See how ARDEM supported 5-6 specialized roles per day, approximately 50 candidates per role, and 250-300 daily outreach activities through role intake, candidate research, resume fit review, response tracking, and Asana handoff.
MANAGED CANDIDATE SOURCING CASE STUDY
Scaling Candidate Sourcing Capacity Through a Managed Recruiting Operations Workflow
5-6/day
Roles supported
~50
Candidates/role
250-300
Daily outreach
Asana
Recruiter handoff
Overview
A transportation-focused talent management consultancy needed a repeatable way to support candidate sourcing across specialized engineering, estimating, and infrastructure roles. Daily sourcing required job-description interpretation, candidate research, resume fit review, outreach support, response tracking, and handoff before recruiters could focus on higher-value candidate conversations.
The Challenge
Supporting 5-6 roles per day at approximately 50 candidates per role created substantial recurring research volume, while specialized job requirements meant candidate relevance could not be reduced to broad list generation.
Outreach activity and interested-candidate follow-up also needed a visible handoff so recruiter engagement was not dependent on informal tracking.
The ARDEM Solution
ARDEM created a managed recruiting operations workflow covering role intake, candidate research, resume fit review, outreach support, response tracking, exception handling, and Asana handoff.
The client retained ownership of candidate conversations, interviews, stakeholder management, and final hiring decisions while ARDEM managed the repeatable sourcing execution layer.
Download the Full
Managed Candidate Sourcing
Case Study
Managed Candidate Sourcing
Case Study
For recruiting leaders, talent advisory firms, RPO teams, COOs, and organizations with recurring specialized hiring needs across multiple roles.
"*" indicates required fields
Why ARDEM
Job descriptions and client requirements established sourcing criteria before research began.
Potential candidates were identified through approved sourcing channels across multiple roles.
Candidate backgrounds were compared with client-defined requirements before handoff.
Recurring outreach activity was prepared and supported within a defined daily cadence.
Interested candidates moved into Asana for recruiter follow-up and sourcing visibility.
Unclear requirements or sourcing challenges were escalated instead of resolved through unsupported assumptions.Managed Workflow Diagram
The Results
The managed sourcing workflow supported 5-6 roles per day, approximately 50 candidates identified per role, and roughly 250-300 daily outreach activities. Candidate backgrounds were reviewed against client-defined requirements before handoff, interested candidates were moved into Asana for recruiter follow-up, and unclear sourcing requirements were escalated rather than assumed. ARDEM managed the recurring sourcing operation while the client retained candidate conversations, interviews, and final hiring decisions.
The 250-300 Daily Outreach Activities Were Only the Visible Problem
The Larger Constraint Was Recruiter Capacity Being Consumed Before Candidate Conversations Even Began
The client did not only need more names. Specialized roles required role-specific research and resume fit review before outreach and handoff.
Keeping all of that recurring activity inside the recruiting team meant skilled recruiters continued to spend time on research, preparation, and tracking instead of conversations, interviews, and stakeholder management.
The operating model needed to separate repeatable sourcing execution from client-owned candidate engagement and hiring decisions.
ARDEM structured a managed sourcing workflow supporting 5-6 roles per day, approximately 50 candidates per role, and 250-300 daily outreach activities. Role intake, candidate research, fit review, outreach support, response tracking, exception handling, and Asana handoff operated inside one sourcing cadence while the client retained interviews and final hiring decisions.
1
Role Intake
Review job descriptions, requirements, and sourcing expectations.
2
Candidate Research
Identify potential candidates through approved channels.
3
Resume Fit Review
Compare candidate backgrounds with client-defined role criteria.
4
Outreach Support
Prepare and support recurring candidate outreach activity.
5
Response Tracking
Track interested candidates and move them into Asana.
6
Exception Handoff
Escalate unclear requirements and preserve recruiter decision ownership.
What You’ll See in the Full PDF
The full case study explains:
- How client job descriptions established sourcing criteria
- How candidate research scaled across 5-6 specialized roles per day
- How approximately 50 candidates per role were reviewed for fit
- How 250-300 daily outreach activities were supported through a repeatable cadence
- How interested candidates entered a visible Asana handoff
- How client recruiters retained candidate conversations, interviews, and hiring decisions
How Much Recruiter Capacity Is Spent Before a Qualified Candidate Conversation Begins?
Download the case study to see how a managed candidate sourcing workflow can create daily research capacity, role-based fit review, outreach support, response visibility, and a cleaner recruiter handoff.