Partner Success Stories
A snapshot of the world-class customer experiences we create for our partners.

Hueman RPO Blog

Leading logistics and freight transportation organization

The Challenge

Our partner, a large logistics and freight transportation organization, had an urgent need to hire 90 freight conductors, an arduous task for their already short-staffed HR team.

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A company comprised of two large skilled nursing facilities

The Challenge

Our partner faced tremendous difficulty recruiting for nursing (RN, LPN, CNA) and dietary positions. The contributing factors included their rural locations, low candidate volumes, and a prevailing nurse shortage in the state. This resulted in high premium labor spends, including staffing agency usage and significant overtime pay.

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A leading provider of caddie services

The Challenge

Our partner, a leading provider of caddie services, needed help with increasing their applicant volume, while simultaneously decreasing the dollars they were spending on recruitment advertising.

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Large, innovative skilled nursing facility

The Challenge

Leadership at this organization was seeking a dedicated recruitment partner to address hiring challenges with their hard-to-fill therapy positions, in addition to expanding a small candidate pool and their organization's reach.

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Automotive dealership expanding their nation-wide presence

The Challenge

Our partner—a growing automotive dealership with five locations—had plans to expand nationwide; eleven stores within a year. Their largest obstacles were finding sales consultants with extensive sales and customer service backgrounds in addition to being a fit for their brand's culture, while also simultaneously hiring whole-house staff in a timely manner for the opening of the new stores.

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An international agricultural food processing and manufacturing leader

The Challenge

With no internal recruiters, our partner was leveraging 25-30 contingent agencies for all of their corporate hiring, in addition to relying heavily on temporary labor. They began looking for a solution to:

  • drive a more impactful candidate experience;
  • hire for culture and a true match with their company values;
  • free up time spent by HR leaders and hiring managers on talent acquisition; and
  • reduce contingent recruitment spend.
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A leading senior care community in the South

The Challenge

Our partner required a new approach to recruitment. The buildings and residences were spending too much on staffing agency usage and faced significant turnover challenges. They were looking for an outside partner to help increase their reach for new candidates.

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A leading academic medical center comprised of hospitals, clinics, and physician practices

The Challenge

Burdened by costly contract recruiters to support their hard-to-fill hiring needs, our partner was experiencing inefficient and incohesive recruitment and hiring processes. Our partner was looking for a recruitment partner to increase apply volumes, source quality candidates, and staff for their hard-to-fill positions.

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A faith-based, not-for-profit healthcare system in Mid-Atlantic

The Challenge

As a result of the COVID-19 pandemic, our client faced staffing challenges due to illness and a reduction in hours to supplement childcare as schools and daycares remained closed.

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A university-based healthcare system in the Mid-Atlantic region

The Challenge

Due to COVID-19, our partner needed immediate support to increase hiring to provide care for the influx of patients.

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A regional primary medical care group

The Challenge

As a newly established organization, our partner had no formal recruitment processes in place. As a result, the HR managers were struggling to fill positions and move candidates through onboarding and credentialing in a timely manner.

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A large, niche HVAC manufacturing and service organization

The Challenge

Our partner was experiencing significant business growth and was unable to meet their talent acquisition needs quickly enough to support that growth. Specifically, our partner was struggling with time-to-fill, exacerbated by their hiring processes.

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A regional southeast health system comprised of six hospitals, hundreds of clinics

The Challenge

Our partner was seeking an external partner to improve their overall recruitment and talent acquisition process to help:

  • reduce time-to-fill
  • recruit for hard-to-fill clinical roles
  • increase their RN experience level
  • decrease reliance on traveler nurses
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Leading health system in southeast comprised of hospitals and clinics

The Challenge

Our partner's goal in conducting a broad diversity initiative was to ensure that 35% of the candidates for their RN residency program (one class per quarter) reflected diverse backgrounds.

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Comprehensive health care system comprised of 250+ locations

The Challenge

When our partner began seeing a traveler usage increase, they decided to review the trend to determine how to reduce their annual spend. A mix of exponential growth paralleled with increased turnover resulted in clinical candidate shortages across multiple units. The health system, at the time, employed 31 travelers and consistently saw a monthly increase in traveler headcount.

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Meat processing and manufacturing market leader recognized internationally

The Challenge

Our partner struggled to fill open roles, including key, business-driving sales positions, without an internal recruitment team, no ATS, and no consistent talent acquisition strategy/processes. The individual hiring managers were required to determine their own recruiting efforts, resulting in poor candidate apply processes, a lackluster talent pool, a cumbersome process for the individual hiring managers, and limited oversight for the business.

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An international market leader in meat processing and manufacturing

The Challenge

Our partner required a recruitment strategy for high volume staffing to support the highly anticipated opening of their brand-new facility. They needed to facilitate quick sourcing and hiring for both production workers and salaried staff that were a match for their company culture.

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A market-leading consumer packaged food company focused on protein

The Challenge

Our partner, experiencing significant business growth with 'net new' locations, encountered extensive recruitment challenges for their current locations as well as their new locations. Those challenges included:

  • efficiently and effectively sourcing and hiring candidates in rural locations across the U.S.;
  • hiring for culture and quality;
  • lack of consistent processes, impacting costs;
  • inability to flex and scale resources to meet business demands; and
  • lack of innovation, technology, best practices, and strategy.
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A leader in rehabilitation, skilled nursing and assisted living

The Challenge

Our partner wanted to reduce their agency spend and required a more efficient recruitment program to expand their candidate reach to support the growth of their future locations.

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Academic medical center known for quality care and research

The Challenge

When our partner expanded a new division, Indeed flagged their XML feed changes for violating Indeed rules. This caused our partner to lose all organic visibility, traffic, and applications. Our partner was unaware they had been flagged nor did they know that they lost this avenue for reaching candidates.

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