The Client

Our client is a regional health insurance provider with a comprehensive range of coverage options and member services. 

The History

After working with an incumbent supplier for over 10 years, the client decided to go out to bid in 2024. Despite initial concerns about the learning curve with a new vendor, they selected Acara to manage their diverse staffing needs across multiple business units. Since partnering with Acara in January 2024, we have become their trusted recruitment partner for roles spanning professional, accounting, customer service, administrative, benefits consulting, pharmacy, and other positions. 

The Challenges

The client faced multiple talent acquisition obstacles that required a specialized approach: 

• Seasonal high-volume hiring: The critical open enrollment period (August-December) required rapid identification, onboarding, and training of approximately 100 temporary staff within a compressed timeframe that could not be extended. 

• Limited candidate pool: Finding qualified temporary workers willing to accept short-term assignments (some as brief as 12 weeks) proved challenging in a competitive market. 

• Diverse role requirements: Recruiting needs ranged from professional and accounting positions to customer service, telesales, pharmacy interns, utilization review nurses, and HEIDS reviewers across multiple sites. 

• Speed and responsiveness: Quick turnaround times on open requisitions and streamlined processes were essential to meet operational demands. 

• Changing needs: Fluctuating requirements demanded flexibility and adaptability throughout the partnership.

The Solution

Acara implemented a comprehensive recruitment strategy designed to address the client’s unique challenges: 

Strategic Recruitment Approach: We deployed multiple dedicated recruiters with primary focus on the client’s openings, ensuring consistent attention and rapid response times. 

Multi-Channel Sourcing: Our team leveraged various job boards and cultivated word-of-mouth referrals from past and present successful hires, creating a reliable talent pipeline. 

Collaborative Partnership: We engaged in open discussions with client stakeholders about realistic timelines and competitive compensation rates, ensuring alignment between expectations and market realities. 

Rehire Program: By maintaining strong relationships with previous temporary staff, we established an efficient rehire process that capitalized on pre-trained, familiar workers for seasonal needs. 

Our consultative approach positioned Acara as a strategic partner, allowing us to continually evolve processes and maximize recruitment success across all business functions. 

The Conclusion

Acara successfully delivered high-quality temporary talent that met the client’s demanding seasonal requirements while maintaining efficiency across year-round positions. Our seamless transition from the previous vendor eliminated concerns about the learning curve, and we have built a sustainable recruitment model that supports both predictable seasonal surges and evolving organizational needs. 

• • 50% rehire rate annually, demonstrating quality and satisfaction 
  • January 2024 – October 2025: 
    • 271 open roles managed 
    • 568 candidates prescreened 
    • 220 submittals to client 
    • 170 interviews conducted 
    • 208 offers extended 
    • 166 hires completed