Innovative Glass Container Manufacturer

Client Overview

An innovative glass container manufacturer expanded its operations in the US by developing its second furnace facility. This expansion increased the workforce by approximately 125 employees, with operations commencing in April 2025. 

Requirement: 

The client sought a recruitment partner to provide comprehensive support in sourcing and hiring 125 employees over seven months, complementing their dedicated HR team of three members. 

Challenges:

• High-Volume Hiring: The client required the recruitment of 125 skilled professionals in a short timeframe.
• Cultural Fit: As a market disruptor and startup, the client placed a high value on cultural fit. 
• Geographical Reach: Needed to access talent across the US and from visa-friendly locations such as Free Trade Countries, including Mexico and Canada. 
• Limited Internal Resources: With a small HR team, the client needed extensive support to avoid operational delays and ensure successful hiring. 

Solution

Approach

• Project Recruitment Process Outsourcing (RPO): TRS Workforce Solutions (TRS WFS) proposed an RPO solution to become an extension of the client's HR team, taking primary responsibility for the recruitment process for approximately seven months until the second furnace became operational.

Implementation

• Dedicated Team: TRS deployed a dedicated delivery team, including a Program Manager, Implementation Lead, and two recruitment consultants, to manage the recruitment activities and successfully fill the 125 vacancies by the project deadline. 
• Direct Sourcing and Brand Awareness: Implemented a direct sourcing strategy to leverage the client's brand and employer value proposition (EVP) to attract quality talent.
• Candidate Attraction and Marketing: TRS created a detailed candidate microsite in a record time of three weeks. LinkedIn and Facebook marketing ad campaigns were strategically timed throughout the program, driving microsite traffic and resulting in increased applications. Targeted email campaigns were also conducted to potential candidates that were data mined. 
• Recruitment Administration: Assigned a team of dedicated Recruitment Consultants to support the end-to-end recruitment process. 
• Service Management: Established regular operational and strategic meetings with client stakeholders to ensure full visibility and transparency across the service.
• Optimizing HR System (ADP): TRS helped the client utilize their existing HR system, ADP, by refining recruitment workflows, standardizing templates, and implementing system-generated communications for candidate updates, screenings, interview scheduling, and offers. Application status now tracks candidate quality and progress and data cleanup ensured accurate reporting, improving visibility and preventing siloed communication. 

Outcome

• Successful Hiring: TRS successfully hired 100+ employees within the stipulated timeframe.
• Enhanced Brand Awareness: The direct sourcing strategy increased the client's presence in the US market and engaged the available talent pool.
• Operational Efficiency: The dedicated recruitment team and administrators ensured a streamlined recruitment process, reducing time-to-hire, improving candidate quality, and enabling better data reporting and analytics. Process improvements also enhanced coordination, reduced manual tasks, and improved overall recruitment workflow. 
• Improved HR System Utilization: The client now uses ADP as a centralized system of record, which has reduced manual efforts and increased data integrity. 

Value Add

• Cost Efficiency: The RPO solution provided cost savings through reduced recruitment costs and faster time-to-fill positions.
• Scalability: The solution was scalable to accommodate peak workloads and hard-to-fill roles.
• Compliance: Ensured compliance with HR and legal requirements, reducing business risk.
• Long-term Partnership: Established a strong partnership with the client, providing ongoing support for future recruitment needs.