Case Studies

Proven results across enterprise programs

Real engagements, real metrics, and the operating principles that made them work. We focus on signal, calibration, and feedback loops—so you get better outcomes without adding chaos.

38%
Submission → interview
92%
Offer acceptance
4.8/5
Employee satisfaction
98%
Customer satisfaction
Featured engagement

Nvidia - Contractor and recruiting engine, tuned for velocity

A representative enterprise program where Sustainable Talent ran end-to-end delivery for technical and professional roles while maintaining strict compliance and a consistent talent experience.

Submission → interview
38%
Industry average: 15-20%
Offer acceptance rate
92%
Strong candidate experience
Employee satisfaction
4.8/5
Consistent, trusted delivery
Performance rating
4.8/5
Quality over volume
Challenge

Too much noise, not enough signal

High submission volume but weak conversion. Hiring managers were spending more time reviewing resumes than interviewing candidates. The intake process lacked structure, and feedback loops were slow—so the engine couldn't learn or improve.

Solution

Calibration, structure, and fast feedback

We tightened the intake process to align on "must-haves" vs "nice-to-haves," built a structured screening rubric focused on signal over keywords, and implemented weekly calibration sessions with hiring managers. TalentOS™ gave real-time visibility into bottlenecks, and we established fast feedback SLAs so the pipeline stayed tight.

  • Intake alignment on must-haves, deal breakers, and bar
  • Structured screening rubric (signal-first, not keyword-first)
  • Weekly calibration + fast feedback SLAs
  • Shortlists built around impact evidence, not just resumes
  • TalentOS™ visibility surfaced bottlenecks instantly
Results

38% submission to interview, 92% offer acceptance

By reducing noise and increasing signal, we hit 38% submission to interview—more than double the industry average. Offer acceptance stayed high at 92% because candidates received a consistent, transparent experience. Hiring managers spent less time reviewing and more time interviewing the right people.

✓
Better conversion
38% submission → interview (vs 15-20% average)
✓
High acceptance
92% offer acceptance through clear process
✓
Consistent experience
4.8/5 employee and performance ratings
✓
Manager efficiency
Fewer submissions, better signal, faster decisions

More customer stories

Proven delivery across industries and functions

Same principles, different challenges. Whether it's scaling contractors globally, embedding recruiters for surges, or executive search—we deliver predictable outcomes.

Ford

Ford - Global contractor scaling

Scaled a global contractor program across 12 countries with clean governance, local compliance, and consistent talent experience. Program health visibility kept renewals predictable and risk low.

Coverage: 12 countries
Model: W2 (US) + Deel (Global)
Outcome: Clean governance at scale
MongoDB

MongoDB - Recruiting surge support

Embedded recruiters for a 6-month surge across engineering and GTM roles. Hit 35% submission to interview through tight calibration and delivered 22 hires in 90 days without permanent headcount.

Conversion: 35% submission → interview
Speed: 22 hires in 90 days
Outcome: Velocity without chaos
Microsoft

Microsoft - Executive search

Delivered a VP of Engineering hire in 45 days through targeted outreach, market mapping, and stakeholder-ready narratives. High-signal shortlist with confidential, high-touch candidate experience.

Speed: 45 days to offer
Shortlist: 3 finalists, 1 hired
Outcome: Leadership hire that sticks

Operating principles

How we consistently hit these numbers

Great outcomes come from repeatable systems, not magic. Here's what we do differently.

01

Calibration over volume

We define "good" with the hiring team before we start sourcing. That alignment is how you beat 15-20% averages and hit 30-40%.

02

Signal-first screening

We screen for impact evidence and context, not keyword matches. That's why our shortlists convert and hiring managers trust the process.

03

Fast feedback loops

We build approvals and refinements into the workflow so the engine learns quickly. Weekly calibration + fast SLAs keep the pipeline tight.

04

Real-time visibility

TalentOS™ surfaces bottlenecks and aging instantly. Leaders see what's moving, what's stuck, and what needs attention without hunting through spreadsheets.

05

Consistent experience

Consultants and candidates get the same high-quality experience across engagements. That's why satisfaction stays at 4.8/5 and offer acceptance at 92%.

06

Clean governance

Compliance, documentation, and renewals are tracked in the platform. Less chaos, fewer surprises, smoother audits.

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