{"id":29151,"date":"2025-03-19T13:42:37","date_gmt":"2025-03-19T13:42:37","guid":{"rendered":"https:\/\/wordpress.staging.certn.co\/?p=29151"},"modified":"2025-04-24T19:26:52","modified_gmt":"2025-04-24T19:26:52","slug":"scaling-smart-how-to-drive-high-growth-hiring-without-sacrificing-quality","status":"publish","type":"post","link":"https:\/\/wordpress.staging.certn.co\/emea\/blog\/scaling-smart-how-to-drive-high-growth-hiring-without-sacrificing-quality\/","title":{"rendered":"Scaling Smart: How to Drive High-Growth Hiring Without Sacrificing Quality"},"content":{"rendered":"\n

What the FTE?<\/em> is a podcast by Certn where we explore the tough questions surrounding the future of work, risk management, and employee experience. Whether you\u2019re an HR leader, a TA newbie, or simply curious about the changing nature of work, this podcast provides you with practical insights to help you secure your seat at the table.<\/p>\n\n\n\n

This week Certn\u2019s CEO, Andrew McLeod, sits down with Matthew Heiydt<\/a>, Founder of BackStretch Recruitment, to discuss the critical components of hiring at scale. Matthew loves working with leadership teams and creating talent acquisition strategies. In 23 years, he\u2019s helped hundreds of companies through over 12,000 interviews and 3,000 hires. This conversation offers invaluable lessons for HR professionals preparing for rapid expansion in 2025 and beyond.<\/p>\n\n\n\n

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Hiring at scale is hard. If you think you can wing it with the same old processes, you\u2019re setting yourself up for a world of pain. The challenge isn\u2019t just about speed, it\u2019s about scaling while keeping quality intact. If you\u2019re an HR leader in 2025, the question isn\u2019t can<\/em> you hire fast; it\u2019s can<\/em> you hire fast without breaking everything?<\/p>\n\n\n\n

The ability to hire efficiently while maintaining culture, engagement, and performance is a defining factor of long-term organizational success. This is what I discussed with Matthew Heiydt, Founder of BackStretch Recruitment. We talked about what actually works when hiring at scale, no fluff, just real talk. Matt loves working with leadership teams and creating talent acquisition strategies. In 23 years, he\u2019s helped hundreds of companies through over 12,000 interviews and 3,000 hires. He even helped Certn make 200 hires in under two years. Matt offers invaluable lessons for HR professionals preparing for rapid expansion in 2025 and beyond.<\/p>\n\n\n\n

The Balancing Act: Speed vs. Quality<\/h2>\n\n\n\n

Companies love to brag about how fast they hire, but if speed is your only flex, I think you\u2019re missing the point. According to research by LinkedIn, the average hiring process takes 41 business days<\/a>. Forty-one.<\/em> Meanwhile, Matt\u2019s team averages 17 days. How? By cutting out the inefficiencies while keeping the human element intact. <\/p>\n\n\n\n

The key takeaway? Process efficiency should enhance, not replace, candidate experience and quality assessment.<\/p>\n\n\n\n

1. Closing Candidates: Where Most Companies Get It Wrong<\/h3>\n\n\n\n

Let\u2019s talk about what keeps hiring managers up at night: closing. It\u2019s one thing to get great candidates in the door; it\u2019s another to actually get them to sign. So why are companies still relying on impersonal offer letters?<\/p>\n\n\n\n

Matt puts it bluntly: \u201cWe were seeing companies lose top candidates simply because they treated offers like a formality instead of a personal, human moment. That\u2019s when we implemented video offer presentations.\u201d<\/em><\/p>\n\n\n\n

Instead of emailing a cold offer, Matt says top companies are making the final step feel personal. Video calls, personalized decks, and direct founder involvement are game-changers. Not only does this create a sense of urgency, but it also turns hiring into a relationship, not just a transaction.<\/p>\n\n\n\n

Some of the top reasons candidates decline offers include:<\/p>\n\n\n\n