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Learn how iPlace helped a US-based pharma manufacturer cut hiring delays and improve workforce productivity through process optimization and offshore delivery.
A US-based pharmaceutical manufacturing company with operations across North America, Europe, and APAC was facing prolonged hiring cycles, with an average time-to-hire of 46 days.
Extended vacancies led to productivity loss, operational inefficiencies, and revenue leakage — putting both short-term execution and long-term growth at risk.
Phase 1 - Diagnosing Hiring Bottlenecks
We identified process gaps that were slowing hiring, including candidate rejections for skills not listed in job descriptions and misalignment on cultural fit. To address this, we introduced structured intake calls with hiring managers to clarify requirements before initiating searches.
Phase 2 - Improving Stakeholder Alignment
Two dedicated Account Managers were assigned for stakeholder coordination. To reduce delays caused by slow feedback, roles pending hiring manager input were deprioritized. Candidate feedback status was reviewed during regular cadence calls to drive accountability.
Phase 3 - Building Scalable Talent Pipelines
We built curated talent pipelines for recurring roles and positions with high attrition and dropout rates. This ensured faster access to pre-qualified candidates and improved first-time-right submissions across regions.
Reduction in
Time-to-Hire
Days Reduced in Hiring Cycles
Less Costs via Offshore Delivery
These improvements minimized productivity loss, reduced revenue leakage, and enabled the client to meet project timelines more consistently across global operations.
