The Challenge
The division had no existing candidate database or system for managing job requisitions. Dozens of open jobs were sitting idle in VMS platforms.
- 0 candidates in the ATS
- No live job postings
- No outreach happening consistently
The Solution
The team brought on virtual talent to execute daily recruiting functions. Each virtual sidekick had a defined role focused on speed, structure, and scale.
- Information Specialist: Transferred all open jobs to ATS; posted to 29 job boards
- Candidate Sourcer: Sourced and uploaded over 33,000 candidates
- Talent Acquisition Specialists: Conducted outreach via email, text, calls, and LinkedIn
Key Actions Taken
Each role helped rebuild the Direct Hire pipeline from the ground up. The system allowed for scale without sacrificing quality.
- Full data migration from VMS to ATS
- Job distribution automated across 29 job boards
- Consistent multichannel outreach to candidates
The Results
The Direct Hire team went from 0 to 33,000+ candidates in six months. Job visibility and outreach capacity increased significantly.
- 33,000+ candidates sourced
- 100% requisition visibility
- Outreach systems built and running daily
Conclusion
A lean virtual team helped our partner build a repeatable Direct Hire engine. This model can now be replicated across new departments and partners.