Business Challenge
The client had continuous hiring demand across multiple enterprise applications and support functions, an ongoing need rather than a single project, which meant a one-off recruiting push would never keep pace with the actual rate of requisitions opening.
Our Solution
We put dedicated account management and recruiter pods on the account with proactive talent pipelining, so candidates were already qualified and warm by the time a requisition opened, instead of sourcing reactively each time. Across 18 months and counting, that standing pipeline is what has kept SLA achievement at 98%.
Our Approach
Rather than assembling a team per requisition, dedicated pods stayed on the account continuously, building institutional knowledge of the client's application landscape over time.
Candidates were pre-qualified ahead of demand, so a new requisition drew from a warm pipeline instead of starting sourcing from a cold search.
Submission turnaround was managed against a 12-hour internal target, well ahead of the client's own SLA, to leave buffer for the unexpected.
95% resource retention across an ongoing engagement reflects a hiring model built for a multi-year relationship, not a single hiring sprint.
Client Voice
“This doesn't feel like a vendor relationship anymore, they know our application landscape almost as well as our own team does.”
— Head – Enterprise Technology
The Outcome
With 320+ positions filled and counting, the engagement has shifted from "project" to permanent extension of the client's own talent acquisition function.
