Reinventing an Outdated Managed Service Program Time-to-Fill Cut From 30 Days to 12

Teceze delivered a comprehensive Managed Service Program (MSP) transformation for a $30-billion diversified technology company, replacing an outdated, inefficient programme with the Talent Forward MSP supported by Beeline and Workday. The engagement addressed 1,500-1,800 annual hires across light industrial, IT, engineering, office clerical, HR, and supply chain roles. Time-to-fill was reduced from 30 business days to 12, candidate selection quality improved from 60% to 94%, and supplier base was consolidated from 70+ to 21 high-performing partners.

About the Client

A $30-billion diversified technology company specialising in worker safety, healthcare, and consumer goods, headquartered in the US Midwest with 80,000 employees globally offering over 50,000 products. The company hires 1,500-1,800 employees annually across highly varied role categories. The incumbent MSP had fallen badly out of step with the business, leading hiring managers to bypass it entirely and source roles through non-competitive processes. Teceze was engaged directly to transition the organisation from its outdated MSP model to the Talent Forward MSP—a supplier-enablement-focused managed service

At a glance

Industry
Diversified Technology & Manufacturing — USA
Headquarters
United States
Products & services
Talent Forward Managed Service Program with supplier enablement, Beeline and Workday integration — direct client engagement with full MSP ownership transition
Challenge
Outdated, bypassed programme; supplier sprawl (70+ vendors); compliance erosion; scale across varied roles

Success highlights

  • Time-to-fill reduced from 30 business days to an average of 12
  • Candidate selection quality increased from 60% to 94%
  • Time-to-offer decreased 33% in non-industrial roles and 46% in IT roles
  • Supplier base consolidated from 70+ to 21 high-performing partners

The challenge

Corporate meeting

An MSP Programme Managers Were Working Around, Not Through

The constraint: Bypassed MSP, 70+ uncontrolled suppliers, off-programme hiring, consistency across 1,500-1,800 annual hires

The incumbent MSP was inefficient at delivering and managing talent, leading hiring managers to bypass it entirely—sourcing roles through non-competitive processes rather than trusting the programme to deliver. More than 70 suppliers were engaged, many lacking comprehensive understanding of the client’s needs, with wide manager discretion over when and which suppliers to use, turning what should have been a controlled sourcing channel into something closer to an open marketplace with no consistent quality bar.

Off-programme hiring undermined both cost control and process compliance, since roles filled outside the MSP left no consistent audit trail and no leverage to negotiate supplier performance or rate discipline. Managing 1,500-1,800 annual hires across highly varied role categories — from industrial to IT — demanded a programme that worked for every category, not just the largest, since a model tuned only to high-volume roles would have left the harder-to-fill categories exactly where the bypassing behavior started. The organisation needed an MSP partner capable of rebuilding trust in the programme itself while consolidating supplier sprawl and restoring consistent process compliance across every role category simultaneously rather than category by category.

Our approach

Streamlined Supplier Engagement with Enhanced Processes and Technology Integration

Teceze structured the engagement as a comprehensive MSP transformation combining supplier consolidation, process redesign, supplier enablement, and technology integration. The core principle: processes must be embraced by hiring managers, not bypassed. The supplier list was reduced from over 70 to 21 high-performing partners, with clear-cut expectations set for each, leading to increased opportunities for and commitment from the suppliers that remained on the programme rather than diluted attention spread across dozens of loosely engaged vendors. New processes were designed to be embraced rather than bypassed, addressing the root cause of the previous programme’s failure rather than simply tightening rules hiring managers would find ways around. A Supplier Enablement programme ensured better candidates were submitted faster across multiple role categories, closing the gap between what suppliers were delivering and what hiring managers actually needed. Beeline and Workday were deployed to support the new MSP model, giving the programme the technology backbone to sustain visibility and efficiency at scale rather than relying on manual coordination that had allowed off-programme hiring to take hold in the first place.

From challenge to transformation, the solution included:

Streamlined Supplier Engagement

Supplier list reduced from over 70 to 21 high-performing partners, with clear-cut expectations driving increased opportunities and commitment from retained suppliers.

Enhanced Processes for Hiring Managers

New processes designed to be embraced rather than bypassed, improving compliance and efficiency across the hiring community.

Supplier Enablement

Supplier Enablement programme ensuring better candidates were submitted faster across multiple role categories.

Technology Integration

Beeline and Workday deployed to support the new MSP model and improve overall programme efficiency and visibility.

The Results

Proven results at scale

30→12Time-to-Fill (Days)
60%→94%Candidate Quality
70+→21Supplier Consolidation
30→12 daysTime-to-fill reduced from 30 business days to an average of 12
60%→94%Candidate selection quality increased across the programme
33–46%Time-to-offer decrease—33% in non-industrial roles, 46% in IT roles

What the client says

“Time to fill went from 30 business days to 12 and response to requisitions has increased by 20%. The new programme is something hiring managers actually use—it works for every role category, and the suppliers know what we’re looking for. We’ve gone from a programme people bypassed to one that’s genuinely central to our hiring strategy.”

— Senior Executive, Groupe CAT

Delivery partnership

How Teceze Executed This Engagement

Teceze led comprehensive MSP transformation including supplier evaluation and consolidation, process redesign with heavy focus on hiring manager adoption, supplier enablement programme development, and Beeline and Workday integration. Ongoing supplier performance management and continuous improvement was coordinated by Teceze with quarterly business reviews.

  • Supplier Evaluation and ConsolidationAssessed the full 70+ supplier base and consolidated to 21 high-performing partners with clear performance expectations.
  • Process Redesign for AdoptionRedesigned MSP processes with heavy focus on hiring manager adoption, addressing the root cause of programme bypass rather than just tightening controls.
  • Supplier Enablement Programme DevelopmentBuilt a structured enablement programme ensuring retained suppliers understood client needs and submitted stronger candidates faster.
  • Beeline and Workday IntegrationDeployed and integrated Beeline and Workday to support the new MSP model with improved visibility and efficiency.
  • Ongoing Supplier Performance ManagementCoordinated continuous supplier performance tracking to sustain quality gains beyond initial consolidation.
  • Quarterly Business ReviewsEstablished quarterly reviews to keep programme performance, compliance, and improvement opportunities visible to client stakeholders.
Looking ahead

Post-Engagement Value and Ongoing Partnership

The successful transformation from outdated MSP to high-performing, manager-embraced Talent Forward model demonstrates Teceze’s capability to reinvent contingent hiring programmes at enterprise scale. The streamlined supplier governance model, process design approach that prioritises adoption, and supplier enablement framework established during this engagement create a reusable model for expanded talent acquisition responsibilities.

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