Time to hire, cut 67%.

The challenge

A fintech startup was scaling fast and needed four Customer Experience hires to keep up. Every week the roles stayed open was a week the team ran short and the plan slipped. The usual six-week hiring timeline was going to cost them momentum they could not spare.

What we found

The bottleneck was not sourcing. It was the calendar.

In most searches the time does not go into finding people, it goes into waiting: waiting on a panel to free up, waiting on a decision between stages, waiting for an onsite slot three weeks out. Add those gaps across four roles and six weeks is what you get, however good the pipeline is.

What we did

We started from the finish line. Working back from the target start date, we reverse-engineered the entire timeline before sourcing began: interview panels agreed, onsite slots blocked on calendars, decision points scheduled with the team.

Only then did the sourcing sprint start, aimed straight into those slots. No idle handoffs, no waiting on calendars, no dead air between stages. Candidates moved through a process that was already built to receive them.

The result

Four qualified Customer Experience profiles hired within two weeks, down from a typical six-week timeline. The team stayed ahead of its growth instead of scrambling to catch up to it.