"Three months and eight backend engineers hired, and seven of the eight are still with us, which honestly surprised me. The feedback loop was fast — sometimes within hours, not weeks."
Andrey
CEO, IT product company
// Outcomes
What changed for the teams that hired with HICONSTRUCT LTD
Four engagements, four different problems, and the numbers each client agreed to publish. We publish them because vague case studies are how agencies hide bad months.
// Case 01
Thirty stores, one hiring process, turnover down by a third
A regional grocery and homeware chain operated thirty stores across Ohio and Michigan, and each store ran its own hiring. Store managers were interviewing candidates on Sunday mornings, comparing notes in a group chat, and often hiring whoever turned up first. New hires quit within three months, and nobody could say why.
HICONSTRUCT LTD took over the whole function: one written role profile per store tier, one screening standard, a shared interview scorecard, and a weekly pipeline report by store. We ran a thirty-day pilot across four stores before rolling it out, and the pilot told us the problem was not candidate quality — it was candidate experience.
After the rollout, twelve store manager and department lead roles closed in six weeks, quarterly turnover fell from 38% to 26%, and average time-to-hire fell by nine days. The client kept the outsourced model and added employer branding work the following spring.
12Roles closed in 6 weeks
38→26%Quarterly turnover
−9 daysTime to hire
30Stores on one process
// Shift briefing, Ohio region
// Client
"We handed them the hiring for all thirty stores. Turnover dropped, and for the first time the process was visible to everybody involved instead of living in one spreadsheet."
Elena
HR Director, retail network
// Platform team, Austin
// Case 02
Eight backend engineers in three months, and a cloud bill that finally fell
A Series B SaaS company in Austin, Texas had a product roadmap and a platform team that could not carry it. Two senior engineers had left within six months, the remaining team was carrying on-call alone, and infrastructure spend was climbing faster than revenue.
The brief was unusual: hire eight backend engineers and help the current team get back to sleeping at night. HICONSTRUCT LTD ran the technical assessment with a real assignment — a service the team had to redesign — and presented three candidates per stage rather than one. Seven of the eight made it through probation and stayed with the team past their probation period.
On the infrastructure side, one of the new hires rewrote the deployment pipeline in their first month. Monthly cloud spend dropped by 22%, which paid for a good part of the recruitment fees in the first year.
8 engineers3 months−22% cloud spend7 of 8 past probation
// Case 03
Two hundred workers in two months, with the paperwork off someone's desk
A Wisconsin food manufacturer needed seasonal capacity for two plants and was starting from a bad position: a third of its workforce had left in a year, and the plant director was spending Fridays on paperwork and transport arrangements instead of production.
We ran it as a retained engagement: sourcing across three states, document handling including work authorisation paperwork, transportation to site, and a two-day onboarding induction in the plant's own language mix. Two hundred people entered the payroll in two months, and the plant director stopped handling paperwork entirely.
Six months later the client asked for something harder: rebuild the shift structure with fewer permanent heads and more trained leads. That project cut labour cost per unit by 15% while quality numbers stayed flat, and it is now part of our outsourcing service.
200Workers in 2 months
3States sourced
−15%Labour cost per unit
2 daysOnsite induction
// Production floor, Wisconsin
// Client
"Two hundred workers hired in two months. Visas, documents, onboarding training — they took it on and did not pass the headache back to us."
Pavel
Plant Director, manufacturing
// CEO, IT product company
// Case 04
A CTO in the seat in six weeks, right before the money landed
A seed-stage startup CEO had a term sheet with a deadline and no CTO. The product was built, the customers were waiting, and the technical hire had to happen before the funding closed. There was no time for a long, visible search — a public campaign would have told the rest of the market exactly what was happening.
HICONSTRUCT LTD ran it as a discreet executive search: a market map of 180 comparable profiles, a compensation model for the title in the region, and direct approaches to 40 people who had held the role at a company of similar size. Three accepted the first conversation, one converted.
The CTO started six weeks after the brief. She also brought two engineers with her from the previous company, which nobody had asked us to find but which changed the delivery date entirely.
40 direct approaches3 first conversations1 hire in 6 weeks
// In their words
Four more notes from the other side of the table
"We handed them the hiring for all thirty stores. Turnover dropped, and for the first time the process was visible to everybody involved instead of living in one spreadsheet."
Elena
HR Director, retail network
"Two hundred workers hired in two months. Visas, documents, onboarding training — they took it on and did not pass the headache back to us."
Pavel
Plant Director, manufacturing
"Their executive search found our CTO and had them start within six weeks. Without them the launch date would have slipped, and the whole raise would have looked different."
Svetlana
Founder, B2B startupYour team could be the next case study
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