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Recruiting Case Study · Loss Control Consultant

96 requests in. 96 placements out. Zero misses.

Across five months and 22 states, Boost USA filled every Loss Control Consultant request the client sent and replaced every rejection inside the same billing cycle.
Role
Loss Control Consultant
Engagement
Jan – May 2026
Coverage
22 US States

96

Requests Received
January – May 2026

96

Candidates Sourced
100% fulfillment rate

13.5%

Rejection Rate
Benchmark: 15–18%

13

Rejections Replaced
None left open

83

Net Placements
Confirmed and onboarded

19.2

Avg Requests / Month
Peak of 30 in March

22

States Covered
Coast to coast

30.2%

Top State — California
29 of 96 requests
Demand Over Time

Volume swung from 11 to 30. Fulfillment never moved off 100%.

The client's hiring pipeline rose and fell with project demand, peaking in March and dipping in April. Every request in every month was met with a sourced candidate.
14
JAN
24
FEB
30
MAR
11
APR
17
MAY
Monthly requests
Peak month — March, driven by 11 California requests
Monthly Request and Placement Detail
Month Requested Sourced Rejections Replacements Net Placements
January 2026 14 14 2 2 12
February 2026 24 24 3 3 21
March 2026 30 30 4 4 26
April 2026 11 11 2 2 9
May 2026 17 17 2 2 15
Total 96 96 13 13 83
How The Work Gets Done

One job description. Six controlled steps.

Every candidate is sourced, screened, and submitted strictly against the Loss Control Consultant JD the client provides. No candidate reaches the client without recruiter qualification and a verbal commitment.
Step 01

JD & Requirement Alignment

The client shares a detailed brief covering certifications, industry experience, geographic availability, and engagement type. It becomes the sourcing blueprint.
Step 02

Candidate Sourcing

We draw from a proprietary database of pre-screened Loss Control professionals, backed by lead-generation platforms for high-demand states like California and New York.
Step 03

Recruiter Outreach & Qualification

A recruiter contacts the candidate directly to explain scope and terms, confirm credentials and geographic eligibility, and assess fit against the JD.
Step 04

Candidate Summary Submission

A structured summary including background, relevant loss-control experience, certifications, and availability goes to the client for review.
Step 05

Client Interview

The client schedules and conducts the interview internally, assessing technical competency and alignment with their requirements.
Step 06

Onboarding

Once the client confirms the candidate meets every requirement, the candidate is formally onboarded and only then does billing begin.
Calling & Follow-Up Protocol
The team runs continuous outreach until a qualified, willing candidate is confirmed. No candidate is ever submitted without a verbal commitment and initial qualification clearance from the recruiter.

Recruitment & Talent Sourcing Support

Build a stronger workforce with reliable recruitment and talent sourcing support. We help streamline the hiring process by sourcing qualified candidates, coordinating recruitment activities, and providing end-to-end hiring assistance, enabling your business to attract and onboard the right talent efficiently.

Learn More →
Geographic Reach

Demand came from 22 states. We filled all of them.

California and New York alone drove 41.7% of volume, with California demand concentrated heavily in March. Coast-to-coast database coverage meant no state went unfilled.
California
29
New York
11
Nevada
6
Michigan
6
Massachusetts
4
South Carolina
4
Georgia
4
Washington
4
Oregon · Hawaii · New Mexico
3 each
+ 9 More States
19 total
California demand spiked to 11 requests in March alone, likely seasonal commercial-insurance project cycles, while New York demand stayed evenly spread across the engagement.
Quality & Recovery

A 13.5% rejection rate — every one replaced.

Thirteen of 96 submitted candidates were rejected, below the 15–18% industry benchmark. None stayed an open seat: eleven were replaced within the same billing month, and two post-billing rejections were resolved with proactive credit notes.
13/96
rejected & replaced
Why Rejections Happen

Three reasons, tracked

  • Client rejection — candidate didn’t meet specific criteria after the interview.
  • No-show — candidate failed to appear for the scheduled interview.
  • Withdrawal — candidate declined after reviewing the terms.
Replacement Protocol

Resolved, not escalated

  1. Rejection notification received from the client.
  2. Replacement sourcing initiated within 24–48 hours.
  3. Replacement submitted within the same billing month.
  4. If a rejection lands after billing close, a credit note is issued and a replacement sourced promptly.
Billing

You pay for accepted candidates. Nothing else.

A monthly cycle aligned to confirmed placements, with built-in credit provisions so post-billing rejections never cost you.

Billing cycle

Monthly — an invoice is issued at the end of each calendar month.

Billable unit

Per candidate successfully submitted and accepted by the client.

Replacement billing

No additional charge for replacements sourced within the same billing month.

Credit note

Issued when a rejection is confirmed after billing close, then deducted from the next invoice.

Invoice turnaround

Invoices issued within 3–5 business days of month-end.

Post-billing rejections

Two occurred during this engagement — both handled proactively via credit note, with no client escalation.
The Bottom Line

Five months. Full coverage. A clean record.

96/96
Every request fulfilled, every month, without exception.
22
States served from a single coast-to-coast database.
13.5%
Rejection rate below the industry benchmark — all replaced.
2
Post-billing rejections resolved with credit notes, no escalation.

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