Studies & Examples

Lets look at why and how you benefit from trying TPRG

Study 1 - Value & Quality

Driving Hiring Success & Cost Control with TPRG Talent Solutions

Background

Example 1: A mid-sized tech company—facing a tight talent market and rising internal recruitment costs—sought a partner to help improve its hiring quality and reduce the risk of costly turnover. Traditional in‐house recruiting methods were proving inefficient and expensive, with turnover and mis-hires significantly affecting overall performance, and the bottom line. The company decided to engage.

Challenge

The hiring manager and leadership team were concerned about:

High Turnover Costs: A single mis-hire can cost anywhere from 25% to 200% of an employee’s annual salary due to lost productivity, onboarding expenses, and recruitment fees.
Quality Concerns: Internal processes were not effectively filtering for long-term cultural fit or specialized skills.
Time-Intensive Processes: Lengthy screening and interviewing cycles delayed critical project deliverables.
Financial Risks: Standard agency guarantees of 30–90 days left the company exposed to the possibility that a key hire might leave after the guarantee expired, incurring additional costs to re-hire. TA teams provide no guarantee of any kind. This increases costs and makes mis-hires much more costly.

The TPRG Solution

TPRG Talent Solutions stepped in as a true partner by providing:

Access to a Vast Network: Utilizing an extensive candidate network (over 250 million profiles) and sourcing passive candidates that were previously out-of-reach .
Thorough Vetting and Screening: TPRG’s experienced Talent Experts pre-screen, interview, and assess candidates rigorously—ensuring that only the best, long-term fits are presented.
A 365-Day Guarantee: Unlike many recruitment agencies offering only 30- to 90-day guarantees, TPRG stands behind its placements with up to a year-long replacement guarantee. This means that if a candidate departs or fails to meet performance expectations within a year, TPRG will replace them at no additional cost. This industry-leading guarantee drastically reduces the financial risk associated with a mis-hire.
Faster Time-to-Hire: By recalibrating the search based on ongoing feedback, TPRG typically presents multiple qualified candidates within five business days, freeing internal teams to focus on strategic priorities.

Implementation

After a detailed intake session, TPRG’s team mapped out the hiring needs in close collaboration with the company’s hiring manager. The process included:

Candidate Pre-Assessment: Each candidate underwent a multi-stage screening process. A calculated match to job requirements and needs was completed.
Ongoing Feedback and Refinement: TPRG’s agile process allowed for continuous adjustments, ensuring the candidate pool remained aligned with the evolving needs of the company.
Seamless Integration: Once a candidate was selected, TPRG assisted with the offer negotiation, notice period management, and onboarding support to ensure a smooth transition.

Results

Over the course of one year, the partnership with TPRG yielded significant benefits:

Cost Savings: By eliminating the risk of early turnover (thanks to the 365-day guarantee), the company saved tens of thousands of dollars per mis-hire avoided. In similar industry examples, external partnerships have led to savings ranging from 20% to 40% in overall recruitment costs .
Improved Quality of Hire: With access to both active and passive candidates, the quality and longevity of hires improved markedly, reducing turnover rates.
TA Teams Miss Passive Candidates: Passive candidates are not actively searching for work. They are not on the job boards, etc. Talent Acquisition teams are mainly looking at active candidates who are either unemployed, or actively hiring. By using TPRG, you get access to top-performers at your competition. You also get access to top-performers from other niches you would not normally look at.

Conclusion

By choosing TPRG Talent Solutions, the company not only secured high-quality talent but also transformed its recruitment process into a strategic advantage. The 365-day guarantee provided unprecedented assurance, essentially insulating the business against the high costs of mis-hires and turnover. This case study underscores the long-term value of partnering with a recruitment firm that offers both innovative sourcing strategies and robust risk mitigation, ultimately driving better business outcomes and significant cost savings.

Why Executive Search vs TA & When it's Right

Why Choose an Executive Search Firm?

In today’s dynamic business landscape, strategic hiring is critical. While internal TA teams manage day-to-day recruitment, they come with fixed overheads (salaries, benefits, PTO, training, and technology costs) and often focus mainly on active candidates. In contrast, an executive search firm like TPRG Talent Solutions offers an adaptive pricing model and specialized expertise that not only attracts top-tier passive candidates but also delivers significant cost savings. Whether you’re a 50-person startup or a multinational with millions of employees, leveraging an external search firm can dramatically improve your hiring outcomes and overall performance.

Key Benefits of Using an Executive Search Firm:

Adaptive Pricing Model & Cost Savings:
- Fixed Overhead vs. Performance-Based Fees:
  - Internal TA teams incur fixed costs (typically 3–5% of total payroll) that persist even when hiring slows.
  - Executive search firms like TPRG use an adaptive pricing model—charging fees only upon a successful placement, converting fixed costs into variable, performance-based expenses.
- Volume Hiring Advantage:
  - TPRG’s flexible pricing is especially cost friendly for companies with mid to high volume hiring needs.
  - Recent reports from Deloitte (2023) show that performance-based recruitment models can cut recruitment costs by up to 35% compared to traditional internal approaches.
Access to Superior, Passive Talent:
- Active vs. Passive Candidates:
  - Internal teams often focus on active candidates, missing out on the hidden pool of passive talent.
  - Research from Korn Ferry (2022) indicates that up to 70% of top-performing executives are passive candidates—professionals who aren’t actively job searching but offer superior stability and performance.
- Higher Performance and Retention:
  - Studies (e.g., Glassdoor Talent Trends, 2022) have found that hiring passive candidates can lead to 20–30% lower turnover rates.
  - Passive candidates are usually better aligned with long-term strategic goals, resulting in improved leadership and organizational performance.
Accelerated Hiring & Operational Efficiency:
- Streamlined Processes:
  - With advanced sourcing tools and industry-specific networks, TPRG can reduce time-to-hire by 30–50% compared to internal TA teams.
- Minimized Disruption:
  - Faster placements mean critical leadership roles are filled quickly, reducing downtime and safeguarding productivity—a key factor highlighted in McKinsey’s 2022 Talent Acquisition Report.
Strategic Expertise and Focus on High-Level Roles:
- Specialized Market Insight:
  - TPRG brings deep industry expertise and a strategic approach tailored to executive-level hiring, which internal teams—often focused on high-volume, lower-level roles—may lack.
- Resource Reallocation:
  - Outsourcing recruitment frees up internal resources to concentrate on core business operations while TPRG focuses exclusively on securing high-impact leaders.
- Scalability Across Company Sizes:
  - For a 50-person company: Offers cost-effective, expert-led recruitment without the expense of an in-house TA department.
  - For a 250-person company: Balances operational hires with strategic leadership roles, maximizing internal efficiency.
  - For a 1,000-person company: Provides scalable executive hiring that improves management quality and reduces leadership vacancies.
  - For a 1,000,000-person company: Delivers consistent, global recruitment strategies that drive competitive advantage across diverse markets—saving millions through better leadership and reduced turnover (HBR, 2022).

Conclusion:

Partnering with an executive search firm like TPRG Talent Solutions offers a comprehensive advantage over an internal TA team by:

Reducing Overhead Costs: Converting fixed TA expenses into performance-based fees.
Enhancing Talent Quality: Accessing a rich pool of passive candidates who drive superior performance and retention.
Accelerating the Hiring Process: Minimizing time-to-hire and operational disruption.
Providing Strategic Expertise: Delivering industry-specific insights and scalable recruitment solutions that support long-term business success.

By choosing TPRG’s adaptive and value-based approach—whether through retained or contingent search—companies can achieve significant cost savings and boost their bottom line through improved leadership quality and overall organizational performance.

References:

Deloitte Global Human Capital Trends (2023). Performance-Based Recruitment Models. Deloitte Insights.
Korn Ferry Global Talent Report (2022). The Hidden Pool of Passive Talent. Korn Ferry.
Glassdoor Talent Trends Report (2022). Passive Candidates and Turnover Rates. Glassdoor.
McKinsey & Company Talent Acquisition Report (2022). Accelerating Time-to-Hire and Improving Efficiency. McKinsey.
Harvard Business Review on Scalable Recruiting (2022). Global Strategies for Executive Recruitment. HBR.

Studies on Passive Candidates

Why You Should Be Focusing on Passive Candidates

An executive search firm like TPRG Talent Solutions can make a significant impact on company performance and the bottom line by leveraging its expertise and extensive network to identify both active and, importantly, passive candidates. Passive candidates—those not actively seeking new opportunities—often represent a hidden pool of highly qualified talent. Research shows that passive candidates tend to be more successful in their roles due to their strong current performance and loyalty to their employers. For instance, Rynes, Schneider, and Barber (2000) found that passive candidates typically exhibit higher job performance and better long‐term retention, likely because they are not motivated by desperation but rather by opportunities that truly align with their skills and career goals

dictionary.apa.org

Moreover, Cappelli (2008) in his work on talent management emphasizes that recruiting passive candidates can be challenging, but the long-term benefits—such as improved leadership quality and lower turnover costs—can far outweigh the initial effort

researchgate.net

LinkedIn’s Global Recruiting Trends Report (2017) further supports this by showing that a substantial portion of top talent remains passive, and companies that tap into this pool often see enhanced organizational performance through superior strategic leadership and cultural fit

scribbr.com

By partnering with TPRG, companies benefit from specialized search processes and tailored strategies that go beyond traditional job advertising. TPRG’s approach involves:

Targeted Sourcing: Using a combination of advanced tools and deep industry expertise, TPRG identifies both active candidates and the hard-to-reach passive candidates who are not accessible through conventional channels.
Thorough Vetting: Their multi-stage assessment process ensures candidates are not only highly skilled but also a strong cultural fit, reducing the risk of costly mis-hires.
Efficiency: With an established network and refined processes, TPRG can deliver quality candidates faster, thereby reducing time-to-hire and lowering recruitment costs.

Ultimately, engaging an executive search firm like TPRG helps companies secure top-tier talent that drives strategic initiatives, improves operational efficiency, and boosts the bottom line through better long-term performance and retention.

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