How SlingShot Connections helped a server manufacturer scale with skilled talent

After challenges with previous agencies, a leading server manufacturer was having trouble finding the workforce they needed. And with projects adding up, they were running out of time.

Fast forward to their partnership with SlingShot Connections, they were able to scale their staffing, without having to worry if they would be the right fit.

The problem

This manufacturer just won the deal of a lifetime to supply to a fortune 100 tech company—but they struggled to scale with other agencies.

They needed more workers, and fast. They opened their staffing to other agencies, but then ran into a new problem: Other agencies saw the word ‘manufacturing’ and assumed the work was low-skill and high-volume.

But with server manufacturing, that couldn’t be further from the truth. These massive computers require technical knowledge, and experience assembling small parts.

In the end, most candidates the agencies sent didn’t even make it past the training.

Many didn’t realize, but what the manufacturer needed wasn’t just more bodies. They needed a vendor who would operate as an extension of their HR. One that would collaborate closely and screen candidates as if they were hiring for their own company.

The solution

Close, specialized staffing support made the difference. Within the first month, our team filled 42 roles, and had nearly 200 active candidates during their peak season.

Despite heavy competition from other agencies, SlingShot Connections stood out by focusing on quality and partnership. We were the only agency that pushed for close collaboration with the manufacturer’s HR team—setting up discovery meetings, on-site tours, and even meeting with current employees to better understand the work environment.

And discovery was just the start. We turned those insights into training tropics for our recruiters, creating a clear guide on the skills and standards the manufacturer expected. With this, we always delivered the right candidates.

Today, we’ve stretched beyond just the manufacturing floor. Supporting them in:

• Sourcing for their manufacturing and back office with an average time-to-fill of just one week
• Coordinating directly with HR to gather feedback and monitor performance
• Leading initiatives that improve employee satisfaction and reduce turnover
• Expanding our support to their additional locations, including out-of-state sites

Our strategy

Referral campaigns

Any business owner knows the power of referrals. And for a role as specialized as this, tapping into existing networks was key.

We launched a referral program that rewarded associates for referring reliable, long-term workers—with no cap on bonuses. This not only increased participation but still continues to bring in a healthy flow of manufacturing workers.

Advertising in all forms

From Facebook ads to traditional flyering, we used every tool available to reach the right talent. These efforts drive a steady flow of applicants, expands our candidate network, and maintains our hiring goals month after month.

Checking in (and celebrating) with associates

We don’t believe in ‘sending and forgetting’. Once associates start, we check in regularly for feedback and insight into their day-to-day experience. These conversations give us a better understanding of the role, helping us set accurate expectations and improve screening for future applicants.

And it doesn’t stay just with our team. That valuable feedback is always shared with the manufacturer’s HR team, improving both their work environment and employee retention.

Lastly, who said you can’t have fun at work. We love finding any excuse to celebrate our associates. From hot cocoa days to employee giveaways, these moments of appreciation give us the chance to connect face-to-face with our associates, and have fun while doing it.

Job fairs

With everything going digital, we’re proud to stand behind our in-person job fairs—we don’t think agencies do it enough! During peak season, we hosted several events in our headquarters office. Plus, in collaboration with the manufacturer’s HR team, we were able to do on-site interviews and offer applicants jobs that very same day.

These events make it easy to hire at scale, making sure the manufacturer has a workforce ready to meet project demands.

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