Turning Around a Broken Hiring Funnel for a Tech Firm

Case Study: Turning Around a Broken Hiring Funnel for a Tech Services Firm

Client: B2B SaaS Support Company with ~80 employees
Problem: Roles were staying open for months, high interview drop-offs, and poor-quality candidates reaching final stages. Hiring managers were frustrated, and the brand was starting to gain a bad rep on job boards.

Symptoms:

• Time-to-hire was averaging 65+ days for even mid-level roles

• 40% of scheduled interviews resulted in no-shows

• Poor coordination between HR and department heads

• Outdated, templated job descriptions that didn’t reflect the actual work or culture

• Vague employer branding and no hiring presence on platforms like LinkedIn

What I Did:
I started with a deep-dive audit and built a custom hiring framework, including:

• Rewriting every job post to reflect real value, clarity, and tone of voice

• Designed a 3-stage hiring funnel with proper screening, structured interviews, and evaluation rubrics

• Implemented automated scheduling + reminder system to reduce drop-offs

• Created candidate journey templates — every applicant got timely updates and fair feedback

• Coached hiring managers on interview alignment and scorecards

• Worked with the founder to share authentic behind-the-scenes posts to boost employer credibility

Results:

• Interview drop-offs fell from 40% to under 10%

• Time-to-hire dropped by 50%, even in technical roles

• Received 150% more qualified applicants via organic LinkedIn reach

• Created a steady pipeline of passive talent open to future roles

• Employees started referring friends again — trust in the hiring process was rebuilt

Why It Mattered:
Hiring isn’t just filling seats — it’s storytelling, process, and follow-through. By fixing the funnel and aligning HR with actual business goals, I helped the company hire faster, better, and more sustainably — without increasing their recruitment budget.