Outsourcing firm Reduced Time-to-Hire Using Onefinnet Talent 

About the Company 

This fast-growing outsourcing and managed services firm specialises in back-office support, customer service, and data operations for clients across North America and Europe. With a team of 200+ and a rapidly expanding client base, agility and quality are critical to their delivery model. 

The Hiring Challenge 

As this firm scaled, so did their hiring needs, especially mid-level operations and customer service roles. However, they faced three core challenges: 

• Long hiring cycles: It took 30–45 days to fill operational roles, causing project delays. 

• Poor quality of applicants: Sourcing through traditional job portals resulted in mismatched profiles and high interview dropouts. 

• Inconsistent screening: Their internal hiring team was spending too much time filtering through irrelevant resumes. 

They needed a solution that would streamline the process and surface talent that was both qualified and ready to move fast. 

The Onefinnet Solution 

Onefinnet stepped in with a simple promise: streamline hiring without the noise. Here’s how we tackled their pain points: 

• Built a custom hiring workflow aligned with their business operations. 

• Screened 1000+ resumes within minutes to surface top matches. 

• Delivered high-quality candidates that matched the firm’s exact needs, no irrelevant profiles, no time wasted. 

• Centralised interview coordination through Onefinnet’s talent dashboard. 

The Transformation 

In less than 60 days, the firm saw a dramatic shift in its hiring process: 

• Time-to-hire dropped by 40% from 35 days to just 21. 

• The interview-to-offer ratio improved by 2x, thanks to better candidate fit. 

• Hiring managers reported a 40% reduction in screening time. 

• New hires had better onboarding outcomes, with higher engagement in the first 90 days. 

Timeline: From First Call to Optimisation 

• Week 1: Discovery call and alignment on hiring needs 

• Week 2–3: Workflow setup and launch of pilot talent pool 

• Week 4–6: Initial hires made; feedback loop integrated 

• Week 7–8: Full optimisation, real-time access to new talent and automated updates 

• By Week 9: Time-to-hire reduced by 40%, and process fully integrated with internal HR