Partnering to Build a Standardized Recruitment Process for a $1.7 Billion Workwear and Textile Service Company

Case Study


Hiring Volume: 1,000+ hires/year
Roles: Service positions, including route drivers and route managers, customer service representatives; and sales
Geography: United States
Specific Challenges:

  • One recruiter for a 13,000+ employee organization
  • No standard recruitment process; self-managed talent acquisition function handled by region/by hiring manager
  • No prior focus on the candidate experience
  • An ATS that was too small for the size of the company, exposing the organization to compliance risks
  • No careers website
  • Poorly written job descriptions; no job posting strategy
  • Overspending on job advertising and third-party agencies


Solution Type: Enterprise
Delivery Model: End-to-end
Highlighted Strategies:

  • Employer Branding: Redesigned candidate outreach with consistent key messages and optimized job descriptions
  • High-Potential Recruitment and Retention: Partnered to deliver Leadership, Education and Performance (LEAP) program to attract, hire, and retain managers
  • Resource Augmentation: Supplemented the client’s small internal team with skilled resources, as needed; enabled scaling with an acute focus on the candidate and hiring manager experience
  • Process Standardization and Measurement: Defined clear escalation pathways, performance metrics and hiring processes
  • Technology: Implemented a new ATS with an electronic offer and onboarding process


  • Improved average time-to-fill: 44 days for sales roles, 34 days for service roles
  • Reduced turnover in some areas of the business by up to 10%
  • LEAP program won 2019 Stevie Award for top sales recruitment initiative
  • Significantly reduced the time committed to hiring required by field managers
  • Overall reduction (25+%) in third-party agency usage and spend