Volume & Project Hiring
Structured drives when you need many people in one window, whether that is a new plant, a new shift, festive season or a funding led scale up.
What this covers
Volume hiring fails on logistics more often than on sourcing. Getting three hundred applicants is not hard. Screening them consistently, scheduling them without losing half, and keeping the ones who accepted engaged until they actually join is where drives fall apart.
AI screening removes the bottleneck at the top of the funnel, applying the same criteria to candidate one and candidate three hundred. We run campus and walk-in drives on the ground, and report pipeline weekly so you always know whether the number is going to land.
When companies come to us for this
A new plant or new shift
You need a defined headcount in place by a date that is not moving.
Seasonal or festive peaks
Predictable annual surges where the hiring window is short and the volume is large.
A funding led scale up
Headcount has been approved and the plan assumes people start in this quarter, not next.
What you get
Planning
- Headcount and role mapping
- Timeline working backwards from your date
- Sourcing channel mix
- Drive logistics
At scale
- AI screening on consistent criteria
- Campus and walk-in drives
- Assessment batteries
- High volume scheduling
Reporting
- Weekly pipeline numbers
- Funnel conversion at each stage
- Offer and acceptance tracking
- Early warning on shortfalls
Joining
- Offer to joining engagement
- Drop-off risk flagging
- Backup pipeline maintained
- Joining day support
How we actually run it
A drive that needs thirty joiners does not need thirty offers. Working backwards through realistic acceptance and joining ratios, it usually needs closer to forty-five offers, well over a hundred final interviews, and several hundred screened candidates, inside a window fixed by a production date somebody else set.
Most drives miss because that arithmetic was never done at the start. The shortfall only becomes visible in the last fortnight, when there is no time left to correct it. So we do it first: agree the target, work back through the funnel using ratios realistic for the role and location, and set weekly numbers for every stage.
You then get one report a week against those numbers. Candidates screened, interviews completed, offers released, acceptances, confirmed joiners, and drop-offs with reasons. The reasons matter more than the headline. If six people declined over shift timing, that is fixable, and it is fixable in week three but not in week nine.
Screening is the bottleneck in every volume drive. A human team reading eight hundred applications properly is a fortnight of work you do not have, so in practice the pool gets skimmed and quality drops exactly when you can least afford it. A bad volume hire is not one bad hire, it is a pattern repeated thirty times. AI reads the whole pool against the same criteria, which is what makes the funnel arithmetic work at all.
Questions we get asked
What is the minimum size for a volume engagement?
There is no hard floor, but the structure starts paying for itself somewhere around ten to fifteen hires in a defined window. Below that, standard permanent recruitment is usually the better fit and we will say so.
Do you run campus drives?
Yes, where the roles suit fresher intake. Every attendee goes through the same scored assessment, which makes the intake genuinely comparable rather than dependent on which panel someone happened to sit in front of.
Can you guarantee the headcount lands on time?
No one honestly can, and anyone who does is managing your expectations rather than your pipeline. What we do is make the arithmetic visible from week one and report against it weekly, so a shortfall surfaces while there is still time to act.
How do you keep joining ratios up?
By screening for the things that actually cause drop-off before offer rather than after: commute and shift workability, counter-offer exposure, family and relocation constraints. Then by staying in contact through the notice period.
Let's talk about the role
Tell us what you are hiring for and we will come back within one working day with a view on the market, a realistic timeline, and whether we are the right firm for it.