A mature talent acquisition organization faced an 80% increase in hiring targets compared to the previous year — with the majority of its workforce having less than one year of company experience.
The existing staffing model — which split roles into sourcing and recruiting — lacked specialization, delayed skill ramping, and made sourcers feel undervalued, impacting career advancement and employee satisfaction.
The organization recognized the need for a more specialized and efficient approach to handle the increased hiring volume while fostering career growth opportunities for sourcers. However, leadership was unsure how to optimize team structures without overwhelming their talent during an already demanding season of work.
Another major risk was the failure to hit their aggressive hiring targets because of the prolonged ramp up time for new hires.