A Paint Manufacturing Company Aims to Cut Regional Sales Hiring from 75 Days to Under 7 — in Three Languages
Industry
Paint Manufacturing
Company Size
5,000+ Employee
Hiring Volume
5,000+ / Year
We needed more than a screening tool. We needed something that could talk to our candidates in their language, connect with our Oracle HCM, and scale 5,000+ hires a year without growing our recruiter team.
Paint Manufacturing Company
Talent Acquisition Leadership
Project Overview
Making Paint Since 1760. Still Taking Up to 75 Days to Hire a Salesperson.
The paint manufacturing company has operated since 1760. It has more than 5,000 employees across India. It hires Regional Sales Executives, Area Sales Managers, and Field Representatives.
The company hires 5,000+ people a year through Naukri and LinkedIn. Candidate records are stored in Oracle HCM. Many candidates prefer Hindi or Kannada. The company needed one system to manage hiring without adding recruiters.
Client Profile — At a Glance
Key Roles
Regional Sales Executives, Area Sales Managers, Field Representatives
Hiring Volume
5,000+ / year
Sourcing
Naukri (primary), LinkedIn (secondary)
HRMS
Oracle HCM
Interview Languages
Hindi, English, Kannada
The Challenge
Four problems were slowing down
5,000 hires a year
Manual CV checks and English-only interviews could not support hiring across India.
Pain Points
45–75 DAYS
Slow Hiring
Manual CV checks and several interview rounds kept sales roles open for 45–75 days. This affected sales coverage and revenue targets.
400–600 CVs / ROLE
Too Much Manual Work
LANGUAGE GAP
English-Only Interviews
ZERO SYNC
Systems Worked Separately
What the Paint Manufacturing Company Needed
- Manage every step from job posting to shortlist in one system
- Update candidate details and decisions in Oracle HCM automatically
- Bring Naukri and LinkedIn applications into one place
- Interview candidates in Hindi, English, and Kannada
- Handle 5,000+ candidates a year without adding recruiters at the same rate
- Use the same scoring rules in every region
The Solution
One system and five steps from application to shortlist
Connect Naukri, LinkedIn, and Oracle HCM
StaffJet collects new applications from Naukri and LinkedIn. Candidate updates are sent to Oracle HCM automatically. Recruiters do not need to enter the same information twice.
Check and Rank CVs
StaffJet checks each CV against the job requirements. It considers sales experience, location knowledge, and work history. It can rank 500 CVs in under two minutes.
Interview in Three Languages
Shortlisted candidates complete a video interview in Hindi, English, or Kannada. The interview checks communication and job skills. A recruiter is not needed for this first interview.
Test Sales Skills
Candidates complete a sales skills and product knowledge test. Their interview and test scores are combined into one report.
Keep All Results in One Place
Recruiters can see scores, recordings, and test results in StaffJet. Final decisions are updated in Oracle HCM. This starts the offer and joining process.
Expected Result
What this rollout is expected to deliver
These are rollout targets based on similar large-company projects.
Hiring Speed
- Reduce hiring time from 45–75 days to under 7 days for bulk roles
- Send interview invitations within hours of receiving an application
- Give hiring managers a ranked shortlist within 24–48 hours
Regional Language Coverage
- Interview Kannada-speaking candidates in Kannada
- Use the same communication checks in all three languages
- Use the same scoring rules across India
Recruiter Productivity
- Remove more than 70% of manual CV checking work
- Allow the team to manage 3–4 times more open jobs
- Give recruiters more time for candidates and hiring managers
System Integration
- Stop repeated data entry and keep Oracle HCM as the main record
- Bring Naukri and LinkedIn applications into one place
- Keep a complete record of every hiring step
Before & After
What is expected to change with StaffJet
| Dimension | Before Staffjet | After Staffjet Target |
|---|---|---|
| Time-to-Hire | 45–75 days average (bulk regional roles) | Under 7 days |
| CV Checks | 400–600 CVs per role checked manually | 500 CVs ranked in under 2 minutes |
| Interview Languages | Mainly English | Hindi, English, and Kannada |
| Recruiter Workload | About 50 open jobs at one time | 3–4 times more open jobs with the same team |
| Hiring Systems | Oracle HCM, Naukri, LinkedIn siloed; manual re-entry | One connected hiring process |
| Hiring Cost | Old process cost | ~60% lower (modeled) |
Rollout Plan
Where the paint manufacturing company stands today
The rollout has five phases. The first phase is complete. Two phases are in progress.
Kickoff & Discovery Complete
The HR, IT, and hiring teams agreed on the requirements. Oracle HCM details and access to Naukri and LinkedIn were collected.
Oracle HCM Integration Complete
Bi-directional sync is live. Candidate status, scores, and decisions now flow automatically between StaffJet and Oracle HCM. UAT with HR Ops is complete and approved.
Hiring Source Setup Complete
Naukri and LinkedIn are fully connected to StaffJet. New applications now enter the system automatically, with no manual data entry required.
Interview Setup in Three Languages Complete
Interview questions are live in Hindi, English, and Kannada. The Kannada interview voice has been tested and approved for use.
Recruiter Training & Launch Complete
The company's HR team has completed StaffJet training. The first jobs are now live on the platform.
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