Examples of our work
Our core work has always been building custom talent pipelines for individual organizations to help them attract and place the right people in their operation. Over the years, we’ve been asked to produce specialised solutions that have inevitably opened the door to derivative products… the common denominator in all our work is the commitment to Fit First:
Big and Small, we can scale up or down to help them all
Our smallest client is a pub with 25 employees; by HiringSmart they cut their turnover in half and increased their average check by 14% in the first year.
Our largest client is a national retailer with 3200 stores in 50 States. In the first six months the system handled nearly 600,000 candidates and saved the management team thousands of hours by allowing them to focus only on those candidates likeliest to meet their requirements and share their standards of performance. They report seeing better quality candidates than ever before.
We have the right tools to help.
Each employer has its own fit requirements, and its own unique set of circumstances. And clearly the approach needs to be a little different when you’re hiring counter help than when you’re hiring a CEO. But as you’ll learn from the case studies to the right, the process itself doesn’t change in either instance; it’s the content at each step that changes to match the requirements of the role.
Big or small, single location or hundreds… we have the tools and the experience to strengthen your business.
Employee turnover is an enormous, hidden drain to the health and vitality of any business. The direct costs alone are sobering enough - but when you layer on the indirect costs - the toll mounts quick...
Like most, this leader in medical devices had a wide range of performance within their sales group. Taking time to understand what differentiated their stars from their passengers, then using that inf...
For a very long time, we have been measuring things in hiring and recruitment that have little or no relevance outside HR... and that completely miss the boat when it comes to predicting employee enga...