Case Study-Royal Coffee Company-READY FOR NAV

CASE STUDY

How Royal Cup Coffee Reduced Turnover by 47%

Royal Cup Coffee, a premium roaster and distributor, partnered with HighMatch to identify candidates who fit their customer-focused culture and reduced turnover.

SEE HOW IT WORKS

47%

Decrease in turnover

THE CHALLENGE

Turnover Was Weakening Service Quality and Growth

Royal Cup Coffee prides itself on a strong service culture and personal customer relationships. But high turnover was making it difficult to maintain consistency, grow talent internally, and support long-term customer satisfaction.

They needed a hiring solution that reliably identified candidates who matched the demands of the role and embodied their customer-centric values.

The Hiring Challenges

High Turnover

Too many new hires were leaving early, disrupting service.

INCONSISTENT FIT

Resumes alone weren’t surfacing the right customer-oriented traits.

LIMITED INSIGHT

Managers lacked visibility into strengths and development needs.

THE HIGHMATCH APPROACH

From Culture Guesswork to Data-Driven Fit

Royal Cup Coffee began using the HighMatch Assessment to evaluate candidates for both role fit and alignment to their service-driven culture. Hiring managers received clearer insight into each candidate’s strengths and risk areas, making interviews more focused and predictive.

BENCHMARK

Identified the traits and qualities most tied to success in Royal Cup’s service-oriented roles

BUILD

Assessments helped managers determine whether candidates were suited for what the job required

VALIDATE

Managers used assessment insights to deepen interviews and support post-hire development

THE RESULTS THAT MATTERED

47% Reduction in Turnover

47%

Decrease in
turnover

Faster
Ramp

Managers More Engaged in Employee Development

After implementing HighMatch, turnover dropped by 47%, delivering a meaningful impact on revenue growth. New hires excelled faster, and managers became more proactive in developing their teams using assessment insights.

[HighMatch] provides feedback much faster, and with much greater detail, than the other assessment we were previously using. We take insights from the assessment and use those to dig deeper when interviewing a candidate.

Hatton Smith, CEO, Royal Cup Coffee and Tea
READ THE FULL CASE STUDY: Case Study-Royal Coffee Company-READY FOR NAV

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Case Studies

CASE STUDIES

Better Fit, Stronger Performance, Proven Results

See how organizations strengthened cultural alignment and reduced costly turnover using assessments personalized to their roles and business goals.

SEE THE IMPACT

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    How a Leading Software Company Cut Turnover by Half

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  • FEATURED CASE STUDY

    How Spot Inc. Reduced Turnover and Improved Sales Performance

    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…

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  • FEATURED 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.

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Trusted by Teams Across Industries

Organizations nationwide partner with HighMatch to hire with confidence.

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Case Study-Blind-Healthcare Provider – READY FOR NAV

CASE STUDY

How an In-Home Care Provider Cut Turnover by 64%

This well-known in-home healthcare provider partnered with HighMatch to reduce early turnover and improve workforce dependability.

SEE HOW IT WORKS

64%

Drop in turnover

THE CHALLENGE

Early Turnover Was Undermining Care Quality

This provider, serving individuals with developmental disabilities, was experiencing 80% turnover in the first six months. Many new hires stopped showing up within the first three months, creating major disruption across care teams and straining operational stability.

Leadership needed a way to reduce early turnover while improving the maturity and professionalism of new direct-care employees.

The Hiring Challenges

Severe Early Turnover

80% turnover in the first six months.

Unreliable Fit Signal

New hires often stopped showing up within 90 days.

Impact on Care Quality

Teams needed more mature and dependable employees.

THE HIGHMATCH APPROACH

From High Churn to Predictive, Profile-Based Hiring

HighMatch analyzed the behavioral and cognitive characteristics of the provider’s workforce and created a Job Profile defining the traits shared by top performers. All candidates were then evaluated against this profile using an easy-to-understand match score.

BENCHMARK

Identified the high-performing traits needed for direct-care success.

BUILD

Developed a Job Profile and scoring model aligned to those traits.

VALIDATE

Confirmed stronger alignment and measurable improvement in turnover.

THE RESULTS THAT MATTERED

64% Reduction in Turnover

63.6%

Decrease in turnover

Higher

professionalism
& dependability

After implementing HighMatch, turnover dropped from 80% to 29%, a 63.6% improvement. Leaders also reported that employees hired post-implementation were more mature, professional, and dependable, leading to greater continuity of care and reduced operational strain.

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Case Study-Blind-National Hospitality-READY FOR NAV

CASE STUDY

How a Hospitality Company Increased Their Revenue Per Rep by 140%

HighMatch helped the team increase sales by 17% per month through better hiring.

SEE HOW IT WORKS

17 %

Increase in monthly sales

THE CHALLENGE

Inconsistent Sales Performance Was Limiting Growth

Sales reps played a critical role in this hospitality company’s growth, but hiring results were mixed. A small group of reps consistently drove the majority of sales, while others struggled to meet expectations.

Leadership needed a clearer, more reliable way to evaluate sales candidates and build a team that could consistently perform at a high level.

The Hiring Challenges

Mismatched performances

A small group of reps generated most of the revenue.

limited predictive insight

Interviews didn’t reveal who would succeed on the job.

inconsistent hiring outcomes

Hiring decisions varied and results were unpredictable.

THE HIGHMATCH APPROACH

From Mixed Results to a Clear Sales Hiring Model

HighMatch partnered with sales leadership to define what success looked like in the role. Using role-specific benchmarking and performance data, the team identified the traits most closely tied to strong results and built a custom job profile to evaluate candidates consistently.

BENCHMARK

Identified the personality and cognitive traits tied to top sales performance.

BUILD

Created a custom job profile aligned to real sales demands.

APPLY

Used HighMatch insights to guide hiring decisions and interviews.

THE RESULTS THAT MATTERED

Stronger Sales Performance and Clearer Hiring Decisions

140%

More monthly revenue from high-match reps

Improved attendance and attitude scores

17%

Year-over-year sales increase

After 12 months of performance across 25 sales reps, the impact was clear. Reps with a high job match generated an average of 140% more revenue per month than low-match reps.

Recommended reps also earned higher ratings for attendance and attitude, while overall sales increased by $2.4 million YoY, a 17% gain. With a clear hiring model in place, leadership could confidently identify candidates more likely to perform and contribute in the long term.

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Case Study-Wayne Homes-READY FOR NAV

CASE STUDY

How Wayne Homes Took the Guesswork Out of Hiring

Wayne Homes partnered with HighMatch to align hiring with role demands and company values.

SEE HOW IT WORKS

Stronger job fit

THE CHALLENGE

Inconsistent Hiring Was Creating Challenges on the Job

Wayne Homes depends on skilled professionals to deliver quality homes and strong customer experiences. But hiring decisions varied by manager, making it difficult to consistently identify candidates who could sufficiently meet the demands of construction and field-based roles.

Resumes and interviews alone did not provide enough insight, leaders needed a more reliable way to evaluate fit, set expectations early, and reduce early hiring misses.

The Hiring Challenges

Inconsistent decisions

Hiring criteria varied by manager.

limited role insight

Resumes and interviews didn’t reveal role fit.

early hiring misses

Misaligned hires slowed teams down.

THE HIGHMATCH APPROACH

From Inconsistent Hiring to Clear Job Fit

Wayne Homes implemented HighMatch to bring structure and consistency to hiring across construction roles. Role-aligned assessments gave managers clearer insight into candidate fit, making interviews more focused and hiring decisions more consistent.

BENCHMARK

Identified the traits and behaviors most associated with success in Wayne Homes’ construction roles.

BUILD

Created role-aligned assessments that reflected the real demands of the job.

APPLY

Used assessment insights to guide interviews and support more confident hiring decisions.

THE RESULTS THAT MATTERED

More Confident Hiring Decisions Across Teams

Improved hiring consistency

Stronger

job fit

Fewer early hiring surprises

With HighMatch in place, Wayne Homes gained a more consistent and reliable hiring process. Managers shared a common framework for evaluating candidates, leading to better alignment, clearer interviews, and stronger confidence in hiring decisions across teams.

HighMatch is one of the best hiring resources I have come across. I always recommend it.

Mike Leckie-Ewing, VP Organizational Development, Wayne Homes

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Ready to Improve Hiring Consistency?

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