The Challenge
RetailMax needed to triple its workforce from 600 to 1,800+ employees across 14 new markets in 18 months to fuel its aggressive expansion plan. Their existing HR team had no structured sourcing process, no ATS, and an employer brand virtually unknown in target markets. Time-to-hire averaged 67 days and quality-of-hire metrics were untracked.
- ✗Required 1,200+ hires across 14 new markets in 18 months
- ✗Average time-to-hire at 67 days — far above the 30-day target
- ✗No ATS or structured recruitment workflow in place
- ✗Employer brand unknown in 11 of 14 target expansion markets
- ✗70% of hires were leaving before the 12-month mark
- ✗HR team of 4 managing entire recruitment function with no specialist support
The AIDWAY Approach
Phase 1: Talent Infrastructure Design
AIDWAY began with a hiring needs analysis across all 14 target markets, defining role profiles, compensation benchmarks, and sourcing channel strategies for each geography. We selected and implemented a cloud-based ATS, configured workflows, and trained the internal HR team — establishing the infrastructure before scaling sourcing.
Phase 2: Employer Brand Development
We developed a compelling employer value proposition (EVP) for RetailMax, creating branded career pages, job advertisement templates, and an employee advocacy program. Campus partnerships were established with 18 institutes across key markets, and a structured referral program was launched — reducing cost-per-hire by 34%.
Phase 3: Multi-Channel Sourcing at Scale
AIDWAY deployed a multi-channel sourcing strategy combining LinkedIn Talent Solutions, Naukri, Indeed, campus drives, headhunting, and local job fairs. Dedicated sourcing teams were placed in the four highest-volume markets. In peak months, the pipeline generated 400+ qualified applications per week.
Phase 4: Onboarding & Retention Engineering
A structured 90-day onboarding program was designed and implemented, including role-specific training tracks, buddy programs, and 30/60/90-day check-ins. The new onboarding framework directly addressed the root causes of early attrition — improving 12-month retention from 30% to 85%.
“AIDWAY didn't just fill roles — they built us a recruitment engine we can run ourselves. The talent infrastructure they designed has become a strategic asset for our expansion.”
Priya NairCHRO, RetailMax Group
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