درباره این اپیزود
What if your next great recruiter is already working behind the register? And what if your biggest recruiting expense isn’t advertising, but all those people who insist on interviewing every candidate?
In this episode of The Frontlines Podcast, Tim Sackett and Madeline Laurano get into the details of frontline hiring with Heather Hampton, Vice President of Talent at Global Partners. Recorded in Boston at the Workday Horizons event, this conversation delivers practical lessons for TA leaders managing high-volume hiring, competing with bigger brands, and trying to make every recruiting dollar count.
Global Partners hires roughly 3,000 people annually across a business that includes multiple convenience retail brands. Getting candidates to recognize those brands is a challenge. Getting interested candidates into an interview shouldn’t be.
Heather shares how her team implemented Paradox’s career site and high-volume scheduling capabilities in six months—and how, since January, monthly recruiting advertising spending has been approximately half of what she budgeted. The discussion explores why making it easier for candidates to apply, schedule, and connect with hiring managers can change the economics of recruiting. For sponsors Workday and Paradox, it’s a fitting conversation: their technology is part of the hiring and internal talent practices Heather describes throughout the episode.
But the story goes well beyond getting people through the door.
Heather explains how Global Partners encourages employees, including frontline workers, to complete career profiles in Workday so recruiters can search internal talent alongside external candidates. And she brings the receipts: one employee’s nine-year journey took her from cashier to general manager, recruiter, and ultimately senior talent development specialist, with tuition reimbursement helping along the way. That’s a career path candidates can actually believe in.
The team also tackles early turnover and why the first seven days deserve more attention. Sometimes the issue driving someone toward the exit is a scheduling concern. Sometimes it’s anxiety about operating equipment safely. Ask the question, have the conversation, and you may discover a problem you can solve before that employee disappears.
Then Tim, Madeline, and Heather take aim at the hidden costs of hiring: excessive interview rounds, expensive executive involvement, and approval chains that slow down routine offers. Does a vice president really need to interview that intern? Does a cashier’s offer need three layers of approval when the pay rate and budget are already established?
You’ll also hear actionable advice on choosing vendors, checking customer references, building a TA peer network, and getting field leaders involved before implementation begins. Heather’s approach to adoption includes ongoing training and support long after launch day.
If you’re looking for ideas you can take into your next budget meeting, hiring-manager conversation, or technology evaluation, this episode delivers. Better frontline hiring starts with understanding what your business needs—and giving candidates, employees, and managers a clearer path forward.
