Overview

A national leader in the employee benefits and healthcare financial management sector supports highly regulated, data-intensive financial health solutions for some of the largest employers in the United States. As the organization experienced rapid growth and fluctuating demand across client implementations, it partnered with The Latitude Group to build a scalable, sustainable employment model that could flex with the business while maintaining compliance, quality, and speed.

Over a multi-year partnership, The Latitude Group embedded deeply with the organization to design and operationalize a talent strategy that reduced delivery timelines, strengthened team performance, and enabled long-term internal capability.

Key Highlights

• Two-year backlog reduced to six months, allowing the organization to deliver for new clients at scale
• 30-day implementation start after deal signing, replacing multi-year delays with predictable execution
• 100 % of direct hires sourced from Latitude consultants, reinforcing talent quality and the strength of the contract-to-hire model

Challenge

The organization’s implementation work scaled up and down dramatically based on client demand. Each new client required a full, cross-functional delivery team, including project managers, business analysts, systems engineers, and data administrators. In a highly regulated environment, these teams needed to ramp quickly while ensuring accuracy, compliance, and consistency.

At the time, the organization faced several interconnected challenges:

• Difficulty scaling delivery teams quickly enough to meet client demand
• High attrition driven by unclear role definitions and inconsistent hiring practices
• Overreliance on “unicorn” roles that attempted to cover multiple functions
• A growing sales backlog that limited the company’s ability to deliver on new business

Change was necessary to protect growth. The organization’s expertise was in delivering health savings solutions, not in building and scaling employment models. Without a new approach, delivery timelines and talent constraints risked slowing the business at a critical stage.

Approach

The Latitude Group partnered with the organization as a true extension of the organization, combining talent strategy, delivery insight, and hands-on collaboration.

Rather than focusing solely on filling roles, the work began by understanding the business problem: what work needed to be done, how teams needed to function, and how talent could be deployed in a way that scaled with demand.

Key elements of the approach included:

• Role clarity and team design: Defined distinct roles and responsibilities to eliminate overextended positions and create repeatable delivery teams.
• Scalable employment model: Introduced a flexible mix of contract, contract-to-hire, and direct hire talent to support growth without sacrificing continuity.
• Interview and hiring strategy: Built structured interview scorecards, shared language, and evaluation criteria so leaders could hire consistently based on business needs.
• Deep collaboration: Embedded onsite with the organization teams, whiteboarding solutions together and conducting interview blocks in shared spaces.

This mindset allowed the organization leaders to focus on their core business while The Latitude Group served as the subject matter expert in employment strategy.

Transformation

As the partnership matured, the work shifted from reactive staffing to intentional transformation.

The Latitude Group helped the organization:

• Build pipelines of ready-to-deploy talent that could scale within days
• Establish KPIs around delivery speed and implementation readiness
• Introduce satisfaction surveys that mirrored interview language, creating alignment between hiring decisions and real-world performance
• Use data to validate what skills and behaviors truly drove success

One pivotal moment came when performance and satisfaction data was directly tied back to hiring practices. This allowed leadership to confidently demonstrate, in executive forums, how the employment model was improving outcomes and enabling growth.

Together, the teams built a sustainable and scalable employment framework that supported the organization’s expansion into the largest provider in its space. The work created lasting capability and long-term value: the organization gained an employment model they continue to use today, enabling sustained growth and operational strength.

Results

The partnership delivered clear, measurable results that strengthened delivery, reduced risk, and enabled sustainable growth:

• Two-year backlog reduced to six months, allowing the organization to deliver for new clients at scale
• 30-day implementation start after deal signing, replacing multi-year delays with predictable execution
• 100 % of direct hires sourced from Latitude consultants, reinforcing talent quality and the strength of the contract-to-hire model
• Improved cost control by separating roles and pricing labor more effectively
• Strengthened the employment brand through clearer roles, better hiring alignment, and improved candidate experience

Partnership

The relationship was defined by trust, transparency, and care. The Latitude Group embedded deeply with teams, prioritizing consultant support, open feedback, and shared ownership of outcomes.

Leaders were equipped with clear success metrics and data to secure continued investment. Teams benefited from defined roles, repeatable processes, and the confidence that came from a well-run delivery model. Many consultants placed during the engagement grew into long-term leaders, with much of the team still comprised of former Latitude professionals.

Looking Ahead

The ultimate goal of the partnership was sustainability. By design, the organization grew into a position of strength, equipped with the tools, processes, and internal talent needed to scale independently.

Today, the employment model built through this collaboration continues to guide how teams are formed and how work gets done. The impact endures not as a staffing solution, but as a foundational capability that helped transform the business.