How Athena Direct Hired 14 Fundraising Reps in Its First Month

The Challenge

Athena Direct runs a door-to-door fundraising operation, and its owner had always had a recruiting system that worked — the problem was time. Doing it himself meant spending the most valuable hours of the day calling and screening candidates, precisely when he should have been in the office running meetings and training his team. The result was working day and night to squeeze recruiting in around the actual job of leading the floor.

The Approach

HyperHired took the sourcing, screening, and scheduling off his plate, booking qualified candidates into his calendar each week. Because the recruiters doing the screening had door-to-door sales backgrounds themselves, they could speak the candidates' language — and in the strongest cases, sell the right person on the opportunity so they arrived for the interview already excited and ready to be closed. Candidates consistently showed up well-prepared and clear on the role, a direct result of the screening that happened before they reached the owner.

The Results

In the first month, Athena Direct extended offers to 14 reps out of roughly 25–30 interviews — about half the people the owner met. More than the headcount, the engagement gave him back a clear mind and his time: instead of wondering how many of the day's interviews would show or pan out, he could trust that whoever arrived was quality and ready, freeing him to work on the business and develop the reps who'd become the backbone of the company.

"Out of everyone scheduled, we extended offers to around 14 — pretty much half of them were hired." — Omar, Athena Direct

Get Your Time Back

Athena Direct's owner traded day-and-night recruiting for a calendar of qualified interviews. Talk to HyperHired about taking recruiting off your plate.