Details anonymised at client request.
Business Situation
The company was hiring more than 300 technology roles annually but faced persistent delays across sourcing, approvals, and offer management. Time-to-hire had extended to 90 days, creating increased candidate drop-off risk in a highly competitive technology hiring market. The talent acquisition function also relied heavily on a single recruitment agency, limiting sourcing diversification, talent visibility, and negotiating flexibility across hiring pipelines.
What the Consultant Did
An independent HR and talent strategy consultant conducted a full hiring-funnel review across sourcing, interviewing, approvals, and offer management workflows. The engagement included redesign of sourcing strategy, implementation of structured interviewing processes, compression of approval workflows, and creation of a multi-channel hiring model to reduce dependency on external agencies. Particular focus was placed on reducing decision delays, improving candidate conversion rates, and increasing direct sourcing capability across the internal TA function.
What Changed
The revised hiring structure improved recruitment speed, reduced agency dependency, and strengthened offer-conversion performance across technology hiring roles. The streamlined approval process also created greater operational control and visibility across the end-to-end hiring workflow.
Evidence, not adjectives.
The measurable changes recorded during or following the engagement.
Time-to-hire reduced from 90 days to 63 days
Offer acceptance improved from 78% to 91%
Agency spend reduced by 40%
Multi-channel sourcing model implemented across technology hiring
