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Case Study: Transforming Talent Acquisition Through a Strategic RPO Engagement

by with No Comment Employer BrandingHiringHuman ResourcesJob MarketTalent Acquisition

Client Overview

A rapidly expanding company faced an ambitious hiring goal—closing 80+ positions within just three months. With an average Cost-to-Company (CTC) of ₹6 LPA per hire, the organization sought an agile and cost-efficient recruitment strategy to avoid the exorbitant expenses of conventional hiring models.

The Challenge: Speed, Scale & Cost

Traditional hiring avenues presented a significant financial burden. Partnering with external recruitment agencies would have meant shelling out a minimum of 8.33% of the annual CTC per hire. Given that at least 60-70% of the roles required immediate attention, this would have amounted to an overwhelming cost. Alternatively, building an in-house recruitment team would have entailed infrastructure investment, long-term salary commitments, and operational overhead—only to be left with redundant resources once the hiring drive concluded.

The client needed a strategic solution that could combine speed, scalability, and cost-effectiveness without sacrificing quality.

The Solution: A Customized RPO Model

Navvyasa Consulting stepped in with a Project-Based Recruitment Process Outsourcing (RPO) solution, meticulously designed to align with the client’s aggressive hiring timelines. The engagement was tailored to:

  • Accelerate time-to-hire by leveraging our extensive talent networks and tech-driven sourcing methodologies.
  • Optimize recruitment costs, eliminating the need for excessive agency commissions.
  • Provide a scalable hiring model, ensuring efficiency without long-term internal resource constraints.

The Execution: Efficiency at Its Best

Through a multi-channel sourcing strategy, data-backed recruitment methodologies, and an expert team of recruiters, the project saw record-breaking closures. Key milestones achieved:

✅ 80+ roles successfully closed within the stipulated 3-month timeframe.

✅ Significant cost savings compared to traditional agency hiring fees.

✅ Enhanced candidate experience, ensuring long-term employer branding benefits.

By seamlessly integrating with the client’s internal HR processes, we functioned as an extension of their team, providing end-to-end recruitment support without the need for permanent staffing additions.

The Impact: Cost Optimization & Hiring Success

Had the client opted for external recruitment agencies, they would have incurred upwards of ₹40 Lakh in fees (based on a minimum 8.33% commission per role). Our RPO engagement slashed these costs drastically while delivering the same level of efficiency, if not better.

Furthermore, hiring an in-house recruitment team would have resulted in long-term overhead costs, with the added challenge of reallocation or redundancy post-project completion. Instead, with our agile RPO model, they were able to pay only for the recruitment expertise they needed—when they needed it.

Key Takeaways: Why RPO Works for Short & Long-Term Hiring Needs

Whether for a high-volume short-term hiring sprint or a long-term talent acquisition strategy, RPO provides companies with an adaptable, cost-efficient, and high-performance recruitment model. This engagement showcased how an RPO solution can be a game-changer—providing both immediate hiring impact and long-term operational savings.

🔹 Faster hiring cycles—reducing vacancy time and productivity loss.

🔹 Drastically lower costs compared to traditional recruitment models.

🔹 A fully flexible hiring structure—scaling up or down based on real-time demand.

Final Thought

For businesses looking to scale efficiently without ballooning recruitment expenses, an RPO partnership offers a strategic advantage—delivering both speed and savings without compromise. This case study stands as a testament to the power of well-executed recruitment outsourcing.

To Office or Not to Office

Return to Work Policies: Are they beneficial in the long run?

by with No Comment EngagementHuman ResourcesStartupsWork-life Balance

70 hours a week or 90 hours a week or the complete opposite 4 day work week whatever it might be, the most persistent question has been- should people return to office. As more and more companies are looking to implement the Return-To-Office (RTO), the pushback has been immense.

According to a Gallup survey-  8 in 10 people work hybrid or remotely, while only two in 10 are completely on-site.  The question of the hour, day and year remains to office or not to office.

The answer is neither and both (Have I ever answer with a definite yes or no, well as an HR, if not defined by a company policy, every situation is dealt with on a case to case basis). Some jobs require you to be on sight, if Starbucks Corporate Employees push back for completely remote work, then why should their in store employees work.

Yes, their profile, role, and considerations differ but the idea that some of your people work remote jobs and some don’t leads to disharmony within the company when those working on-site are not given benefits to be onsite.

Even let’s assume this is not problem, companies still want people to come in to office few days a week and there would be people wanting to come to office then what is that organisations do to make coming to office lucrative and beneficial.

  • Take feedback (No mandates please)

Ask your people if they want to come to office, who wants to be in office and lastly when they want to in office. There is little or no point if people push back on mandates and the entire culture collapses.

  • Giving a choice

Remote, hybrid is here to stay, the question is how to leverage it. The best way to give a choice in the matter for whom you are doing this to.

  • Flexibility

Every employee is in a different path of life, so the question is how do you balance individual good vs collective good, the answer is to merge the two and be flexible, let people create their little clusters to stabilise themselves.

Rest the right way

Are you doing Rest Right?

by with No Comment Employer BrandingHuman ResourcesStartupsWork-life Balance

December brings in both the winter along with a 2 week time where the Global North becomes dormant. It is one of those times, you see an uptick in holidays, vacations and general ennui (seriously – boredom happens if you are in the Global South).

It is no wonder that it always has a slew of flues, colds, and general health upheaval.

Let’s be real, it is the month of rest. But do we really rest when we are supposed to?

As someone who is a chronic mobile user, I remember talking to my previous manager and having a burnout discussion. Post that discussion, I switched off my notifications for both my email and chat. Unless I am on my laptop, I rarely check any notifications.

It made me ask the question- does one have to be online 24×7 to be productive?

If you ask an Olympian they will tell you categorically NO!

So why do we as people treat rest as a bad word. Because productivity is less important than visibility. You are there 24×7, people will notice you more.

Honestly, that does work in some places, but you are becoming the mule, rather than a rockstar.

I have asked a lot of questions, let me answer some of them.

REST IS IMPORTANT FOR PRODUCTIVITY. Be a Rest Rockstar

There is no way to be productive without resting. Whether you are in a warzone or you are in a corporate office, having time to unwind is vital but we end up doing the rest wrong.

This time around, let’s make resting simple, easy, and achievable.

1. Always online

No call is important that you can’t take it tomorrow. Go on airplane mode while you are resting. Take your mind off work.

2. Find a hobby

Rest doesn’t mean being sedentary, figure out a way to move while resting. Does sound a bit contradictory but having your energy devoted to other outlets is also important.

3. Sleep

If you ask any sportsperson, they will tell you that sleep plays an important role in improving performance. Get those 8 hours of Zs and try to have them in one go. Nap when you can.

The idea of constant productivity is a downfall for so many professionals.

Why not this REST season, you rest like an Olympian!

Engagement

Engagement 101 – Looking Beyond a Rangoli

by with No Comment Employer BrandingEngagementHuman ResourcesStartups

Does Engagement start with making a rangoli on Diwali and ending with Chocolates on New Year?

HR is often and mostly best synonymous with Rangoli and at worst with No Calls.

I remember during one of the Diwali celebrations, all of the HRs lamented that we didn’t have anyone to make a rangoli and we would be deprived of festive joy because of our serious lack of Rangoli-making skills. But that Engagement event went without a hitch and no one missed a well-made or worse-made Rangoli.

So the question remains how does one Engage an employee?

Is Rangoli the right answer for it? Engagement begins with understanding the DNA of the organization. It truly matters what kind of organization you are and aspire to be.

It also has to be a multi-pronged approach. It doesn’t have to have fancy gifts on every festive occasion or a plant in the onboarding kit to be environmentally friendly.

In one of the retail organizations- I used to give a Rs 10 chocolate to every Team Member I met in the store, it was one of those low-effort engagements that cost very little but made every team member a little bit happier.

On a very different organization – one of the key events was a hackathon and it was celebrated more than Diwali as it was predominantly an engineering organization.

So the answer is WHO is the organization, the key demographic, and what kind of culture you would like to cultivate.

If you start your engagement plan with a top-to-bottom approach, you will never even reach the middle, even if you know how to make a rangoli.

Your Engagement should always start with most of your employees and slowly go to the top.

A person's hand holding people representing hiring

The Modern Hiring Dilemma: When Silence Speaks Louder Than Words

by with No Comment HiringHuman ResourcesStartupsTalent Acquisition

In today’s competitive job market, effective communication is paramount. Yet, a troubling trend has emerged among hiring managers: the lack of timely feedback and engagement with recruitment vendors and candidates. This not only hampers the recruitment process but also tarnishes the employer’s brand.

The Ripple Effect of Delayed Feedback: When recruitment vendors submit profiles, timely feedback is crucial. Candidates invest time and effort in interviews, and the expectation is that hiring managers will reciprocate with constructive input. Unfortunately, many hiring managers remain silent or take weeks to respond, leaving both candidates and consultants in limbo. This lack of communication can lead to frustration and disengagement from top talent.

The Irony of Urgency: Adding to this dilemma, hiring managers often turn to consulting companies with a sense of urgency, demanding candidates “as of yesterday.” They expect a quick turnaround while failing to provide the same urgency in their feedback and decision-making. This disconnect creates a frustrating cycle where candidates feel undervalued and left waiting, only to be met with irritation when they pursue other opportunities.


Holding Candidates Hostage: Even more concerning is the tendency for hiring managers to keep candidates hanging without a clear timeline. Candidates are often left waiting for an offer that may never come, causing them to explore other opportunities. When these candidates inevitably receive another offer, hiring managers often react with annoyance, despite having contributed to the situation through their inaction.

The Cost of Poor Communication: In a time when top talent is scarce, this behavior can have dire consequences. Companies may find themselves losing out on qualified candidates who feel undervalued and unappreciated. Moreover, a reputation for poor communication can deter future applicants, impacting the overall talent pool.

A Call to Action: As we navigate this fast-paced hiring landscape, it’s essential for hiring managers to prioritize communication. Providing timely feedback, setting clear expectations, and respecting candidates’ time can foster a more positive hiring experience for everyone involved.

Let’s work together to create a recruitment environment that values transparency and respect. After all, in the world of talent acquisition, every interaction counts. Let’s ensure that silence doesn’t overshadow opportunity!

Four people are shaking hands, two men, two women

Why Leaders Need to Hire Their “A” Team?

by with No Comment HiringHuman ResourcesJob MarketStartupsTalent Acquisition

In the world of talent acquisition, one golden rule stands out: “A” teams hire “A” players, while “B” teams hire “C” players. This principle highlights the crucial importance of building a top-tier team from the very beginning. Here’s why leaders should always aim for their “A” team:

1. Excellence Breeds Excellence
“A” players are high achievers who set and maintain high standards. They inspire and challenge their peers, creating a culture of excellence. This domino effect ensures your team consistently performs at its best.

2. Innovation and Growth
Top talent thrives on innovation and creativity. “A” players are not just problem solvers but also visionaries who push the boundaries, leading to groundbreaking solutions and continuous growth for your organization.

3. Strong Leadership Pipeline
Hiring “A” players creates a strong pipeline for future leaders. These individuals possess the skills and mindset needed to step into leadership roles, ensuring your company’s long-term success and stability.

4. Positive Workplace Culture
An “A” team fosters a positive, collaborative, and dynamic work environment. They bring enthusiasm, dedication, and a can-do attitude, which boosts morale and employee engagement across the board.

5. Attracting More Talent
High-caliber professionals want to work with other top talents. By establishing an “A” team, you create a magnet for attracting more elite performers, perpetuating a cycle of excellence.
Avoid the “B” and “C” Team Trap
“B” players, while competent, often feel threatened by “A” players and thus hire “C” players to avoid being overshadowed. This creates a downward spiral in talent quality, leading to mediocrity and stagnation.

Your hiring decisions set the foundation for your company’s future. Prioritize assembling your “A” team, and watch your organization soar to new heights.

Fractal CHRO

The Rise of the Fractional CHRO: A Game-Changer for Modern Businesses

by with No Comment CHROHuman ResourcesStartups

In the dynamic world of business, agility is key. Enter the fractional Chief Human Resources Officer (CHRO), a strategic solution offering top-tier HR expertise on a part-time basis. This innovative approach allows companies to benefit from seasoned HR leadership without the full-time cost.

Why Consider a Fractional CHRO?

1. Cost-Effective Expertise:
Access high-level HR insights without the hefty price tag of a full-time executive.

2. Flexibility and Scalability: Scale HR support based on your business needs, ideal for startups and growing companies.

3. Diverse Experience:
Benefit from best practices across various industries, bringing fresh perspectives to your HR challenges.

4. Immediate Impact:
Experienced professionals can quickly implement effective strategies, driving immediate improvements.

5. Strategic Focus:
Focus on long-term goals and strategic initiatives, leaving day-to-day tasks to your internal team.

When to Bring in a Fractional CHRO

– Transition Periods: Provide stability during mergers, acquisitions, or leadership changes.
– Rapid Growth: Develop scalable HR processes to support your expanding workforce.
– Specific Projects: Implement new HR technologies, revise compensation structures, or enhance training programs with expert oversight.

The fractional CHRO model is transforming how businesses approach HR. By offering flexibility, cost savings, and expert guidance, it’s a game-changer for companies navigating the complexities of modern human resources.

Embrace the future of HR leadership. Consider a fractional CHRO to drive your business forward with confidence and agility.