Finding Talent in a Skill-Short Market Time-to-Fill Cut From 72 to 40 Days, 250 Hires Delivered Annually

Teceze delivered a Recruitment Process Outsourcing (RPO) service using the "Find and Engage" sourcing methodology for a mining and construction services company operating 50 locations across the United States and Canada. The engagement addressed the challenge of a highly constrained talent market where vacancies exceeded available candidates and geographic dispersion complicated sourcing.

About the Client

A mining services company providing productive solutions across construction, forestry, road & aggregate, and mining industries, operating from 50 locations across the United States and Canada with around 2,000 employees. The company competes in a highly constrained talent market: for many key roles there were more vacancies than available candidates, and geographic dispersion of roles—many in remote locations made sourcing harder. Teceze was engaged directly to implement a Recruitment Process Outsourcing (RPO) service built on the "Find and Engage" sourcing methodology, supported by One Touch and UltiPro. The programme covers roles from corporate leadership through skilled trades and general labour.

At a glance

Industry
Mining & Construction Services — USA & Canada
Headquarters
USA & Canada — 50 locations
Products & services
Recruitment Process Outsourcing (RPO) — “Find and Engage” methodology with One Touch and UltiPro, direct client engagement
Challenge
Structural skill shortage, geographic dispersion across 50 locations, divided internal ownership, no proactive pipeline

Success highlights

  • Average time-to-fill reduced from 72 to 40 business days
  • Around 250 hires delivered annually
  • Time-to-start decreased from 94 to 66 business days
  • Contract expanded from a one-year single-category trial to a three-year term after eight months

The challenge

Corporate meeting

Sourcing Skilled Talent in a Structurally Undersupplied Labour Market

The constraint: More vacancies than candidates, 50-location dispersion across two countries, divided internal ownership, no proactive pipeline

More vacancies than candidates for many key roles in an intensely competitive market meant finding qualified talent was extraordinarily difficult. This wasn’t a sourcing inefficiency the client could recruit its way out of with more effort — it was a structural shortage where standard reactive recruiting simply couldn’t keep pace with demand. Roles spread across 50 locations in two countries complicated sourcing and time-to-start further, since a single national campaign couldn’t account for the different labour conditions each site actually faced.

Recruitment previously sat with an HR team balancing many other responsibilities, producing service gaps and rising time-to-fill as hiring competed for attention against everything else on the HR function’s plate. Sourcing was reactive with no bench of engaged talent ahead of demand, meaning every vacancy started the search from zero rather than drawing on candidates already warmed up and interested. The organisation needed a recruitment partner capable of building a proactive, geographically aware talent pipeline for a structurally undersupplied skill set across 50 locations simultaneously rather than location by location.

Our approach

Process Standardisation with Proactive Pipeline Development and Nurture Campaigns

Teceze structured the engagement as a proactive recruitment operation combining process standardisation, talent pool development, and ongoing nurture campaigns. The core principle: in constrained talent markets, success depends on proactive sourcing and relationship maintenance, not reactive response to openings. A thorough understanding of the client’s culture combined with recruitment specialism enabled best-in-class processes with a focus on sourcing talent directly and in advance of demand, replacing the reactive approach that had left every vacancy starting from zero. Talent pools and benches were expanded, with available roles proactively promoted by leveraging both the client’s brand and Teceze’s, giving candidates multiple credible reasons to engage before a specific vacancy even opened. Targeted nurture campaigns to engaged talent achieved an average 74% click rate, keeping the pipeline warm ahead of vacancies rather than letting interested candidates go cold between openings. Client stakeholders were trained in the new processes to ensure smooth adoption, with ongoing support and promotion from the Teceze team keeping the model embedded rather than dependent on a single point of expertise.

From challenge to transformation, the solution included:

Process Standardisation and Expertise

Thorough understanding of client culture combined with recruitment specialism enabling best-in-class processes focused on sourcing talent directly and in advance of demand.

Improving Fit and Quality of Hires

Talent pools and benches expanded, with available roles proactively promoted leveraging both the client’s brand and Teceze’s.

Targeted Nurture Campaigns

Campaigns to engaged talent achieving an average 74% click rate, keeping the pipeline warm ahead of vacancies.

Stakeholder Training and Support

Client stakeholders trained in new processes to ensure smooth adoption, with ongoing support and promotion from the Teceze team.

The Results

Proven results at scale

72→40Time-to-Fill (Days)
250Annual Hires Delivered
74%Nurture Campaign Click Rate
72→40 daysAverage time-to-fill reduced from 72 to 40 business days
250Hires delivered annually
94→66 daysTime-to-start decreased from 94 to 66 business days

What the client says

“Client stakeholders were trained in new processes while our team worked to provide proactive promotion for available roles by leveraging their brand and ours. In our market, finding talent is hard—we can’t afford to wait for applications to come in. Teceze understood that and built a proactive sourcing operation that maintains engaged candidate relationships ahead of demand. The 74% click rates on nurture campaigns prove that approach works.”

— Senior Executive

Delivery partnership

How Teceze Executes on This Engagement

Teceze owned end-to-end recruitment operations including talent pool development and bench building, proactive sourcing and engagement campaigns, stakeholder training and adoption support, and ongoing performance management and reporting. One Touch and UltiPro integration was managed by Teceze with continuous refinement based on operational experience.

Looking ahead

Post-Engagement Value and Ongoing Partnership

The successful delivery of 250 annual hires with time-to-fill reduced from 72 to 40 days in a constrained talent market demonstrates Teceze’s capability to execute proactive, engagement-focused recruitment programmes in challenging sourcing environments. The “Find and Engage” methodology, proactive pipeline development, and nurture campaign approach established during this engagement create a reusable model for expanded recruitment responsibilities.

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