How a manufacturer brought hiring at three global centres under one scorecard.
An industrial manufacturer ran capability centres in India, the Philippines and Mexico, and each one hired its own way. Skillfi picked the right model for each centre, set the same SLAs everywhere and gave leadership one weekly view of hiring by country. Each centre runs on a different model from our RPO solutions.
Three centres, three ways of hiring, and no way to compare them.
The company's global capability centres had grown one at a time. Bengaluru handled engineering, Manila ran finance and customer operations, and a newer site in Monterrey supported supply chain and IT for North America.
Bengaluru used its own small team plus agencies. Manila hired through a BPO partner. Monterrey relied on local agencies. Each centre reported hiring differently, so leadership couldn't say which was working well, what a hire really cost, or why some roles stayed open for months.
Each centre was doing its best, but I couldn't tell you which one was hiring well, or why.
Global GCC Director, client
A different model in each country, measured the same way.
Forcing one model on three very different centres would have broken what was already working. Instead, Skillfi matched the RPO model to each centre's needs and made the rules and reporting the same everywhere.
The right model per centre
Hybrid RPO in Bengaluru alongside the in-house team, end-to-end RPO in Manila, and a project RPO for the Monterrey expansion.
One set of SLAs
Shortlists in five working days, interview feedback within 48 hours and offers within two days of a final interview, in every country.
A weekly scorecard
Open roles, time to hire, offer acceptance and cost per hire for each centre, on one page, every Monday.
12 months, three countries
From three separate hiring setups to one network with shared rules. Here's how the year unfolded.
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Month 111 agencies reviewed
Hiring audit
Process, costs, agencies and open roles reviewed at each centre, with time to hire worked out from past data.
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Month 21 set of SLAs
Models & SLAs agreed
A model chosen for each centre, and one set of SLAs signed off by the three centre heads.
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Month 2–4Manila live
Manila goes end to end
Skillfi took over all finance and customer operations hiring from the BPO partner, with accounting tests for finance roles.
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Month 3–660 hires, 14 weeks
Monterrey expansion
A project team hired supply chain analysts and IT support staff for a new North American shared services unit.
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Month 4–811 → 2 agencies
Bengaluru hybrid
Skillfi took volume engineering roles while the in-house team kept senior hires. Most agency contracts were closed.
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Month 12−31% cost per hire
Full-year review
All three centres hiring to the same SLAs and reporting every week, with costs down across the network.
Three models, one set of rules
Each centre kept the setup that suited it. What changed was that every one of them now worked to the same standards and reported the same numbers.
In-house plus Skillfi
- Skillfi on volume engineering
- In-house on senior hires
- One shared pipeline
Skillfi runs it all
- Finance & customer ops roles
- Skills tests before interviews
- Sourcing through to day one
A fixed-scope ramp
- 60 roles in 14 weeks
- Supply chain & IT
- Bilingual interviews
Same rules everywhere
- Shortlist in 5 working days
- Feedback within 48 hours
- Offer within 2 days of final
What changed across the network
Average cost per hire, all three centres
Includes agency fees, job ads and assessment costs.
I can finally put all three centres side by side on one page. When Monterrey slowed down in month seven, we saw it that week, not at the end of the quarter.
Global GCC Director, clientRunning capability centres in more than one country?
Our RPO team can match the right model to each centre and bring them all under the same SLAs and reporting. Need someone to look at how the centres run beyond hiring? Our fractional COO team can help.
- A hiring audit across your centres
- The right RPO model per country
- One set of SLAs for every site
- A weekly scorecard for leadership
30 minutes. No obligation.
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