When you’re short-staffed and under pressure, hiring fast without compromise to fill a critical role can feel like an impossible task, especially in warehouse and logistics recruitment where candidates move quickly.
But fast doesn’t have to mean risky. With the right structure, screening, and communication, it’s possible to reduce time to hire and still get the right result.
This case study shows how we helped a national distribution client go from vacancy to offer in just 7 days, without overloading their team or cutting corners.
Client Snapshot
- Industry: Distribution & Logistics
- Team Size: Large, national footprint
- Role Type: Warehouse Assistant (entry-level operations)
- Engagement Type: Permanent, full-time
The Challenge
This role had already been open for months and advertised multiple times under the company’s name. As a result, candidate engagement had dropped, many had already applied without hearing back, while others were less likely to engage with the role again.
The client was a national distribution business, and their internal TA team was at capacity across multiple roles. Meanwhile, the warehouse still needed someone reliable on the floor to keep things moving.
In this part of the market, candidates don’t sit around for long. Without daily attention, you miss them.
The challenge was to get the role filled properly without pulling the warehouse manager or TA team further into an already stretched process.
What We Did
We approached this as a high-volume warehouse recruitment process by keeping momentum high, while reducing the amount of involvement needed from the client.
A targeted job ad went live on Friday and brought in 70 applications by Monday.
From there, we filtered early. A short set of screening questions around availability, pay expectations, and start dates reduced the pool to 30 relevant candidates without needing input from the client.
We then spoke directly with 8 candidates to assess reliability and fit.
For the strongest group, we introduced recorded video interviews. This allowed the warehouse manager to review candidates in their own time, without needing to schedule and sit through multiple first-round interviews.
Seven candidates completed video submissions. From those, three were selected for face-to-face interviews.
One was offered the role.
Results
The role was filled in 7 days, end to end.
- Role open for months → filled within one week
- 5+ hours of face to face time removed from the line manager’s workload
- 3+ hours of phone screening removed from the TA team
- Minimal involvement required from the TA team
- Warehouse operations continued without disruption
Why It Worked
In warehouse and logistics, these types of roles doesn’t fail because of a lack of candidates. It stalls because no one has the time to stay on top of it properly.
We kept the process moving daily, filtered early, and made it easy for the client to make decisions without getting pulled into unnecessary steps.
If You’re Dealing With Similar Roles
If you’ve got roles that have been open longer than they should be, especially ones that need consistent attention, we can step in and run them properly without adding more to your team’s workload.
Client Feedback
Warehouse Manager: “I loved the video interviews. It was a huge time-saver, and when I met the candidates face to face, I already felt like I knew so much about them.”
Talent Acquisition Team: “It was such a relief to have this role filled quickly. We only needed a few quick email updates, which meant we could stay focused on everything else we had going on.”
Recruitment Central Advice
Hiring fast doesn’t mean skipping steps. We help businesses reduce time-to-hire without cutting corners. If you’re struggling to keep up with roles that need daily attention, book a quick chat with us. We’ll help you clear the bottlenecks and find great people fast.
If you found this article useful, you’ll love our guide on: Phone Interviewing
