Your biggest client just expanded. Your headcount has two weeks.
Volume hiring is a logistics problem wearing a recruitment costume. Shifts, attrition, compliance, and a start date that will not move.
45,000+ placements · 95% client retention · first shortlist in 24 hours
What usually goes wrong
- A client expands their account and the headcount is needed before the next billing cycle.
- Rotating shifts and night coverage shrink the pool that will actually accept the role.
- Volume hiring at pace is where compliance and verification quietly slip.
- Hiring two hundred people is straightforward. Hiring two hundred who are still there in six months is not.
Who we staff
- BPOs ramping for a client expansion or a new process
- Captive customer operations teams
- Technical support organisations scaling coverage
- Shared services centres adding a customer-facing layer
Roles we fill
- Voice process executives
- Non-voice and back office
- Chat and email support
- Technical support engineers
- Multilingual support agents
- Team leaders
- Quality analysts
- Trainers
- Workforce management
- Process and operations managers
Why BPOs use us
Built for volume, not scaled up to it
Walk-in drives, assessment days and cohort onboarding are the normal process here, not an exception we improvise when a big requirement lands.
Shift reality priced in
Candidates are screened on whether they will actually work the rotation, including nights and weekends. That conversation happens at screening, not on day three.
Compliance at pace
Verification and statutory requirements keep up with the hiring rather than being reconciled afterwards.
Retention is the real metric
A seat filled and vacated in a month is a cost, not a placement. We screen for the people who stay.
Two hundred agents in two weeks
A major BPO · client account expansion
- The brief
- A large client expanded their account at short notice. Two hundred customer service agents were required within a fortnight, across rotating shifts, with no flexibility on the go-live date.
- What we did
- Sourcing ran as assessment days rather than individual interviews, with verification running alongside rather than after. Shift expectations were made explicit at first contact to protect the drop-out rate.
- Outcome
- The full requirement was live on the client’s date, with no compliance exceptions raised in the subsequent audit.
Client anonymised. We do not publish a client’s name or hiring volumes without their written agreement.
Hire for your BPO
Tell us the roles, the volume and the deadline. You get a shortlist in 24 hours and pay only when someone joins.
Hire for your BPO