How leading companies use TalentNet to change the way they hire.
Reducing costs while re-engaging top talent: How Direct Sourcing supports Tech Companies
Tech skills expire fast. One in three skills listed in a typical 2017 IT job posting was no longer relevant by 2021, and demand for AI, big data, and technology literacy now outpaces supply. To keep up, tech companies spread hiring across too many staffing agencies. Contract limits, often capped at 24 months, push top performers out the door, and bringing them back means paying premium re-engagement fees that have driven agency rates up by more than 60%. The result is a hiring model that forces companies to give up speed, cost, or quality.
TalentNet replaced reactive, agency-led hiring with a proactive Direct Sourcing strategy. Using the power of their own employer brands, companies built active talent communities and specialized talent pools of proven workers who stay engaged long after their contracts end. A 60-second registration and one-click apply kept the candidate experience simple, while consolidating third-party agencies gave procurement teams clear visibility and control over spend. With a ready-to-engage pool of known talent, companies no longer had to choose between speed, cost, and qualit
A global social media company grew its fulfillment rate from 12% in 2021 to over 50% in 2025 and built a U.S. talent community of more than 90,000 members. A multinational news and information services company saved $56 million while sustaining a year-over-year fulfillment rate above 90%. Another organization hired at 10 to 15% below the supplier average, stayed four days ahead of its time-to-fill goals, and grew a talent community of more than 80,000 members. Across programs, clients averaged more than 40,000 talent community members in their first year.
A Time of Dramatic Growth – How This social Media Giant Centralized Its Contingent Workforce Network While Increasing Fulfillment Rates
This global social media giant went through a period of significant and sustained hyper growth, leading to difficulty with optimizing and managing the hiring process. Due to the company’s pace of growth, managers often took on the role of HR and hired candidates from their personal networks as needed, leading to a lack of controls over contingent labor. This made it difficult to track successful candidates when they left and re-engage with top talent. Without proper talent communities, the organization had difficulty managing their contingent workforce to ensure top talent was brought back when needed.
The social media giant participated in TalentNet’s Program Readiness, a decision-making workshop that develops key Direct Sourcing best practices, which were then implemented to create a more effective Direct Sourcing program. These best practices included leveraging its brand power, creating stronger internal communications, and appointing members of the organization to champion the social media giant’s value proposition. Through our Direct Sourcing strategy, TalentNet helped the company track and re-engage top talent and build a robust global talent community. Our engagement allowed this customer and curation partner to continue driving a best-in-class program aligned to best practices around operational workflows, shortlisting, and exclusivity periods.
As one of our most successful programs, this company saw its fulfillment rate increase from 12% in 2021 to over 50% in 2025. Through the Direct Sourcing program, the social media giant saved millions per year while building a talent community of over 90,000 members in the U.S. TalentNet’s program gave the organization more control over its contingent workforce, reducing time to fill. Our strategy also brought future payoffs, such as increased worker retention. By re-engaging successful workers, the company was able to build more effective teams and streamline onboarding, decreasing the need to re-hire in the long term.
Empowering exponential growth: How AGS and TalentNet helped a tech giant save on costs and streamline their hiring strategy
A global tech company needed support with high-volume contingent hiring. Relying solely on third-party staffing agencies drove up costs and slowed fulfillment. To improve efficiency and candidate experience, the company partnered with Allegis Global Solutions (AGS) and TalentNet.
Together, they built a Direct Sourcing program leveraging the company’s brand, a branded job site, and TalentNet’s integrated platform, enabling candidates to join Talent Communities and apply in 60 seconds. Alumni engagement played a key role in attracting top talent.
n the first year, the program delivered $1.3M in cost savings, reduced hiring costs by 19.35%, cut time-to-fill by 2 days, and grew a Talent Community of 80,000+ members.
Building trusted talent communities through global expansion: Supporting Capgemini
Capgemini leveraged a Direct Sourcing technology to streamline their extensive contingent workforce program, prioritizing the identification and re-engagement of former workers to build robust global talent communities.
TalentNet collaborated with Capgemini to efficiently source experienced talent, creating global contractor talent pools and re-engaging high-performing staff through a user-friendly platform. With expertise in data privacy and SOC 2 Type II compliance, we worked closely with Capgemini's local data privacy offices to ensure region-specific privacy law compliance, garnering support from Procurement, HR, and Curation teams globally, and ultimately taking ownership of the successful global expansion project.
Capgemini successfully expanded into India, the UK, France, the Netherlands and Belgium while building a global Talent Community of 300,000+ members, including over 17,000 of them being trusted former workers. The organization is planning to continue to expand into new regions, such as Poland, the Nordic regions, and multiple other countries worldwide.
A Unique Strategy for a Direct Source Program – How a Leading Health Insurance Company Met Their Contingent Hiring Goals
A leading health insurance company aimed to decrease dependence on third-party suppliers and overall labor costs, while expanding their contingent and seasonal hiring program. Their goal was to hire top-quality talent more cost-effectively and efficiently.
TalentNet worked with the company through Program Readiness - a data-centric decision-making workshop. The organization met with our experts and built an internal curation team to support their hiring strategy. They also made use of our intuitive Direct Sourcing platform to easily find and contact both new hires and trusted previous contractors who worked at the company before.
The health insurance company met their hiring goals in the first year working with TalentNet, then went on to double these goals, with 3,700+ people hired in over 40 locations across the U.S. since initial engagement. They also grew their talent community to 116,437 members while achieving a cost avoidance of $29.1M, totaling a 25% cost avoidance / savings. The organization was able to improve its efficiency and reduce costs by running over 67% of their spend through Direct Sourcing.
Financial services company achieves significant cost savings through AMS and TalentNet’s Direct Sourcing partnership
As a major player in the financial services field, this organization was interested in leveraging leading-edge Direct Sourcing solutions to cut costs, improve candidate quality and create a more seamless candidate experience.
The organization engaged AMS, which then engaged TalentNet to create an end-to-end solution that met its unique hiring needs. AMS provided top-tier recruitment support while using TalentNet’s intuitive Direct Sourcing platform to build a robust Talent Community.
Through TalentNet’s guidance and AMS’ delivery, the company saw a 400% increase in Direct Sourcing program headcount in 2023 compared to year 1 of the program, while also achieving in excess of 20% savings on average across the program. It was also able to grow its Talent Community by 460%, hiring 60% of the roles received by the Direct Source program using its talent pool.
Gas and oil giant surpasses hiring goal after revamping its Direct Sourcing program
TalentNet revamped the company’s Direct Sourcing program, enhancing hiring speed, refining practices, and implementing a new communication strategy. Key changes included a 48-hour Curator exclusivity period, integration of new publication sources, and provision of client domain emails. Operational workflows were optimized, stakeholder alignment ensured, and roles with the Curation partner redefined for seamless integration and branding adoption.
TalentNet implemented several changes to allow for quicker hiring, improved best practices, and the successful rollout of a new communications strategy. These changes included implementing 48-hour exclusivity for curators, setting up new publication sources like Indeed, and adding client domain emails for every team member.
In 2023, the company surpassed its hiring goals, filling 70% of its open roles for the year. In Q4, the organization was able to reach a 92% fulfillment rate.
TalentNet + Atrium: A Powerful Direct Souring Partnership for a Premier Biopharmaceutical Company
A leading biopharmaceutical company sought to enhance its contingent hiring process by revamping its Direct Sourcing program, aiming to provide temporary talent with a seamless, branded experience similar to permanent employees and improve overall efficiency with enhanced reporting and communication protocols.
The biopharmaceutical company partnered with Atrium, utilizing TalentNet's Direct Sourcing platform to build a Talent Community for contingent roles. Atrium engaged with a diverse network, leveraging corporate brand recognition, alumni connections, and targeted outreach to foster an engaged talent pool. The collaboration included workshops and implementation of best practices, resulting in an efficient and user-friendly Direct Sourcing process with a concierge solution provided by Atrium's expertise and TalentNet's technology.
TalentNet and Atrium revamped the Direct Sourcing program, achieving a remarkable 70% application ratio from the engaged Talent Community. This success, driven by proven practices and brand integration, led to continuous 20% year-over-year growth in the Talent Community, accumulating over 60,000 applications in the five-year partnership.
