Case Study 1
How Regent Unified 15 Centers & Launched HRIS Without Disruption
At a Glance
15 Centers Unified
Rippling HRIS implemented across surgical locations — on time, in compliance
100% HR Coverage Maintained
Seamless leave coverage ensured zero disruption to operations
Zero Launch Delays
Recruitment and HRIS projects delivered on schedule
VP Stepped into Stability
New VP of Talent inherited structured workflows and full documentation
The Challenge
Regent Surgical Health was at a critical inflection point.
They had just hired their first VP of Talent, but the recruitment function was still embryonic. Simultaneously, they needed to roll out a new HRIS (Rippling) across 15 independently operating surgical centers — each with different payroll rules, compliance standards, and historical processes.
On top of that:
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A key HR team member was on extended leave
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Payroll operations had to remain uninterrupted
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Compliance risk was high
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The new VP needed to focus on strategy — not daily fire drills
Regent needed structured execution, cross-functional coordination, and immediate interim coverage — all without losing momentum.
The Solution
Orgami stepped in as both interim HR support and project lead, ensuring nothing slipped through the cracks while Regent scaled its talent function.
Interim HR + Talent Support
A backlog of platform updates was blocking the client’s marketing roadmap. Opswell’s pod audited the flow, rebuilt the dev queue, and unblocked the internal team in less than a week — without disrupting live ops.
Rippling HRIS Implementation
We project-managed Regent’s HRIS transition end-to-end: audits, testing, workflows, and rollout across all 15 centers.
Result: a unified, compliant system fully aligned to Regent’s new talent strategy.
The Results
No disruption during a leadership transition — HR ops and payroll never missed a beat
Rippling HRIS fully implemented across 15 centers, on time and in compliance
Unified workflows that replaced disparate local processes
VP of Talent stepped into stability, with documentation and systems ready to scale
Lisa Gentry, Regent Surgical Health
“Working with Orgami was seamless. They understood everything that was at stake and made sure we had the attention needed to get the job done. When our Director of HR Operations returned, Orgami ensured the handoff was smooth and the project stayed on track. We loved having them as an extension of our team and would work with them again.”
Case Study 2
How a Global Investigations Firm Built a Scalable Hiring Engine in Record Time
At a Glance
60% Faster Time-to-Hire
Average time-to-fill dropped from industry norms of 55–95 days to just 22 days
30+ Investigators Hired
First two cohorts plus additional roles filled under aggressive deadlines
Scalable Interview Framework
Multi-round guides and scorecards standardized evaluation globally
Increased Confidence & Consistency
Hiring managers aligned across 18 offices with improved candidate acceptance rates
The Challenge
A global investigations firm was scaling fast — but hiring practices weren’t keeping pace.
Each office and manager had their own way of interviewing, evaluating, and selecting candidates. The result: inconsistent decisions, lost time, and an uneven candidate experience.
On top of that:
- Leadership had set aggressive deadlines for building investigative teams
- A new hiring manager was still ramping up
- Senior leaders were spending too much time on interviews
- The company risked missing critical delivery commitments
They needed a structured, repeatable hiring framework — and immediate recruiting support — to maintain momentum without compromising quality.
The Solution
Orgami partnered with the client to build a structured hiring engine while keeping urgent roles on track.
Interview Framework Design
We developed multi-round interview guides and structured scorecards, creating a consistent process for evaluating investigative talent across offices.
Result: scalable, repeatable system that reduced bias and aligned managers.
Immediate Recruiting Support
While the new hiring manager got up to speed, we managed recruitment for the first two investigator cohorts and several additional roles under aggressive deadlines.
Result: critical positions filled quickly while leadership stayed focused on strategy.
The Results
60% faster time-to-hire, reducing average fill time from 55–95 days to just 22 days
30+ investigators hired in the first two cohorts plus additional critical roles
Interview process standardized with guides and scorecards, ensuring consistent evaluation globally
Improved hiring manager confidence and candidate acceptance rates, strengthening employer brand
Scalable recruitment framework now applied across global offices
Chief People Officer, Global Investigations Firm
“Orgami came in and helped not only structure our process but also hire for our team. They filled several roles to ensure we hit the deadline set by our leadership team while we got our new manager up and running.”
Case Study 3
How LifeSpace Built Its First Go-To-Market Team in Just 3 Months
At a Glance
95% Placement Success
Nearly every role filled despite limited recruiting hours
10 Hours/Week Model
Full go-to-market team built with only fractional weekly support
Sales, AM & Marketing Hires
Complete commercial function staffed in under 3 months
Revenue Growth Enabled
With team in place, pipeline acceleration began immediately
The Challenge
LifeSpace Digital was ready to accelerate growth — but lacked the recruiting bandwidth to build its first go-to-market team.
As a lean PropTech startup, they needed to:
- Staff sales, account management, and marketing roles quickly
- Compete for talent in a highly competitive digital media and PropTech market
- Operate with only 10 hours per week of dedicated recruiting support
- Provide leadership visibility into hiring progress without consuming bandwidth
Without a clear process and focused execution, they risked stalled revenue growth and an overextended leadership team.
The Solution
Orgami partnered with LifeSpace Digital to design a lean but effective recruiting approach that balanced speed, structure, and minimal time demand on leadership.
Structured Process Design
We built job descriptions, interview guides, and scorecards to ensure every hire aligned with company goals and was evaluated consistently.
Result: clarity and fairness in candidate selection despite limited hours available.
Focused Recruiting Execution
With only 10 hours per week dedicated to the project, we sourced and closed candidates for sales, account management, and marketing roles in just 3 months.
Result: a fully staffed go-to-market team without the cost of a full-time recruiter.
The Results
95% placement rate achieved across all open roles
Go-to-market team fully staffed in 3 months, covering sales, account management, and marketing
Delivered with just 10 hours per week of recruiting support
Revenue pipeline accelerated with a commercial team in place
Matthew Brosenne, CHRO, LifeSpace Digital
“Orgami made the process seamless. They helped us build clear job descriptions and provided sourcing tables that showed exactly what it would take to close each role. We always knew where we stood, and it gave us confidence the team would come together quickly.”