Takeya USA scaled its distribution and fulfillment operations near Columbus, Ohio, but could not find enough staff to keep up with demand. Even with four different staffing agencies, the team fell short by 50% on staffing each day. The company also faced extremely high attrition, with agency workers rarely returning week to week. Takeya began by filling single-day, project-based shifts with a flexible workforce model. After seeing strong worker quality and consistent performance, the team expanded the approach to support temp-to-perm hiring. This allowed Takeya to trial workers on the floor before making full-time decisions and to attract people seeking flexible or supplemental work who might not have pursued a traditional temp-to-perm role. Takeya reduced its daily staffing gap from a 50% shortfall to meeting full staffing needs. The program maintained success rates over 96% while the company transitioned away from multiple traditional staffing agencies. The approach also supported converting strong performers into full-time roles, helping stabilize staffing compared with prior week-to-week agency turnover.

Ingram Express Services needed to staff both high- and low-skilled roles across its operations. Staffing agencies had been unreliable and often sent workers who could not perform to requirements. At the start of the engagement, the company needed several project-based Bindery Associates and a digital designer. The company implemented a flexible staffing approach that let it post shifts for a day, a week, or longer. It first used the solution for low-skilled bindery associate project work. After seeing improved reliability and worker quality, it expanded usage to more highly skilled roles. The digital designer candidate was placed on a hire track. The company found a qualified digital designer within one day. It also staffed multiple project-based bindery associate shifts and addressed both low- and high-skilled needs through the same approach. The faster turnaround reduced reliance on unreliable agency placements. The experience improved confidence that workers would show up as scheduled.

Lucky Paws received a blockbuster order from Kroger for a new product and needed to quickly scale an assembly line to meet demand. The line only needed to run for one month to complete the product run. The company was hesitant to use traditional staffing agencies due to quality and fulfillment issues. They also found it difficult to post jobs, interview, and hire people for a one-month need. Lucky Paws implemented a digital staffing platform to post shifts immediately and source workers on demand. The approach allowed shifts to be filled within hours rather than relying on traditional agencies. This flexibility helped them ramp production up and down as necessary to meet goals. It also gave their team a way to try out workers by seeing performance on the floor. Lucky Paws filled shifts in under 24 hours and achieved a 100% success rate. They exceeded production goals and finished the run early. The company eliminated the need for traditional staffing firms for this type of temporary staffing requirement. They continued to use the platform whenever new orders came in to meet demand.

Kao Collins faced urgent short-term staffing needs at its Cincinnati, Ohio worksite to meet production demands. Traditional temp agencies were slow, creating delays and inefficiencies. The team also worried temporary workers would not return for additional assignments, increasing the burden of retraining. Kao Collins implemented a staffing platform that let the team post roles directly and receive qualified candidates the same day. This approach kept hiring control in-house instead of relying on intermediaries. The platform also provided visibility into candidates’ prior experience, including reviews and hours worked, to support better selection. Kao Collins achieved faster hiring by posting openings in the morning and receiving candidates that afternoon who could start the next day. The company maintained a consistent onsite workforce of 5–10 temporary workers. It also saw that workers returned for multiple assignments, helping stabilize staffing and reduce the disruption associated with one-off shifts.

Aero Fulfillment Services provided business-to-consumer and business-to-business fulfillment services nationally through facilities located in Cincinnati. Demand varied from one time period to another, creating frequent shifts in required staffing levels. The company needed to scale staffing numbers up and down while maintaining qualified and professional workers. A flexible staffing approach was implemented to supply qualified workers on-demand. Various training programs were used to prepare and assess workers for Aero Fulfillment’s operations. An in-app badge system was used to help identify and hire the best-fitting workers. This setup supported seamless adjustments to staffing levels as needs changed. The company was able to scale staffing numbers up and down more seamlessly to match variable demand. The training programs and in-app badge system improved the ability to identify and hire qualified workers. Leadership described the staffing support as an asset that provided high-quality people and enabled flexible staffing. The overall operation was supported in running as smoothly as possible.