Case Study

Transforming a Large-Scale RPO Engagement for a Global Manufacturing Leader

The Background

A leading global manufacturing organization with a major technology center in India was gearing up for significant business expansion after a hiring freeze of nearly three years.

To support their renewed growth plans, they sought a strategic recruitment partner to manage high-volume hiring across multiple functions through an RPO (Recruitment Process Outsourcing) model.

Despite strong competition from larger RPO players, we were awarded the engagement due to our agile approach, strategic insight, and strong delivery track record.

The Challenge

The client had stringent internal SLAs, limited recent hiring experience, and line managers unfamiliar with the current talent market — all in a highly competitive and evolving engineering landscape.

When the engagement began, the project faced immediate roadblocks:

High CV rejection rates due to skill misalignment
Limited collaboration between hiring managers and recruiters
Tight SLAs and delivery expectations from the client’s HR leadership
Pressure to scale hiring rapidly without compromising on quality

Our Role

In his prior role, Harsh led the RPO engagement end-to-end, overseeing delivery, client relationships, and performance outcomes. By introducing calibration sessions, strengthening recruiter–stakeholder collaboration, and embedding real-time market insights, Harsh transformed a struggling engagement into a scalable, high-performing talent partnership that consistently exceeded expectations.

Our Approach

To overcome early-stage challenges, we re-engineered the entire process — turning the engagement into a model of partnership and collaboration.

Root Cause Diagnosis: Conducted detailed discussions with the on-site recruitment team to understand rejection trends and alignment issues.
Hiring Manager Calibration: Proposed joint sourcing sessions with hiring managers to align market realities with role expectations — a move that changed the trajectory of the engagement.
Market Intelligence Sharing: Provided real-time feedback on talent availability, salary benchmarks, and competitor activity to refine the hiring strategy.
Stakeholder Trust Building: Fostered open, transparent communication between our recruiters and client stakeholders, creating mutual ownership of results.
Delivery Excellence: Streamlined internal processes, optimized screening, and implemented structured feedback loops to ensure quality and speed.

The Results & Impact

The impact was transformative — for both the client and our partnership.

Key Outcomes:

150–200 hires delivered annually across engineering, manufacturing, and technology roles for three consecutive years.
95%+ SLA compliance achieved consistently after the first quarter of implementation.
Significant drop in CV rejections through improved calibration and feedback systems.
Zero project escalations post realignment, owing to enhanced collaboration.
Client HR team recognition for outstanding project delivery and stakeholder satisfaction.
The client’s HR leader, who co-owned the initiative, was later promoted and deputed overseas — a testament to the program’s success and visibility within the organization.

The Takeaway

This engagement highlights our ability to turn complex hiring challenges into success stories through a mix of strategy, collaboration, and executional rigor.

By aligning delivery teams with business goals and fostering trust with client stakeholders, we were able to convert an at-risk RPO into a benchmark of performance and partnership — reinforcing how process innovation and people alignment can redefine outcomes in large-scale recruitment.

Transform your hiring challenges into success stories with Futurise.

The Results

The impact was transformative — for both the client and our partnership:

150–200 hires delivered annually across engineering, manufacturing, and technology roles for three consecutive years.
95%+ SLA compliance achieved consistently after the first quarter of implementation.
Significant drop in CV rejections through improved calibration and feedback systems.
Zero project escalations post realignment, owing to enhanced collaboration.
Client HR team recognition for outstanding project delivery and stakeholder satisfaction.
The client’s HR leader, who co-owned the initiative, was later promoted and deputed overseas — a testament to the program’s success and visibility within the organization.