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.

Want to Reduce Turnover in Customer Service Roles?

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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.

Want to Improve Retention in High-Volume Sales Roles?

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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.

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

$5.8M

Saved 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?

BOOK A DEMO