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Fitness Platform
Digital Wellness Solutions
Engagement Model: Recruitment Process Outsourcing (RPO) & Talent Solutions
Client Industry: Fitness Tech / SaaS / Gym Management
Executive Overview
A rapidly expanding fitness-tech SaaS company provides an integrated platform enabling gyms and training centers to manage memberships, scheduling, billing, and client engagement.
As the company expanded its product suite and service capabilities, they required rapid hiring scaling across the United States and the Philippines. The objective centered on building a hybrid workforce structure with technical and leadership roles in the US, complemented by customer-facing operational teams in the Philippines, without overburdening internal HR functions.
Rays Techserv deployed a dedicated RPO model to manage end-to-end recruitment operations and deliver measurable improvements in hiring efficiency and quality.
The Challenge
The client pursued aggressive hiring goals across engineering, marketing, and customer support functions while navigating several complexities:
- Recruiting across two distinct geographies requiring differentiated sourcing strategies: US market demanded senior technical and strategic talent; Philippines required high-volume operational and support hiring
- Intense competition for qualified bilingual and customer-facing professionals in the Philippines created challenges in time-to-fill and offer acceptance rates
- Leadership required data transparency and predictability with clear visibility into metrics and cost per hire
Solution Approach
Rays Techserv developed a region-specific RPO framework designed around the client’s product roadmap and hiring cadence.
Key Deliverables – Core Contributions
Dedicated Recruitment Pod: Remote team of recruiters and sourcing specialists aligned with client time zones, operating as an embedded HR extension.
Localized Sourcing Strategy:
- United States: Direct outreach and referral-based sourcing for engineering, marketing, and leadership positions
- Philippines: Structured pipelines for customer support, operations, and back-office roles through job boards, targeted campaigns, and referral programs
End-to-End Ownership: Managed complete recruitment lifecycle including sourcing, screening, interview coordination, offer management, and onboarding assistance under unified SLAs.
KPI-Driven Governance: Delivered weekly recruitment analytics tracking time-to-fill, offer acceptance, funnel conversion, and retention metrics.
Employer Branding Support: Enhanced job-market positioning through improved candidate communication and consistent experience across both geographies.
Engagement Framework
- Resource Allocation: Dedicated remote recruitment team aligned with US and Philippine operations
- Project Timeline: Ongoing engagement with quarterly hiring sprints
- Collaboration Infrastructure: ATS integration, shared analytics dashboards, weekly syncs via Slack and Zoom
- Delivery Model: Embedded partnership operating as an extension of the client’s HR organization (End-to-end RPO: Sourcing → Screening → Offer → Onboarding)
Results & Impact
- 38% reduction in time-to-fill across key roles in both US and Philippines markets
- 20% higher offer-acceptance rates in the Philippine market through localized engagement strategies
- Delivered steady, scalable hiring pipeline supporting quarterly expansion plans
- Improved 90-day retention rates through enhanced candidate-to-role matching and pre-boarding alignment
- Enabled leadership to maintain full operational control and visibility while outsourcing recruitment execution
