A rural healthcare provider faced critical nursing shortages that strained staffing and budgets. The organization needed to lower nurse vacancy rates while improving its ability to hire and retain nurses. Reliance on traveling nurses added cost and made workforce stability harder to maintain. The provider implemented a full-cycle RPO solution to support end-to-end nursing recruitment. The partnership shifted the majority of hiring activities to an outsourced model. The approach emphasized scaling nurse hiring, including new graduate RNs, while reducing dependence on traveling nurses. The engagement reduced nursing recruitment spend by 77% and delivered $4M+ in savings to date. It achieved the client’s lowest nurse vacancy rate ever at 1.3% and increased new graduate RN hiring by 136%. New hire retention reached 97%, and traveling nurse usage fell by 68%.

A large multi-brand media company in Australia faced hiring inefficiencies that slowed recruiting and made it difficult to convert role briefs into placements. Time-to-fill averaged 60 days, delaying the organization’s ability to staff roles. The company needed a more consistent approach to manage hiring across brands. A recruitment process outsourcing (RPO) solution was implemented to improve hiring efficiency across the multi-brand organization. The team standardized recruiting processes to create a more consistent hiring approach. The program also established a clear benchmark for converting roles briefed into placements. The initiative reduced time-to-fill from 60 days to an average of 27 days. This equated to a 55% reduction in time-to-fill. The team also established a conversion benchmark above 82% of roles briefed versus placements.

After an acquisition, an international hospitality brand needed to source, screen and hire an additional 20,000 staff across corporate and on-site hotel roles on multiple continents. The increase brought annual hiring demand to 65,000 new hires. The organization also faced disjointed hiring processes across regions and needed consistent compliance and service levels while scaling rapidly. A global RPO program was scaled to expand recruiting capacity and standardize operations across regions. The recruiting team streamlined processes and implemented robust, standardized compliance practices across the full program, extending them to newly acquired properties. The solution covered end-to-end recruitment for management roles across all hotel locations and headquarters in the U.S. and Canada. It also supported three talent technology transitions and added multilingual recruitment marketing content. Within two months, performance at newly acquired locations matched legacy locations. The program facilitated more than 65,000 hires annually through a 350-member team operating across continents. It achieved 84% of time-to-fill targets for in-market roles and nearly 100% for corporate roles. Hiring manager satisfaction reached 90%+, and SLAs reached nearly 100% consistency through standardized global delivery operations.

A large global financial services company needed to execute a major digital transformation that required new digital and tech skills. As online channels grew, branch and call-center transactions declined, putting many customer service roles at risk. The organization needed to secure hard-to-find tech talent while retaining institutional knowledge by moving employees from declining roles into growth roles. Prior internal reskilling assessments relied on multiple, time-consuming line manager interviews, and around a quarter of participants dropped out. The company implemented a skills-based reskilling approach to assess customer service employees in branches and call centers for tech and digital opportunities. The approach focused on identifying motivation to reskill, adaptability, and alignment with the behavioral skills required for success. Skills profiles were created for growth roles, and employees were assessed against them to determine best-fit placements. The process simplified candidate identification in a fair and consistent way. Through an initial pilot, the organization redeployed over 150 employees from roles that would have been made redundant into tech jobs and saved around $2.5 million in exit costs. The reskilling cost-per-person was reduced by 70%, alongside savings in manager time through a more streamlined process. Following the pilot, the organization expanded the program to move over 5,000 employees into new roles within one year. The improved behavioral fit also drove a dramatic drop in training-program dropouts, reducing training and development costs.

A multinational retailer faced fluctuating, high-volume hiring needs driven by seasonal peaks. The market was difficult, with high turnover and non-competitive salaries. The organization needed the ability to ramp hiring up and down while filling roles across in-store hourly, supply chain, security, alterations and restaurant staff. A scalable, full-cycle hiring program was implemented to support sourcing through offer decisions, including screening, interviewing and background checks. Recruiting experts across the U.S., UK, India and Poland augmented the client’s team. The application process was streamlined with quick apply and automated text screening, supported by digital interview management, CRM and analytics tools. Automated recruitment marketing campaigns were created and managed across channels, and specialized teams supported hard-to-fill roles. The program reduced cost per application by 38%. It achieved 97% success in retaining new hires, exceeding the 95% goal. In a three-month period, sponsored jobs generated 995,000 clicks and 202,600 applications on Indeed, and additional job board promotions produced 41,000 clicks and 2,800 applications. Over the same period, 62 hiring events generated 12,000 RSVPs and resulted in 1,800 offers at virtual events.