Creating a talent pipeline was critical for a middle market organization experiencing high growth and struggling to recruit and retain team members quickly and successfully.

Operational leadership helped overhaul a job description that appealed to fresh graduates and individuals with less industry experience than past targets.

A referral program was created and Ironside broadened search channels to include college networks, multiple industry boards as well as national job boards.

A new hiring process was launched which included a structured rubric that guided internal peers to become hiring experts and culture champions, breaking a long-held process that created a hiring bottleneck.

A new role was created to ensure successful on-boarding and support new hires through their first six months of employment.

Results included four new hires being eligible for promotion within their first six months of employment.

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