Case Studies – Chopt

CASE STUDY

How Chopt Hires Better General Managers

Chopt replaced instinct-driven hiring with a process built around what actually drives success in their top GMs.

SEE HOW IT WORKS

68%

More likely to perform above expectations

THE CHALLENGE

Their Hiring Process Wasn’t Built to Identify Great Managers

Chopt relies on strong General Managers to keep teams engaged and restaurants running smoothly. But their existing assessment wasn’t delivering. Feedback was limited, the scoring felt arbitrary, and hiring leaders couldn’t easily identify who had the qualities needed to lead well.

Without a reliable way to evaluate leadership candidates, hiring decisions came down to resumes and gut feel, neither of which consistently identified the right people.

The Hiring Challenges

Weak Insight

Existing tools offered little usable insight into candidate fit.

Unclear Scoring

Results felt random and hard to act on.

No Clear Benchmark

Hiring teams lacked an objective way to evaluate leadership potential.

THE HIGHMATCH APPROACH

Built Around What Actually Drives Performance

Chopt partnered with HighMatch to define what success looks like in their General Manager role, using real performance data instead of assumptions.

HighMatch benchmarked their top-performing GMs to identify the traits that show up consistently, including drive, integrity, and critical thinking. That profile became the foundation for a tailored assessment aligned to how the role actually operates.

Every candidate is now evaluated against what success looks like at Chopt, not a generic leadership model.

BENCHMARK

Identified the traits shared by Chopt’s highest-performing General Managers.

BUILD

Developed a tailored assessment aligned to that proven leadership profile.

VALIDATE

Tracked outcomes to ensure assessment results matched real on-the-job performance.

THE RESULTS THAT MATTERED

68% More Likely to Perform Above Expectations
70% More Likely to be Retained

68%

More Likely to Perform Above Expectations

70%

More Likely to Be Retained

Once the new process was in place, the impact was clear. Preferred candidates consistently outperformed their peers and stayed longer — giving Chopt’s hiring teams a confident, repeatable way to identify strong General Managers before they ever walk in the door.

HighMatch took the time to understand our culture and built an assessment that identified candidates with the same leadership traits as our top performers. They used performance data to keep it aligned with what our teams need in new leaders.

– David Curtis, Director of Talent Acquisition, Chopt

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Case Studies – Leading Software Company

CASE STUDY

How a Leading Software Company Cut Turnover by Half

Struggling with turnover and inconsistent performance, this leading software company partnered with HighMatch to identify account manager candidates likely to stay and succeed.

SEE HOW IT WORKS

60%

Lower
turnover

THE CHALLENGE

Turnover Was Disrupting Performance

This software company relied on account managers to support client relationships. But high turnover and uneven performance made results unpredictable and costly. Their hiring process lacked a reliable way to identify candidates who would stay longer and perform consistently.

Clearer signals were vital for leaders to mitigate risk and improve outcomes.

The Hiring Challenges

High Turnover

Frequent exits disrupted client relationships.

NO CLEAR SIGNAL

Hiring teams lacked a dependable way to predict success.

INCONSISTENT RESULTS

Performance varied widely across account managers.

THE HIGHMATCH APPROACH

From Unclear Fit to Predictive Hiring Signals

HighMatch partnered with the company to strengthen their hiring and performance process. By benchmarking top-performing account managers, HighMatch identified the behaviors and strengths that drove success and built a tailored assessment aligned to the role’s real demands.

BENCHMARK

Analyzed top-performing account managers to identify success-driving behaviors

BUILD

Built a role-specific assessment aligned to real job expectations

VALIDATE

Confirmed Preferred scores aligned to stronger performance and retention

THE RESULTS THAT MATTERED

Stronger Retention and Performance Outcomes

60%

Lower involuntary turnover

32%

More likely to be promoted

20%

More likely to be retained

After implementing HighMatch, the company saw clear separation in candidate outcomes. Preferred candidates consistently outperformed peers, stayed longer, and delivered stronger results across key performance measures.

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Case Studies – Spot Inc.

CASE STUDY

How Spot Inc. Reduced Turnover and Improved Sales Performance

Spot Inc., a national logistics leader, partnered with HighMatch to identify sales candidates who stay longer and outperform.

SEE HOW IT WORKS

47%

Decrease in turnover

THE CHALLENGE

Turnover Was Slowing Growth and Increasing Costs

Spot Inc. was experiencing high turnover in customer and carrier sales roles. These positions require heavy training investment and ramp-up time, making early exits particularly costly. Many new hires were recent college graduates, making it difficult to evaluate potential based solely on resumes.

Leaders needed a more reliable way to identify candidates with the traits to succeed in high-volume logistics sales.

The Hiring Challenges

High Turnover

Customer and carrier sales roles saw costly early exits.

Limited Predictive Insight

Resumes alone couldn’t reveal key success traits.

Inconsistent Hiring Decisions

Lack of objective signals led to misaligned hires.

THE HIGHMATCH APPROACH

From Guesswork to Data-Driven Hiring

Spot Inc. partnered with HighMatch to implement a personalized assessment strategy. By analyzing role needs and benchmarking current employees, HighMatch built a tailored assessment measuring traits such as quantitative reasoning, resilience, and monetary orientation, helping the hiring team spot top performers earlier.

BENCHMARK

Identified the core traits of successful customer and carrier sales reps

BUILD

Developed a tailored assessment targeting high-value predictive traits

VALIDATE

HighMatch I/O’s analyzed pre/post data to understand effectiveness

THE RESULTS THAT MATTERED

47% Lower Turnover, 3x More Likely to Hit Targets

47%

Decrease in Turnover (Sales)

40%

Decrease in Carrier Sales Turnover

3x

More Employees Hitting Load Targets

Spot Inc. saw dramatic improvement after implementing HighMatch. Stronger candidates stayed longer, hit performance targets more consistently, and delivered higher revenue and margins.

The impact was clear: A massive turnover reduction across two critical roles, with higher average margin and revenue for top scorers.

HighMatch Logo

Before HighMatch, we struggled with inconsistent hiring decisions and high turnover. The platform has provided us with a more objective and reliable way to assess candidates.

Christian Hyman, Director of Talent Acquisition, Spot Inc.

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Case Studies – Bedel Security

CASE STUDY

How Bedel Security Improved Efficiency and Reclaimed 1,200+ Recruiter Hours

Faced with more than 5,000 applicants for four roles, Bedel Security partnered with HighMatch to quickly identify best-fit candidates and dramatically reduce recruiter workload.

SEE HOW IT WORKS

1200+

Recruiter
hours saved

THE CHALLENGE

High Applicant Volume Was Slowing Hiring

Bedel Security received more than 5,000 applicants for four open roles. Recruiters spent hours each week reviewing resumes from candidates who looked qualified on paper but were not aligned with the demands of the IT Specialist role.

The Bedel talent team needed a faster, more reliable way to spot best-fit candidates.

The Hiring Challenges

Overwhelming Volume

5,000+ applicants created weeks of manual resume review.

Surface-Level fit

Many resumes looked strong but didn’t match real job demands.

Inefficient Screening

Recruiters lost hours each week evaluating mismatched candidates.

THE HIGHMATCH APPROACH

From Manual Review to Targeted, Predictive Screening

HighMatch partnered with Bedel Security to streamline hiring by identifying key success traits such as resilience, organization, and inductive reasoning. The process started with a Job Fit Questionnaire to filter candidates early, followed by a custom assessment and tailored interview questions.

BENCHMARK

Aligned on the core traits required for success in IT Specialist roles

BUILD

Developed a custom assessment measuring resilience, organization, and inductive reasoning

VALIDATE

Early screening and assessment data reduced 5,000+ applicants to fewer than 25 best-fit finalists

THE RESULTS THAT MATTERED

1200+ Recruiter Hours Saved,
50% Less Time Spent on Resumes

1200+

Recruiter
Hours

Saved

50%

Less Time on Resumes

5000+

Applicants Reduced to 25 Finalists

In under a year, Bedel Security dramatically improved recruiter efficiency. The HighMatch assessment process helped the team filter out misaligned candidates early and regain time for higher-value work.

The impact was clear: Bedel’s team saved over 1200+ hours, enabling their recruiters to focus exclusively on finalists who aligned with the needs of the role and their core values.

HighMatch significantly boosted our confidence in selecting the right candidates. Despite having over 5,000 applicants, the assessment helped us efficiently identify individuals who aligned with our core values and greatly improved recruiter efficiency.

Cinda McGinnis, Administrative Manager, Bedel Security
READ THE FULL CASE STUDY: Case Studies – Bedel Security

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Case Studies – Momentum Solar

CASE STUDY

See the Sellers Who Will Actually Perform

How Momentum Solar used HighMatch to identify high-performing reps, boost close rates, and build a stronger sales team.

SEE HOW IT WORKS

185%

More sales

THE CHALLENGE

Performance Gaps Were Slowing Growth

Momentum Solar faced a major hiring challenge for their in-home sales roles. Close rates hovered at 25%, many new hires didn’t finish training and didn’t hit quota once in the field.

They needed a consistent way to identify candidates with the behaviors proven to drive strong sales performance.

The Hiring Challenges

Low Close Rates

New hires struggles to convert leads, with close rates stuck at 25%.

High Training Drop-Off

Many new reps didn’t complete training or ramp successfully.

Inconsistent Performance

Few hires hit quota, making it hard to build a reliable team.

THE HIGHMATCH APPROACH

From Instinct-Driven Hiring to Predictive Performance

HighMatch partnered with Momentum Solar to benchmark their top sellers and build a data-backed profile of what success looked like in the field. By assessing the traits tied to high performance, the team could identify candidates most likely to sell effectively and stay on the job.

SHARE

Define role needs and success factors with TA and sales leaders.

BUILD

Analyze top performers to uncover traits tied to strong sales results.

VALIDATE

Create a predictive profile aligned to quota and conversion goals.

THE RESULTS THAT MATTERED

185% Higher Sales, Nearly 3x More Projects Installed

185%

More Sales for High Scorers

Almost

3x

More Installs

Stronger, more predictable

team performance

With the new profile in place, Momentum Solar could consistently identify candidates who actually performed. High scorers outsold low scorers by 185% and installed nearly three times more projects, strengthening quota attainment and overall team productivity.

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Case Studies – National Healthcare Provider

CASE STUDY

How One Healthcare Provider Cut Turnover and Saved $413K

Hiring over 100,000 candidates in six months, this national healthcare provider partnered with HighMatch to identify patient-care hires who would stay and succeed.

SEE HOW IT WORKS

$413K

Saved

annually

THE CHALLENGE

Turnover Was Creating Gaps in Patient Care

This national healthcare provider processed 100,000+ candidates in six months. Even small retention drops led to staffing gaps and nonstop backfilling. Their existing assessment wasn’t separating strong candidates from risky hires, leading to high turnover and poor patient outcomes. 

Their leaders needed a more reliable way to identify people truly prepared for the pace and demands of the role.

The Hiring Challenges

Early Exits

Small retention drops created major staffing gaps and churn.

no clear signal

The prior assessment didn’t differentiate strong vs. risky hires.

Constant Backfilling

Recruiters were stuck replacing early voluntary quits.

THE HIGHMATCH APPROACH

From Generic Scores to Meaningful Fit Signals

HighMatch ran a six-month pilot to redesign the hiring process, adding targeted prescreeners, a Realistic Job Preview, and role-specific cognitive and personality measures to set clearer expectations and surface “Preferred” candidates earlier.

BENCHMARK

Analyzed current candidates and outcomes to understand where their assessment was failing to separate strong and weak fits.

BUILD

Added targeted prescreeners, a Realistic Job Preview, and role-specific measures tailored to patient-care roles.

BENCHMARK

Ran a six-month pilot to confirm that Preferred scores aligned to stronger on-the-job outcomes and higher retention.

THE RESULTS THAT MATTERED

$413K in Annual Savings, 14% Increase in Retention

14%

Increase in retention

13%

Increase in
90-day retention

15%

Higher Quality of Hire

After implementing HighMatch, the provider finally saw clear separation in candidate outcomes, something their other assessment couldn’t deliver.

The impact was clear: Preferred scores aligned to stronger performance, 
higher retention, and $413K in annual savings.

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Case Studies – Gateway Engineers

CASE STUDY

Better Hiring, Stronger Performance

Gateway Engineers partnered with HighMatch to identify the traits that drive success in their engineering and resource roles, helping them elevate overall performance.

SEE HOW IT WORKS

97%

exceeded expectations

THE CHALLENGE

Hiring Engineers Who Truly Raise the Bar

Gateway Engineers struggled to hire engineers and resource staff who consistently exceeded expectations. Too many new hires were meeting only the minimum standard, slowing productivity and impacting client delivery.

They needed a clearer way to identify applicants who would thrive on the job.

The Hiring Challenges

inconsistent performance

Too few engineers and resource staff were exceeding expectations.

Hard to Spot High Performers

Resumes and interviews weren’t surfacing the traits that matter.

Lost Productivity

Misaligned hires slowed projects and drained resources.

THE HIGHMATCH APPROACH

Turning Success Traits Into a Hiring Advantage

HighMatch partnered with Gateway to identify what top performers do differently, then built a personalized assessment that spotlights candidates most likely to excel.

DISCOVER

Identified the traits behind Gateway’s highest-performing engineers

BUILD

Created a personalized assessment aligned to those traits

VALIDATE

Confirmed improved fit and more hires exceeding expectations

THE RESULTS THAT MATTERED

Measurable Gains in Quality and Performance

97%

Engineers exceeded expectations

92%

Staff exceeded expectations

80%

Increase in performance

264%

Admin Excelling

After implementing the HighMatch assessment, Gateway Engineers saw a clear jump in the quality of their new hires. New hires were far more likely to excel and leaders gained a more predictable hiring process and stronger confidence that new team members would deliver on client expectations.

HighMatch Logo

Before HighMatch, we lacked meaningful data points in our interview process. They’ve helped us bring more quantitative insight into recruitment and supported our growth in hiring.

Jason Jesso, CEO, Gateway Engineers
READ HOW GATEWAY INCREASED HIGH-PERFORMERS BY 145%: Case Studies – Gateway Engineers

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Case Studies – Lipari – Incidence Rate

CASE STUDY

Safer Hiring,
 Stronger Productivity

Lipari partnered with HighMatch to identify warehouse candidates who work safely, stay longer, and keep operations running smoothly.

SEE HOW IT WORKS

77 %

Reduction in incidence rates

THE CHALLENGE

Reducing Incidents in a High-Demand Warehouse

Lipari faced frequent safety incidents among warehouse order selectors, leading to costly disruptions, increased downtime, and rising turnover as employees grew concerned about on-the-job safety.

They needed a better way to identify candidates who could handle the physical demands while maintaining consistent, safety-focused behavior.

The Hiring Challenges

Operational Disruptions

Incidents slowed workflows and increased labor costs.

Safety Concerns

Hires lacked the caution and rule-awareness needed for the role.

Increased Turnover

Unsafe conditions made it harder to retain long-term employees.

THE HIGHMATCH APPROACH

Predicting Safe, Reliable Warehouse Performance

HighMatch created a tailored assessment to uncover candidates who not only met physical requirements but also demonstrated the behavioral traits linked to safety, consistency, and dependable performance.

DISCOVER

Identified safety and reliability traits tied to strong performance

BUILD

Created a personalized assessment aligned to those traits

VALIDATE

HighMatch I/Os compared results over time to confirm accuracy

THE RESULTS THAT MATTERED

Safer Teams, Higher Output

77%

Reduction in incidence rates

53%

Increase in productivity

After integrating the HighMatch assessment, Lipari saw dramatic improvements in both safety and productivity. Order selector incidents dropped sharply, and output increased as teams became more consistent and reliable.

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Case Studies – Lipari – Turnover

CASE STUDY

How Lipari Reduced Early Turnover by 72%

Lipari partnered with HighMatch to reduce costly 30-day turnover and improve retention across high-volume warehouse hiring, achieving a projected $332K in first-year savings.

SEE HOW IT WORKS

72%

Drop in early turnover

THE CHALLENGE

Early Turnover Was Driving Major Cost and Disruption

Lipari hires nearly 1,200 employees annually, but 70% were turning over, most within 30 days. This churn resulted in more than $4M in losses over three years and constant pressure on operations, training, and HR teams.

They needed a clearer, more consistent way to identify candidates who were prepared for the demands of the role and more likely to stay beyond their first month.

The Hiring Challenges

HIGH EARLY TURNOVER

70% of new hires left within 30 days.

COSTLY TRAINING LOSS

Early exits created multimillion-dollar replacement costs.

UNPREDICTABLE FIT

No reliable way to identify strong warehouse candidates.

THE HIGHMATCH APPROACH

From High Churn to Data-Driven Retention

HighMatch partnered with Lipari to build a structured hiring process that identified candidates with the traits and capabilities linked to long-term success.

Candidates first completed a minimum qualifications screener and custom skills test to set expectations early. A behavioral assessment then surfaced alignment with core traits tied to warehouse performance.

BENCHMARK

Established key traits of successful warehouse employees

BUILD

Created a screening and assessment flow tailored to Lipari’s roles

BENCHMARK

Confirmed meaningful improvement in 30-day retention and overall quality of hire

THE RESULTS THAT MATTERED

72% decrease in turnover, $332K in Y1 Savings

72%

Decrease in early turnover

71%

Drop in 30-day exists

$332K

Projected first-year savings

Within the first several months, Lipari saw a dramatic improvement in retention. Far more employees successfully completed their first 30 days, reducing churn and stabilizing operations.

The impact was clear: HighMatch helped Lipari build a stronger, more consistent hiring process that meaningfully reduced turnover and delivered substantial cost savings.

With HighMatch, we’ve seen a huge drop in early turnover. Managers are noticing better-performing trainees, recruiters are seeing more follow-through, and candidates are positive and eager to grow.

Scott Roberts, TA Manager, Lipari Foods
READ THE FULL CASE STUDY: Case Studies – Lipari – Turnover

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Case Study – Telecom

CASE STUDY

Telecom Leader Saved $5.8M by Reducing Turnover

With nearly half of their new service techs leaving early, this national telecom leader partnered with HighMatch to identify candidates who would stay, and it paid off.

HOW IT WORKS

$5.8M

Saved annually

THE CHALLENGE

Turnover Was Disrupting the Field and the Bottom Line

This Fortune 50 telecom company was hiring hundreds of service technicians across
multiple regions. But 45.6% of new hires were turning over within the first few months,
putting pressure on recruiters, draining training resources, and driving up costs.

This Fortune 50 telecom company was hiring hundreds of service technicians across multiple regions. But 45.6% of new hires were turning over within the first few months, putting pressure on recruiters, draining training resources, and driving up costs.

They needed a way to predict which candidates were the right long-term fit at scale.

The Hiring Challenges

EARLY EXITS

Nearly half of new techs left before 90 days.

NO PREDICTIVE INSIGHTS

Hiring decisions were based on instincts, not data.

WASTED SPEND

Churn was costing
millions in recruiting, training, and productivity.

THE HIGHMATCH APPROACH

From Gut Feel to Predictive Fit

HighMatch partnered with the TA team to create a validated, data-backed profile of what success actually looked like in the role. By assessing the traits tied to retention, the company could filter for staying power before the hire.

BENCHMARK

Analyzed existing employees to identify patterns in performance and tenure

BUILD

Created a predictive assessment profile tied to retention outcomes

VALIDATE

Ran a 12-month study to track effectiveness and prove ROI

THE RESULTS THAT MATTERED

48% Lower Turnover, $5.8M in Annual Savings

48.1%

Reduction in turnover

$5.8MSaved annually

Faster, more confident
Hiring
Decisions

With the new profile in place, recruiters could consistently identify
candidates who were not just qualified, but also likely to stay.

The impact was clear: less churn, stronger field teams,
and millions in savings year over year.

Want to Reduce Turnover in High-Volume Roles?

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Want to Reduce Turnover in High-Volume Roles?

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