How Alert 360 Turned a Slow Start Into 10 Offers in 30 Days

The Challenge

Alert 360 had struggled to get candidates in the door through its internal HR team, which was stretched across the whole company rather than specialized in high-turnover sales recruiting. The sales manager turned to HyperHired — and, candidly, the first couple of weeks were rocky. Getting set up and getting the right candidates flowing took longer than expected, and at one point he'd lost faith it would work.

The Approach

This is where the engagement turned. The account team got hands-on: the manager's account lead, Javier, stepped in and reset the approach, having the manager briefly touch base with candidates ahead of their interviews — a small change that immediately lifted the return. As he noted, the usual outcome of a "two weeks in, is this working?" conversation with a vendor is that nothing changes; here, everything changed. Separately, the campaign calibrated as the sourcing algorithm learned from the rejected, off-profile candidates and corrected toward the right ones.

The Results

Within the 30-day engagement, Alert 360 extended offers to 10 candidates — with one already working and six or seven moving through background checks, exactly where the manager wanted to be. Just as notable was the caliber: he said that unlike most hiring rounds, he didn't look at any of these candidates and think one probably wouldn't make it. The slate was a healthy mix — reps with sales experience, reps with specific industry experience, and newer people he could mold — giving him a team to both lead and learn from.

"It was incredible to turn around. We just tweaked a little bit, and it upped the return on it completely." — Travis, Alert 360

Recruiting With a Team That Course-Corrects

Alert 360's campaign turned around the moment the account team got hands-on. Talk to HyperHired about a recruiting partner that adjusts until it works.