Case Studies
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Thorough and highly comprehensive case studies have been successfully completed.
The Request
Not your
typical ask.
For a team of 11, a sequential hiring process could easily stretch past half a year. The client
couldn't afford the productivity drag of staggered hiring.
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The Challenge
Traditional hiring would take months. They had weeks.
29–52
days avg. time-to-hire for tech roles
49
days avg. for engineering roles specifically
2–4
weeks industry standard for nearshore augmentation
For a team of 11, a sequential hiring process could easily stretch past half a year. The client
couldn't afford the productivity drag of staggered hiring.
Our Approach
Parallel, not sequential.
Instead of working through candidates one by one, we organized a dedicated task force — our internal sourcing team and the client's interviewers unified into a single recruiting operation.
Scored Interview Framework
Structured format to assess and compare all candidates against each other using consistent criteria.
Unified Task Force
Sourcing, screening, interviewing, and selection happening in parallel, not in sequence.
Objective Decision-Making
Clear, comparable data for evaluating a large pool in a compressed timeframe without sacrificing quality.
10
Days to full team
3× faster than industry benchmarks
The Outcome
All 11 hired. Both workstreams launched on schedule.
90.9%
retention rate due to personal circumstances.
With the full team in place from day one, bothwork streams launched on schedule with all necessary resources. The client avoided the productivity drag thatcomes from staggered hiring.
The scored interview framework proved effective enough that we've since applied it to other large-scale requests.
The Impact
Scale met with structure
"With a well-prepared playbook and clear requirements, our team effectively organized and divided tasks, ensuring a smooth workflow that maintained high quality throughout the hiring process."
Elizabeth Gutiérrez · Co-Founder, Tech First Consulting
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