The High-Volume Hiring Playbook
Your company is opening new locations, new markets, new production lines. Your recruiting team is the same size it was two years ago. The traditional answer, hire more recruiters, is expensive and doesn't fix an inefficient process, it just adds headcount to one. This playbook is built from real hiring data at organizations managing thousands of hires a year: Valet Living, Domino's Team Bailey, and Fleet Feet. It's for talent acquisition leaders who need to scale hiring volume now, not headcount.
Proof stats:
- Valet Living manages 25,000 hires a year with the same recruiting team
- Domino's Team Bailey cut paid job board spend 92% across 160+ locations
- Fleet Feet holds 98.35% positive candidate feedback across 280+ stores
You don't need more recruiters. You need a process that scales, and these three companies already proved what that looks like.
You'll learn:
- Why hiring more recruiters doesn't fix a broken process, and what the real bottleneck is
- Seven plays for high-volume hiring: screening capacity, candidate engagement, cross-location consistency, automation, predictive data, time-to-fill, and transparency
- What automated screening is worth on your team, with a reclaimed-hours and dollar-value model you can apply at your own headcount
- Real results: Valet Living's 2x hiring output with the same team, Team Bailey's 92% cut in job board spend, and Fleet Feet's 98.35% candidate satisfaction
- How to compress time-to-fill from 21 days to 7 without lowering candidate quality
- A 90-day roadmap: assess and plan, pilot on one role or location, then refine and scale
None of this is about replacing recruiters. It's about removing them from the bottleneck, so the hours that used to go to manual screening and scheduling go back into the conversations that close candidates.