Challenge: A global CPG leader needed to centralize its Project Management Office (PMO) to support a multi-year ERP transformation. The organization was constrained by rigid systems and ways of working that limited agility. It also needed to build and sustain the right delivery capability to execute a long-running global program. Solution: An Adaptive PMO model was implemented with a “partnership-first” approach. The PMO was centralized to better align stakeholders and execution across the ERP transformation. The approach emphasized flexibility over rigid processes and focused on securing and retaining the specialist expertise required to deliver the program. Results: The client secured 20+ experts within six months to staff the transformation effort. It also maintained an 82% retention rate for the talent brought onto the program. These outcomes supported a more agile, centralized PMO for the multi-year ERP initiative.

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The customer, the United States' flagship intercity passenger rail provider, needed to modernize rapidly while operating a 21,000-mile network. Their legacy procurement processes moved too slowly to secure high-end technical talent, and their 15-vendor staffing pool lacked the domain expertise to deliver at scale. Fragmented staff augmentation had driven high turnover and inconsistent candidate quality. They also faced risk of non-compliance with federal grant requirements and delays to critical infrastructure projects. A dedicated delivery engine replaced the prior passive vendor approach, led by an Account Manager and Technical Recruiters focused on high-touch recruitment. Talent acquisition was mapped to the SAFe (Scaled Agile Framework) so contractors were ready for Agile-centric workstreams. The team engaged directly with Digital Technology leadership to proactively identify specialized talent across areas like SAP S/4HANA, OCM, Cloud FinOps, and AI/ML. Centralized coverage delivered vetted shortlists for complex requirements within 24–48 hours and scaled delivery across multiple technical domains. The partnership scaled from a single placement in January 2021 into a $15M+ program with over 80 active contractors. The customer grew to 80+ specialized resources within 18 months and filled critical SAFe Agile and Data/AI roles 2x faster than the program average. In a 15-vendor environment, the staffing partner out-hired 14 other firms and became the first call for Digital Technology requirements. Leadership extended the engagement as the relationship shifted from transactional staffing to strategic delivery support.

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Challenge: A leading real estate investment firm managed ~6,000 properties across the U.S. and depended on leasing revenue supported by Salesforce. Over time, its Salesforce environment became brittle and complex, creating operational friction for leasing teams. Leasing agents spent only about two hours a day on calls because manual administrative work and bottlenecks consumed their schedules. The organization also faced compliance risk because its CTI platform did not meet legal call-recording disclosure requirements. Solution: The team implemented a strategy centered on AI-driven automation, strategic integrations, and technology stack optimization. They assessed the end-to-end lead-to-leasing process and Salesforce setup, then identified underused capabilities and automation opportunities to reduce busywork. They established KPIs, built a roadmap balancing quick wins and long-term scalability, and supported leadership with a total cost of ownership analysis. Execution included migrating CTI to Amazon Connect for compliance, adding AI-powered voice and generative AI tools for call handling and admin work, and improving lead management with Einstein Lead Scoring and Agentforce. Results: Leasing operations were transformed so agents could spend more time on conversations and conversions instead of administrative tasks. The CTI migration addressed call-recording disclosure requirements ahead of a strict deadline, reducing compliance risk. Leadership gained a clearer structure and roadmap to ensure Salesforce could deliver ROI aligned to business goals. Based on the impact, the CEO sought to replicate the approach across five additional business units.

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A major global retailer faced "untenable" 13-week hiring cycles and struggled to hire technical talent amid a broader talent shortage. The slow process consumed significant leadership time and created friction in screening and selection. As a result, hiring velocity and delivery timelines were at risk. Randstad Digital implemented an AI-driven talent approach using its Torc platform to streamline and scale recruiting. The team introduced a more seamless screening process to reduce manual effort and accelerate candidate matching. This enabled the client to move faster from sourcing to interview to offer while maintaining a structured process. The engagement delivered 8 placements in just 6 weeks. The client cut hiring time by 50% and reduced hiring costs by 60%. Leadership teams also reclaimed hundreds of hours previously spent on manual hiring activities.

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