The Challenge
The client, a national property management company that owns and manages single-family rental homes across dozens of markets, came to TRC with a technician turnover rate of 53%, well above what the business needed to stay staffed. To operate at full strength, the company needed roughly 250 technicians on the roster at any given time. At that turnover rate, they had to hire hundreds of technicians a year just to stay even, let alone grow.
The Solution
TRC built a Customized Workforce Solutions partnership designed with a Recruitment Process Outsourcing model to move quickly and adapt as the client’s needs evolved.
Rapid-response sourcing. In the first weeks of the partnership, TRC launched targeted job board boosts to generate immediate candidate flow and give the client’s leadership team quick, visible wins while a longer-term strategy took shape.
A marketing-led approach to fix the real problem. Once the initial pipeline was flowing, TRC’s marketing team went to work on the root cause. That meant rewriting job postings to speak directly to residential service technicians instead of multi-family maintenance staff, running social media campaigns to reach passive candidates, and testing geofencing around competitor locations to capture technicians already in the field.
The Results
TRC’s RPO team has become a true extension of the client’s talent acquisition function, not just a staffing vendor.
- Confirmed placements across 5 markets: Nashville, Memphis, Winston-Salem, Charlotte, and Charleston, with more in progress
- 8 technician starts in a single month, with additional offers pending acceptance
- A 1:1 submit-to-interview ratio and a 7:2 interview-to-offer ratio, reflecting a tightly qualified pipeline
- Scope grew roughly 300% beyond the original engagement, without a drop in service
- Daily and weekly reporting now standard, giving leadership real-time visibility by channel and market
Key Takeaways
Turnover problems aren’t always pay problems. Job descriptions are marketing, not just paperwork. The words in a posting determine who applies. Employer brand shapes results long before a candidate ever talks to a recruiter. And hiring needs have to shift with the season and the market.
