Case Studies

Our client, an independent fiber network company, faced a critical challenge. They needed to expand their B2B sales team with high-quality professionals — and fast. Their Talent Acquisition team lacked sufficient bandwidth to support this growth. Meanwhile, the urgency to meet business goals was mounting. They needed support not only to source and engage top-tier ... read more

A national nonprofit healthcare provider, responsible for nearly 40% of the U.S. blood supply, urgently needed a stronger nonprofit hiring strategy to staff mobile phlebotomy and driver roles that were critical to maintaining life-saving operations. Operating under nonprofit compensation constraints—and facing a staggering 161% annual turnover rate—the organization struggled with talent acquisition and retention. Staffing ... read more

Our client, a new start-up company in the mental health sector, faced significant hurdles in its early stages. The primary challenge was the need for a swift ramp-up of remote and onsite staff, requiring the hiring of approximately 100 clinicians and behavioral therapists nationwide. The specific challenges included: The Solution Centered around our proprietary Recruiting ... read more

Increasing new hire employee retention is a struggle for many organizations. In addition to enduring steady increases in the cost to hire – which in 2024 alone, grew by 14% – many organizations are now accepting very high turnover rates as the new normal; adapting their businesses and budgets to account for consistently high turnover, ... read more

Our client, a mid-size pharmaceutical company, was entering into an entirely new field of medication and needed to build a new Sales and Marketing department.  The space they were entering targeted a small but critical market. Only candidates with specific medical expertise, profound sales ability, and a substantial network of both hospitals and doctors, could ... read more

“Can you scale up?” and “Can you scale down?” are two of the most popular questions we are asked on a regular basis.  Our answer is simple, when you view yourself as an extension of your client’s recruiting department, how could you consider otherwise? However, having the right Recruiters available is only one part of ... read more

People Science was approached by the Executive Leader of Human Resources of a very large international Information Technology and Telecommunications company whose board was expecting an increase in the diversity of new hires.  At this point, the company had already increased their total diverse employee population to more than 50%.  However, the board wanted to ... read more

A common challenge in recruiting is the disconnect between Hiring Managers and Recruiters. Although the reasons for disconnects vary, the most common denominator in turning a Business Partner into an ally is Recruiting’s ability to build Trust.  And the common denominators in building trust are the commitment of Recruiting to establish a relationship, organized and well-executed ... read more

Sound Familiar? What Recruiting Leader has not asked themself that question? Recruiting is a challenge and one that has a history of being driven by requests and demands; much more so than well-planned and executed strategies.  A key reason is that we simply do not have the much-needed Recruiter metrics to make an accurate assessment ... read more

Transforming Recruitment for a Legacy Energy Company Transforming: Creating more Success from Past Successes As a mid-size, well established Power and Gas company, our client had a long history of being considered a premier local employer whom easily attracted candidates and readily made new hires. Their stellar reputation in their servicing communities combined with their many ... read more

A newly relocated B2C company was adding subscribers at the rate of 280,000 per month. The company called for the establishment of a state-of-the-art Call Center hub, comprised of 3,700 employees both technical and non-technical. While the company needed to quadruple its call center team, they also needed to drastically reduce turnover rates.   This hub ... read more

In today’s talent market, organizations experiencing rapid expansion need a scalable recruiting infrastructure that can adapt to shifting priorities without losing hiring quality. Our client faced exactly this challenge during a period of unpredictable, high-velocity growth. Challenge: Scaling Recruitment During Rapid, Unpredictable Growth Our Client, a large, well-established insurance company, acquired a smaller information technology ... read more

Challenge: Scaling National Hiring Our client, a well-established telecommunications company, added a new business segment product line to its suite of in-home services. The primary challenge was that they needed to triple the national outside sales force in a market where they previously had little or no competition for market share in most regions, but ... read more

This case study shows how recruitment process engineering can improve service quality, vendor accountability, and customer experience without sacrificing offshore cost savings. Challenge: Low First-Call Resolution and Declining Customer Satisfaction Our Client, a growing telecommunications company, saved more than 300% in labor costs by outsourcing over 2,000 call center seats to offshore vendors. While financially ... read more

Challenge: Recruiting Skilled Sales Talent in a Slow Housing Market A national home builder needed to hire high-performing sales professionals across multiple U.S. markets to support new home developments. At the same time, Human Resources faced significant budget reductions and staff cuts, requiring new cost-saving strategies while maintaining hiring quality. The slow recovery of the ... read more