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Case Studies
Why Fractional Recruiting
Running a Small or Medium Sized Business (SMB) is hard. And cashflow is important. Therefore most SMBs only have room in their budget for an entry level recruiter. Fractional recruiting allows you to get Director level experience at entry level pricing. We bring you 'big company' efficiency on an SMB budget.
Manufacturing: A Case Study
The Challenge:
A Memphis-based manufacturer faced critical staffing challenges:- 15+ key positions vacant for 3+ months
- Production delays costing $25,000 per week
- 45+ day average time-to-hire
- 40% of new hires leaving within 90 days
- Overwhelmed internal HR team
- Rising overtime costs due to understaffing
Strategic Talent Assessment
- Conducted comprehensive job analysis
- Developed detailed skill matrices
- Created ideal candidate profiles
- Established clear compensation benchmarks
- Mapped shift-specific workforce requirements and succession plans
Enhanced Recruitment Process
- Implemented AI-powered candidate screening
- Established partnerships with technical schools
- Created targeted job marketing campaigns
- Developed skills-based assessment protocols
- Streamlined interview process
- Reduced temporary staffing reliance by 75% through strategic direct-hire pipeline development
Retention-Focused Hiring
Retention-Focused Hiring
- Implemented behavioral interviewing techniques
- Created realistic job previews
- Developed structured onboarding program
- Established 30-60-90 day check-ins
- Introduced mentor program for new hires
Analytics and Process Optimization
- Implemented recruitment metrics dashboard
- Tracked source-of-hire effectiveness
- Analyzed time-to-fill bottlenecks
- Monitored candidate quality metrics
- Conducted regular market salary analysis
- Provided predictive hiring insights
Results
- Reduced time-to-hire from 45 to 17 days
- Filled 12 critical positions within 6 weeks
- Increased 90-day retention rate to 85%
- Reduced overtime costs by $15,000 per month
- Saved $75,000 in recruitment advertising costs
Engineering Firm Secures Top-Tier Talent
Engineering Firm Secures Top-Tier Talent
Service Industry: A Case Study
The Challenge:
A growing service provider struggled with:- Managers spending 15+ hours weekly on recruiting
- 60% of customer complaints linked to understaffing
- Constant turnover creating service delivery gaps
- Missed growth opportunities due to staffing limitations
- Rising overtime costs from coverage issues
- Inconsistent hiring quality affecting service delivery
Strategic Workforce Planning
- Analyzed peak service periods and staffing patterns
- Created flexible staffing models for seasonal demands
- Developed location-based hiring strategies
- Built compensation packages that beat competitor offers
- Mapped service coverage requirements to hiring needs
- Implemented proactive hiring for anticipated growth
Analytics and Process Optimization
- Tracked service delivery metrics against staffing levels
- Monitored customer satisfaction correlation to hiring
- Analyzed turnover patterns and prevention strategies
- Measured recruitment ROI and cost-per-hire
- Provided predictive staffing insights
- Generated location-specific hiring recommendations
Retention-Focused Hiring
Retention-Focused Hiring
- Developed realistic job previews preventing early turnover
- Created clear advancement pathways
- Implemented referral reward programs
- Established new hire check-in protocols
- Built team-based onboarding support
- Reduced 30-day turnover by 65%
Enhanced Recruitment Process
- Established continuous candidate pipeline development
- Created mobile-first application process for field staff
- Implemented rapid-response hiring for urgent needs
- Built relationships with community workforce programs
- Streamlined background check and onboarding process
- Reduced time-to-hire from 25 to 7 days
Results
- Reduced manager time spent on recruiting from 15 hours to 2 hours weekly
- Reduced overtime costs by $12,000 monthly
- Increased employee referral hires by 140%
- Increased customer base by 40% without service quality drops
Education: A Case Study
Education: A Case Study
In the competitive landscape of private K-12 education, maintaining academic excellence demands more than just finding teachers – it requires securing exceptional educators who align with the school's mission and values. Our client, a prestigious private school, faced this challenge head-on during their critical summer hiring season. With 15 positions to fill, including specialized STEM and Language Arts roles, administrators found themselves torn between managing end-of-year responsibilities, planning upcoming enrollment, and conducting a thorough hiring process. The school's reputation for academic excellence hung in the balance as they competed with public schools' earlier hiring timelines and larger recruitment budgets. Additionally, their lean administrative team was overwhelmed with screening hundreds of applications while trying to maintain their rigorous standards for both academic credentials and cultural fit. Time spent on recruitment was directly impacting their ability to prepare for the upcoming academic year, creating a cascade of operational challenges.
Academic Excellence
Through strategic recruitment planning, we ensured all teaching positions were filled three weeks before the school year began, including five critical specialty positions in STEM, Languages, and Arts. Our targeted approach maintained an optimal 12:1 student-teacher ratio across all grade levels, resulting in an impressive 95% parent satisfaction rating with new faculty members.
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Quality Metrics
Our rigorous screening process delivered exceptional results, with every new hire meeting or exceeding certification requirements while achieving a remarkable 92% first-year retention rate. The quality of our placements was further validated when 90% of new hires received "Exceptional" ratings in their first semester evaluations, allowing the school to reduce its reliance on substitute teachers by 65%.
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Administrative Efficiency
By taking ownership of the recruitment process, we freed up over 120 hours of valuable administrative time while reducing the time-to-hire from 45 to 12 days. Our streamlined process ensured all background checks and certifications were completed well before deadlines, effectively eliminating the stress of last-minute staffing emergencies that typically plague schools before the academic year.
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Financial Impact
Our strategic approach delivered significant cost savings, including $45,000 in reduced recruitment advertising expenses and a 35% decrease in onboarding costs. By eliminating premium hiring fees and ensuring proper staffing levels, the school maintained steady tuition revenue without the typical financial strain of rushed hiring decisions.
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