A centralized strategy solves persistent hiring challenges for a global transportation and business services company.

Challenge: moving beyond decentralized, manager-led hiring in a highly competitive U.S. sales market.

A globally recognized company needed to hire 500 sales professionals across all 50 states in the U.S. However, its decentralized talent acquisition (TA) structure left line managers struggling to balance hiring with their business responsibilities, which meant missed hires, lost productivity, and revenue at risk.

Solution: an end-to-end, sales-driven recruitment approach built to standardize hiring and ease the manager burden.

We delivered an enterprise-wide, end-to-end TA strategy for this high-impact hiring area. Key elements included collaboration with senior leaders to unify commitment, job profiles, and hiring practices; a process improvement sprint with 100 changes in the first 90 days; operational checkpoints and departmental reporting to monitor hiring manager adoption; new employer branding campaigns and outreach to build sales talent communities; and video interview screenings to broaden the target funnel.

Result: hiring targets exceeded, faster time-to-fill, and more time back for hiring managers.

We exceeded hiring volumes to deliver 750 external and internal hires, and the program achieved:

• 63% reduction in hiring time, saving hiring managers 20 hours a month
• 36% decrease in time-to-fill, down 10 days
• 3.1:1 submit-to-hire ratio, down from 6.2:1

With leadership alignment and a sales-driven approach, we earned multiple contract renewals and expanded into a new customer service line.

This content was originally published by Sevenstep. Kelly® acquired Motion Recruitment Partners, including its talent acquisition brand Sevenstep, and integrated Sevenstep within its KellyOCG® business.

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