Case Study

From Transactional to Trusted: A Talent Partnership That Delivers

Key Results

Core Challenges: Adapting to Shifting Dynamics and Evolving Partnerships

	Managing Leadership Transitions: Changes in senior leadership made collaboration even more challenging in an already large talent team and stakeholder community. A more structured working approach was needed.
	Evolving Partnerships: Transactional relationships with multiple recruitment process outsourcing (RPO) providers limited TA flexibility and evolution. The organization needed a trusted partner to offer strategic guidance and tackle current and future challenges.
	Building a Flexible, Integrated Hiring Solution: M&A-driven shifts in business priorities demanded a scalable program that aligned with evolving needs and stakeholder expectations while ensuring operational efficiency across permanent and contingent workforce teams.

Path to Success: Strategic Alignment and a Consultative Approach

	Restructuring Deliver Teams: We realigned delivery teams to focus on business areas rather than job types, helping TA better focus on business challenges. Using five years of permanent and contingent performance data from our Sevayo® Insights talent data integration platform, we applied predictive analytics and machine learning to assign the right resources to fulfill skills needs on time. This data-driven strategy improved agility to support evolving client goals.
	Fostering Operational Excellence: We applied best practices from our proven Operational Excellence function to drive continuous process improvement and operational efficiency. Through cross-functional collaboration, performance monitoring and data-driven intelligence, we fostered a culture of accountability and excellence across key operational areas.
	Driving Strategic Collaboration: We leveraged outcomes from the client’s internal “RPO Reimagined” project to codesign their global RPO strategy, enhancing communication, governance and alignment across multiple business lines. We also applied lessons learned to the contingent hiring program, cultivating shared learning to deliver a unified “best-in-class” experience.
	Expanding Client Services Leadership: We expanded our leadership team to support the client's needs, enabling us to respond quickly to shifting priorities, offer stronger guidance and manage large volume fluctuations.
	Prioritizing Change Management: We developed a comprehensive strategy to ensure smooth transitions, clear communication and a culture of continuous improvement. This strategy was adopted enterprise wide.

Key Results: An Agile and Efficient Permanent Hire Function

• 30% Increase in Total Hires Managed: Captured additional business from competing hiring partners within a year’s time by challenging the status quo and fostering innovation

• 300% Fluctuation in Hiring Volumes Managed: Leveraged predictive analytics to successfully manage wide variations in hiring volume (ranging from 500 to 2,000 positions) while consistently meeting or exceeding permanent hiring SLAs, overachieving contingent hiring supplier targets and maintaining high program quality without altering the team structure

• Record High in Hiring Manager Satisfaction: Earned an all-time high net promoter score (NPS) of 87, a more than 29-point increase, reflecting increased client advocacy and willingness to recommend us

• Improved Candidate Experience: Increased candidate NPS by over 20 points through targeted initiatives