Industry: Financial Services
Our client had several projects ramping up and had an urgent need to hire 12-16 permanent employees within a short period of time. They had a short supply of stand-out candidates in their ATS as well as limited bandwidth to handle recruiting functions.
The onset of a global pandemic in early 2020 created an economic outlook that was full of uncertainty. With corporate offices closing, lockdowns beginning, and the economy slowing down, it was difficult for our client (or any other organization for that matter) to predict the potential impact that the pandemic would have on its business as a whole.
In partnership with a Canadian University, our client engaged in a pilot program, committing to hire 25-30, actively enrolled university students from the schools of business and arts and science to work in a part time capacity as an analyst within our client’s Crimes Division to ensure compliance to FINTRAC guidelines.
Industry: Information Technology and Business Services
Our client was under pressure to ramp up a critical scrum team of 10 individuals. For four to six weeks, our client struggled to accomplish this through their regular internal channels of existing human resources (HR) vendor support. The client’s project was also already delayed and they required it to be completed as quickly as possible.
Our client expanded operations into a new geography that was experiencing a competitive market for IT talent. Due to an increase in demand for services, our client required a high volume of niche developers in a short amount of time, yet they lacked a formal recruitment program and an internal recruitment team to scale.
Our client had a historically tight and well managed list of six contingent workforce suppliers that quickly grew to include over 20 vendors. With the expanded supplier list, our client was not receiving the benefit of preferred pricing based on its volume and lacked the overall visibility and control that it once had over the program.
Industry: Professional Services
After years of growth and reliance on its contingent workforce, the client’s contingent workforce management practices were not able to sufficiently protect the organization from risk and optimize costs and processes.
Industry: Banking and Financial Services
Our client was operating a decentralized supply chain that lacked the standardized terms and conditions required to ensure contingent workforce program compliance. The client also had limited visibility into expensive supplier costs and wanted to consolidate their contingent resources.
Industry: Oil and Gas
After a prolonged depression in the price of oil, our client was looking to find opportunities to drive savings in its contingent workforce program in support of an organizational push to reduce its operating costs.
After years of explosive growth and acquisition, our client found itself with $125 million in contingent worker spend mixed among 350 staffing vendors and a significant number of Independent Contractors billing directly.