High volume hiring is one of the most complex challenges facing construction and roadway safety organizations today. When infrastructure projects ramp up, employers often need to hire hundreds—or even thousands—of workers in a short period of time, all while meeting safety standards, regulatory requirements, and tight project deadlines.
This high volume hiring case study highlights how a national traffic control organization partnered with Hire Velocity to scale recruiting for work zone flaggers and traffic control technicians, supporting operations across multiple markets during a period of rapid growth.
High volume hiring in construction and roadway safety environments presents unique challenges that go beyond traditional recruiting. These roles are safety-sensitive, physically demanding, and often required on short notice to support active infrastructure projects.
In this case, the organization needed to hire thousands of workers over a 15-month period to meet increasing project demand. Each candidate was required to meet strict qualifications, including valid driver’s licenses, physical endurance, and the ability to work in varying weather conditions. Additionally, hiring was required across multiple geographic regions, adding complexity to sourcing, screening, and coordination.
Like many companies facing high volume hiring, the organization’s internal recruiting team struggled to keep pace with demand. Partnering with experienced providers such as building and construction recruitment agencies is often necessary to maintain momentum in these environments.
High volume hiring often exposes the limitations of internal recruiting teams. Manual processes, limited recruiter capacity, and inconsistent workflows can quickly create bottlenecks—especially when hiring demand fluctuates based on project schedules.
In construction and roadway safety, delays in hiring can directly impact project execution, regulatory compliance, and overall business performance. As demand increased, the organization recognized that traditional recruiting methods were not designed to support sustained, large-scale hiring across multiple markets.
This is why many employers turn to external partners and construction recruiting firms that specialize in scalable hiring models.
To address these challenges, Hire Velocity implemented a high volume hiring Recruitment Process Outsourcing (RPO) solution tailored to field-based, safety-sensitive roles.
The approach combined specialized recruiting expertise with the ability to scale hiring operations as demand increased. HireVelocity assembled a dedicated recruiting team focused exclusively on sourcing and screening work zone flaggers and traffic control technicians, ensuring recruiters developed a deep understanding of role requirements and regional labor market conditions.
The recruiting team integrated directly with the client’s Applicant Tracking System (ATS), enabling seamless collaboration, real-time visibility, and consistent workflows across all hiring locations. This type of integration is a key differentiator in how construction recruiting companies provide skilled workers at scale.
One of the most critical challenges in high volume hiring is maintaining consistency as recruiting operations scale. As hiring volume increases, fragmented processes and uneven candidate experiences can slow progress and reduce hiring quality.
HireVelocity addressed this by establishing standardized screening practices and performance tracking across the recruiting team. Recruiters worked within shared workflows, ensuring alignment while allowing the team to scale quickly as demand changed.
As project needs evolved, HireVelocity expanded recruiting support into additional regions, helping the organization respond to new hiring requirements without disrupting existing operations.
Within the first five months of the engagement, the high volume hiring strategy delivered measurable progress toward the organization’s hiring goals. More than 5,000 candidates were sourced, leading to over 2,400 interviews and nearly 2,000 offers extended for work zone flagger and traffic control technician roles.
As the partnership continued, HireVelocity expanded recruiting efforts into additional territories, enabling the organization to meet ongoing project demand while maintaining hiring quality at scale.
These outcomes reflect the growing need for construction recruitment agencies capable of meeting rising talent demand in today’s competitive labor market.
This case study highlights an important lesson for construction and roadway safety employers: high volume hiring requires more than additional recruiters—it requires the right strategy, infrastructure, and expertise.
Organizations operating in project-driven industries often experience hiring demand that internal teams are not designed to handle alone. A flexible RPO model can provide the scalability needed to meet hiring goals while preserving consistency, visibility, and candidate quality.
For employers struggling with high volume hiring, this case study underscores the value of partnering with a recruiting provider that understands both volume and role specificity.
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