiters instead of expanding to 11 standard recruiters. Past performance was used as the baseline for comparison. The 8 ACE-enabled recruiters outperformed an equivalent team of 11 standard recruiters. The approach reduced cost per hire by 50%. The client met its recruiting needs without adding the planned headcount.

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A healthcare staffing services company faced a surge in demand for specialized recruiting services that increased credentialing and administrative workload. The administrative team struggled to consistently meet SLA requirements as volume grew. Compliance expectations also could not slip while the workload intensified. A dedicated credentialing support model was implemented to stabilize operations. A team of experienced healthcare credentialing specialists was trained quickly to match the client’s requirements. The specialists integrated into the client’s existing systems and worked within established processes to support day-to-day credentialing needs. The engagement delivered six-figure annual cost savings tied to the credentialing support approach. The client sustained compliance standards while the added capacity helped the team keep pace with higher volume. The credentialing function operated with a smoother handoff between the support team and internal stakeholders.

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A nationwide in-home healthcare organization needed scalable support for credentialing, onboarding, and back-office operations to keep up with rapid clinician growth. Existing teams faced increasing volume and administrative burden as the organization expanded. The customer needed a way to maintain quality and compliance without slowing growth. A multi-phase partnership was implemented to expand operational support across credentialing, timecard processing, and onboarding. The engagement provided integrated execution across these workflows to handle higher volumes. This approach reduced pressure on internal teams while supporting ongoing growth. The partnership delivered 54% cost savings while maintaining 99–100% accuracy. The added operational capacity helped the organization keep pace with clinician growth without sacrificing quality. Internal teams were freed to focus more on patient care.

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A $7B online pet supplies retailer faced hiring challenges in an increasingly seasonal market. The team needed more qualified candidates to follow through with applications while also improving hires per person. Pressure to maintain momentum during fluctuating demand strained recruiting operations. After a brief implementation, an initial team of 10 RPO specialists was launched to support and increase in-house recruiter efficiency. The recruiting model was expanded as early results proved successful. The program ultimately scaled the dedicated recruiting team to 30+ specialists. The expanded team helped the retailer set records for quality candidate volume in the following months. The engagement also increased the volume of qualified candidates. The retailer achieved new hiring records as the scaled recruiting operation supported higher hiring demand.

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A top 5 healthcare staffing company faced unpredictable, rapid fluctuations in hiring demand during the COVID-19 pandemic in 2020. The organization needed to flex quickly for spikes in demand while also changing recruiting processes to align with new crisis-driven policies. Internal capacity was strained as volumes surged and timelines tightened. The client required immediate support to keep critical healthcare staffing moving. A temporary recruiting support model was implemented to scale capacity quickly. The engagement added over 80 temporary resources to expand recruiting bandwidth. The team worked overtime to keep pace with fluctuating demand. Processes were adjusted to support policy changes introduced during the crisis. The expanded team capacity helped the client keep up with pandemic-driven swings in demand. The engagement delivered $4.4M in cost savings during 2020. More than 80 temporary resources were deployed to meet the surge. The client maintained continuity of recruiting support throughout the crisis period.

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A global customer experience company with more than 500,000 employees needed to efficiently hire 70,000+ people each year across multiple regions. The team faced high-volume demand without the ability to escalate costs. They also had to avoid sacrificing quality and candidate experience while maintaining hiring performance at scale. A scalable global recruiting model was designed and implemented to support multi-region hiring needs. Offshore delivery centers were deployed to expand delivery capacity while controlling cost. AI-powered tooling, including a proprietary digital recruiter, was used to increase productivity and support consistent execution across regions. Recruiter productivity increased by 400% compared to prior approaches. Overall hiring capacity expanded by 150% while maintaining 98–100% fill rates. The program also delivered millions saved versus traditional RPO models while continuing to support high-volume, multi-region hiring demand.

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Wingate Companies operated with a decentralized hiring model where property managers handled recruiting independently. The organization lacked a dedicated talent acquisition team, an ATS, and clear data visibility. This led to slow fills, inconsistent quality, and increased workload for property managers. A first-time centralized recruiting function was built to standardize and support hiring across Wingate’s properties. A full-cycle RPO team was embedded to manage end-to-end recruiting. An ATS and automation were implemented to enable faster, more consistent, data-driven hiring. The centralized model delivered measurably faster hiring outcomes across the portfolio. Wingate achieved 29% faster fills after the changes were implemented. The approach also reduced cost per hire by 11% while improving visibility and consistency in the hiring process.

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A Fortune 50 retailer hired tens of thousands of warehouse workers annually and struggled to meet demand during seasonal peaks. It became difficult to generate enough applicants in time, especially across specific “problem” locations. The customer needed candidates to stay engaged and keep moving through the recruiting funnel despite tight timelines. A dedicated support team was deployed to engage candidates at targeted steps in the funnel. The team focused on outreach and follow-up for candidates tied to the identified problem locations. This approach supported high-volume hiring operations and helped move more applicants forward in the process. The program contributed to 12,000 additional successful hires. It also saved the customer nearly $2.3M. The customer increased hiring outcomes in peak periods by applying concentrated candidate engagement where the funnel was breaking down.

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A contact center client needed a cost-effective way to support seasonal and ongoing hiring without pulling internal recruiters away from higher-end recruiting work. Hiring demand fluctuated significantly during peak seasons. The client also wanted to avoid carrying excess permanent recruiting headcount just to cover short-term surges. A dedicated recruiter team was assigned to support the contact center hiring operation. The recruiting support was structured so the team could flex up during peak hiring seasons and scale back when volume normalized. This approach allowed the client to meet seasonal staffing requirements while keeping the recruiting model aligned to changing demand. The engagement enabled flexible scaling to match peak-season hiring needs. The client supported both seasonal and ongoing contact center hiring requirements with a cost-effective recruiting model. The approach helped the client meet aggressive hiring targets while avoiding excess permanent headcount.

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The customer had difficulty reaching the target scale and profitability goals established by its leadership team. The team needed full-lifecycle recruiting services capable of supporting both VMS recruiting and retail staffing. Without added support, meeting these goals was challenging. A full-lifecycle recruiting program was implemented to manage the end-to-end candidate process for VMS and retail roles. Recruiters handled sourcing, screening, candidate submittal, interview preparation, offer management, onboarding, and ongoing candidate management. The approach provided comprehensive coverage across the hiring workflow. The engagement delivered $1.94M in annual savings for the customer. The customer maintained support across both VMS recruiting and retail staffing while the recruiting team managed the full candidate lifecycle. This helped the customer progress toward its scale and profitability objectives with a structured recruiting process.

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A top 10 staffing company needed to increase recruiter productivity by cutting the time recruiters spent on sourcing. The goal was to free recruiters to spend more time talking to candidates and placing them. The existing workflow required too much recruiter effort to generate qualified candidates, limiting overall throughput. A dedicated core sourcing team was integrated directly into the client’s business process flow. The embedded sourcers worked alongside internal recruiters and aligned to the client’s sourcing process. The team was given access to and used the client’s ATS to operate inside existing workflows. The integrated sourcing support drove a measurable lift in output. Overall onshore recruiter productivity increased by 50%. The new model enabled recruiters to focus more time on candidate conversations and placements while sourcers handled sourcing activities.

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A global executive search and leadership consulting firm needed to strengthen its senior-level search research capabilities. It faced high research costs that constrained growth and scalability. It also needed to increase research output without sacrificing quality. Turnaround times on research deliverables further limited responsiveness. The firm implemented an offshore research team to support senior-level search work. The team provided dedicated research support aligned to the firm’s executive search needs. The approach focused on improving efficiency while maintaining consistent research delivery. The new research model was designed to scale output at a lower cost. The offshore team delivered a major reduction in research costs. Research output increased substantially compared with the previous approach. Turnaround times on research deliverables improved significantly. Overall, the firm enhanced its senior-level search support while operating more efficiently.

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