Real outcomes from real engagements. Each project starts with a clear problem, a purpose-built Avature solution, and a measurable result — because that is the only way we keep score.
A global consumer brand was losing top talent between requisition close and the next opening. Three disconnected talent pools had no re-engagement logic — silver medalists went cold, and the team was starting every search from scratch.
Our Solution
We architected a full Avature CRM build from the ground up: 12 segmented talent pools, automated tagging rules tied to function and brand, and a 6-stage drip campaign sequence that kept candidates warm with personalized, timely outreach — no recruiter lift required.
Results
40%Lift in silver medalist pipeline conversion
28%Faster time-to-fill on critical roles
3×Email engagement over prior manual outreach
02
Global Professional Services Firm
ATS Configuration & Workflow Redesign
Avature ATSWorkflow AutomationCompliance
The Challenge
The firm went live on Avature with an out-of-the-box configuration and never revisited it. Recruiters were manually updating candidate statuses, approvals were routed by email, and compliance reporting required offline reconciliation every quarter.
Our Solution
We conducted a full workflow audit and eliminated 14 redundant manual steps. We then rebuilt the ATS with role-based approval routing, automated offer management, and embedded EEO reporting — all native to Avature, zero third-party tools.
Results
67%Reduction in recruiter admin time
2.3 daysFaster average offer turnaround
100%EEO compliance coverage, automated
03
Booz Allen Hamilton
Drip Campaign Strategy & Execution
Drip CampaignsAvature CRMTalent Re-engagement
The Challenge
A database of 80,000+ passive candidates and cleared-talent silver medalists was sitting dormant. The recruiting team had no segmentation, no outreach cadence, and no way to know which candidates were still interested or still cleared.
Our Solution
We built a segmented drip campaign framework inside Avature targeting candidates by clearance level, functional area, and time-since-last-contact. Automated re-qualification scoring surfaced the highest-priority candidates for recruiter follow-up.
Results
12%Response rate from dormant talent database
800+Qualified candidates reactivated in 90 days
45%Cost-per-hire reduction on re-engaged hires
04
Multi-Brand Consumer Company
Global Employee Referral Program
Employee ReferralAvature PortalsGlobal Programs
The Challenge
Five business units were each running their own manual referral programs — different processes, different reward structures, and no shared visibility. Employee participation was low, reward fulfillment was inconsistent, and leadership had no data to act on.
Our Solution
We unified the strategy and built a single Avature referral portal with brand-level customization for each business unit. Automated reward tracking and BU-level reporting dashboards gave leaders real-time visibility and gave employees a seamless experience.
Results
3.5×Increase in referral submissions in Year 1
22%Of hires from referral channel (up from 8%)
98%Reward fulfillment accuracy (up from 71%)
Project Portfolio
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Global Food & Beverage Company
Built a CRM architecture that turned silver medalists into hires