An Eagle Hill living labs case study Hiring for the company,
not just the job

Recruiting is a lot like dating

In the dynamic world of recruitment, the goal is to find the ideal match – and just like in romance, the stakes are high. It's a process filled with excitement, anticipation, and sometimes heartache. Several years ago, we transformed our recruitment process to be data-driven, high-touch, and focused on compatibility – much like transitioning from getting set up by well-intentioned friends to using a sophisticated dating platform utilizing algorithms to improve matches.

As we embarked on this journey, our goals were clear: create a recruiting process that gives candidates a personalized experience and clear picture of who Eagle Hill is while getting us high-quality, right-fit candidates.

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Results to love

They get:

An honest picture of our environment, approach, and core values. And the information they need to make their decision.

We get:

Top talent, while avoiding the cost and damage of bad hires.


< 30 days average application-to-offer timeline.

3,800+ average annual applications received.

47% from historically underrepresented talent.

96% client satisfaction score.

*Stats represent 2022-2023

Rising Star: Innovative Recruiting & Retention Programs, Consulting Magazine, 2024
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Hiring top talent is a competitive advantage, but too many organizations leave the process up to chance. Just like in romance, when you think you’ve found the right hire, and they turn out to be the wrong one, it hurts – a lot.


Average Cost-Per-Hire
Source: SHRM, 2022


Cost of recruiting, hiring, and
onboarding a new employee

Source: SHRM, 2022

What if you could eliminate the guesswork in recruiting and find people who check all the boxes? Here’s what we’ve found works for running an efficient and effective recruiting and hiring program.

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Swipe right for success: Our recruitment makeover

Reflecting on our recruiting process, we realized hiring was not standardized and was often subjective. And we acknowledged the narrowness of our approach, prioritizing job function over cultural fit, which resulted in mismatches and overlooked potential.

So, we got to work reinventing our recruitment process, transforming it into an intentional, data-driven endeavor, with a renewed emphasis on diversity and inclusion. Our revamped approach included providing our recruiting team and interviewers with parallel unconscious bias and interview training to support an equitable and inclusive candidate experience, broadening our outreach efforts, implementing pattern-based methodologies, and prioritizing meaningful references, aligning every step with our organizational values and goals.

How we find the right matches:

Look to past performance as the biggest indicator of future success
Ask probing questions to uncover the real person behind the resume
Unearth data points throughout the process that reveal telling patterns and trends
Hear from the references we want to hear from
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The first date: Crafting a memorable candidate experience

The recruiting process is where the employee relationships begin. Just as a first date sets the tone for a budding romance, it’s the first taste future employees get of our brand and culture. That’s why we made the end-to-end process high-touch and personalized, from the first click to the offer.

Create a strong candidate experience at every touchpoint.


Research and application

Provide clear, consistent and easily available information on multiple channels.



Acknowledge receipt of all résumés—everyone gets a “yes” or “no” response.



Stay in touch on timelines and personally call top candidates who are not selected.


Making an offer

Communicate the offer clearly and ensure the candidate has a point of contact for questions.

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Finding the ideal match

Ultimately, successful recruitment is about more than just filling a position—it's about hiring a diverse group of top talent who are as committed to Eagle Hill as we are to them.

They get a clear picture of our work environment, management approach, core values, and development opportunities. This gives people the information they need to make their decisions. Simultaneously, we get the data points needed to make the right choice.

That’s the thing about how we do recruitment – it’s a win-win for us and for our candidates. What’s best? Our retention rate and client satisfaction scores are proof this is a winning formula.

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To do:

Eagle Hill is already helping clients find the perfect matches during the hiring process.

Want to learn more? Let us send you the full case study.