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.
$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.
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