The challenge
The transportation authority had more than 600 open roles across corporate and operational functions, and its internal talent acquisition team could not manage the volume at the required speed. Hiring also operated within a highly regulated environment with lengthy clearance processes.
- open roles addressed at launch
- 600+
- hires supported annually
- 200–400
- delivery model
- End to end
What NXTThing did
NXTThing implemented an end-to-end RPO model with structured screening, continuous candidate communication, pre-qualified pools of cleared candidates, and trackable hiring processes. Scope later expanded to administrative, executive recruiting, and sourcing support.
| Before | After |
|---|---|
| More than 600 open roles and constrained internal capacity | Immediate scalable RPO support |
| Limited communication during lengthy clearances | Consistent candidate communication and tracking |
| Hiring quality under pressure | Structured screening and pre-qualified candidate pools |
| Initial surge support | Broader embedded recruiting partnership |
“I wanted to reach out to thank you for the support you provided throughout the recruiting process for my current role in the OCI department. You made me feel at ease, and it meant a lot that you took out the time to correspond or do additional calls with me whenever I had any questions. Your openness about your experience and the speed with which you found answers to anything I was confused about was very thoughtful. Thank you for your kindness, patience, and excitement along each step of the recruitment and hiring journey. It made me confident in my decision to join the organization.”
The outcome
The transportation authority stabilized a large hiring backlog, improved candidate quality and visibility, and established a scalable recruiting model for complex corporate and operational hiring.
What’s next
NXTThing remains a trusted partner for surge capacity and long-term workforce planning as the relationship continues beyond the initial backlog need.