We connect veterans looking for vibrant careers to meaningful roles whilst navigating divestiture and market forces.

Background

Following one of the largest aerospace mergers in history, a multinational conglomerate restructured, spinning off two major industrial divisions as independent companies. This created distinct Fortune 500 companies, each with unique technical requirements, compliance frameworks and MSP contracts. Our team successfully navigated this transition, maintaining and expanding relationships with both the merged entity and the independent companies.
The restructuring created unique staffing opportunities. The parent company’s focus shifted heavily toward advanced aerospace and defense technologies, while the spun-off entities specialized in industrial and commercial technologies, requiring our team to develop recruitment strategies addressing multiple sector requirements.

Challenges

Legacy Systems & Outdated VMS: One of the challenges our recruiters faced in staffing for these newly divested aerospace and defense clients was navigating legacy vendor management systems (VMS) that often limit visibility on job requisitions and slow down recruitment processes. These outdated systems can restrict access to the full range of open roles and hinder our ability to respond swiftly to client needs.
Entry-Level Hiring Hurdles: Indotronix encountered challenges when onboarding entry-level assemblers, where high candidate drop-off rates impacted the hiring process and caused delays. This situation created frustration among recruiters and hindered efficiency in meeting placement goals.
Navigating Rigorous Security Standards: Specialized aerospace and defense roles present unique challenges, with stringent security and compliance demands that limit the local talent pool prompting our recruiters to expand their search radius.

Our Approach:

Hiring a Specialized On-Site Co-ordinator: To address specific onboarding inefficiencies, we deployed an on-site coordinator at the hiring location, streamlining logistics for background checks, drug testing, and onboarding. This hands-on support minimized disruptions, improved retention, and enabled a smoother experience for both recruiters and candidates. By adapting to the needs of the site, we increased client satisfaction and successfully achieved hiring targets.
Drawing on Previous Candidate Data: To fill certain specialized roles, such as for a Principal Mechanical Engineer, the recruitment team employs data mining from previous hiring cycles with aerospace and defense clients. By revisiting past applicant data and analyzing profiles from earlier placements, we efficiently identify candidates with critical qualifications, such as MIL-STD-810 compliance, structural analysis expertise, and the ability to obtain DoD security credentials. This approach leverages our historical hiring insights, allowing us to quickly place top talent in high-compliance, technically demanding roles.
Targeted Veteran Hiring: Veterans often transition from military service seeking fulfilling careers where they can apply their specialized skills in a structured environment. Many are drawn to renowned companies in aerospace and defense, where their background in high-compliance roles aligns with the strict standards required in these industries. Veterans bring experience in military protocols and technical expertise with familiarity in government standards such as MIL-HDBK-217, MIL-STD-690, and FRACAS protocols which are essential for reliability and quality control in aerospace and defense projects. These roles often require U.S. citizenship and the ability to comply with DoD security requirements, qualifications that veterans frequently possess. With their commitment to precision, teamwork, and security, veterans are particularly well-suited for roles like systems engineering, avionics, and lifecycle management, helping companies meet rigorous compliance requirements while advancing innovative projects.
Creative Incentivization Measures: To combat limited local talent pools, our account manager came up with an incentivization strategy involving per-diem arrangements to encourage prime candidates to move on-site.

Results:

Leading Commercial Organization in Climate Control, Industrial Solutions and Home Appliances

• Ranked as a top five supplier in 2024.
• Notable success with light industrial roles, despite high onboarding challenges.
• Top supplier for order response rate.
• Ranked top 3 in submittals (achieving submittals within 48 hours).
• Leading in fill rate and market share.

Global Aerospace and Defense Technology Company

• Achieved a year-over-year revenue doubling.
• Part of two supplier programs, providing diversified staffing solutions.

Leader in Transportation Management

• Ranked as the number one supplier from 2023 to 2024.
• Known for high engagement in light industrial and engineering roles.

Conclusion:

Through a major industry merger and subsequent corporate spin-offs, Indotronix successfully maintained and expanded its partnerships with each divested entity. Leveraging strong pre-existing relationships and adapting quickly to new organizational needs, we retained our trusted supplier status. As a top supplier, we consistently ranked high in submittal response rates, fill rates, and market share. Our on-site support solutions addressed specific hiring challenges, enabling us to address inefficiencies with on-boarding. With a consistent year-over-year revenue increase, Indotronix’s resilience and adaptability have ensured continued success and deepened partnerships through industry-wide shifts. As we enter 2025, we are poised to expand our relationship with the new parent company and their subsidiaries.