Retail & Consumer
Holding quality through a seasonal retail ramp
Peak hiring across 180 stores, with one consistent bar and a measurable drop in early attrition.
- Client
- National retail group
- Service
- Volume hiring · Process design
- Scope
- Peak ramp, 180 stores
- Region
- National
Measured results
180
Stores supported
−31%
90-day attrition
4.6/5
Manager satisfaction
Engagement story
01
The challenge
Peak hiring had to deliver the same volume as the previous year while reducing early attrition, which had made the prior ramp effectively more expensive than the headcount suggested.
02
The hiring environment
Every store manager ran their own process during peak, producing wide variation in screening quality and interview depth.
Sourcing and scheduling were handled locally, so applicants waited days for a response in exactly the period when they were also applying elsewhere.
03
What Saanvi Nexus changed
A single structured screen and a short three-capability scorecard were rolled out to all stores, designed to be completed in under ten minutes.
Sourcing and interview scheduling were centralised so candidates received a response within twenty-four hours.
04
How it was delivered
Manager enablement was deliberately light: one short guide, one practice interview, and the scorecard embedded in the scheduling flow.
Weekly reporting tracked fill rate and screen-to-offer conversion by region, allowing sourcing to be redirected mid-ramp.
05
The outcome
The same hiring volume was delivered in the same window as the previous peak.
Ninety-day attrition fell by 31 percent, and hiring manager satisfaction was recorded at 4.6 out of 5 in the post-peak survey.
06
Key learnings
In volume hiring, response speed does more for quality than any additional assessment stage.
A three-question scorecard that managers actually complete beats a thorough one they abandon in week two.
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