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Case Study
Data Center Staffing:
Reducing Time-to-Fill From 60+ Days to 21
See how Overwatch helped a major colocation provider reduce time-to-fill for critical data center roles from more than 60 days to just 21.
THE CHALLENGE
A major colocation provider was experiencing time-to-fill of more than 60 days for critical facilities engineer and electrical technician roles. With positions remaining open across multiple sites, workforce gaps were creating operational risk and increasing reliance on overtime and contract labor.
The client needed a faster way to identify qualified talent without sacrificing the technical skills required for mission-critical environments.
The Solution
Overwatch embedded a recruiting team directly into the client's workforce strategy, building location-specific talent pipelines around the roles and markets with the greatest need.
Rather than relying solely on traditional resumes and recruiting channels, our team also tapped into veteran transition pipelines to identify candidates with transferable military skills, technical experience, leadership, and the ability to perform in high-stakes environments. BuildNow provided bridge training where additional technical development was needed.
This approach expanded the available talent pool while helping qualified candidates translate their experience into mission-critical careers.
Results
Time-to-fill reduced from 60+ days to 21 days
40% of hires came through veteran transition pipeline
Client expanded partnership to 3 additional markets
Annualized cost savings of $500K+ in reduced overtime and contractor spend
By combining embedded recruiting, targeted talent pipelines, veteran hiring, and workforce development, Overwatch reduced hiring time by nearly two-thirds while helping the client lower workforce costs and expand the model into three additional markets.
A Different Approach to Mission-Critical Recruiting
Critical roles require more than matching keywords on a resume. Overwatch looks at the experience, technical capabilities, leadership, and transferable skills behind each candidate, then builds talent pipelines around the specific needs of the project and market.
That approach is especially valuable for transitioning service members whose military experience may not fit neatly into a traditional civilian resume but can translate directly to the demands of mission-critical work.
Ready for Results Like These?
Let's build a workforce strategy around the people, skills, and timeline your mission-critical operations require.