You’re Not Stuck — Your Hiring Strategy Is

Most executives think their talent problem is about the labor market.

"No one wants to work anymore."

"Gen Z doesn’t stay more than six months."

"We just can’t compete on salaries."

But here’s the hard truth: your strategy is broken — not the workforce.

High attrition. Rising payroll costs. Declining service quality. You’re not stuck because there are no good options. You’re stuck because you haven’t seen what modern hiring can look like.

SECTION 1: The Cost of Sticking to the Old Playbook

Let’s talk about the playbook that got us here.

For years, companies had two options:

1. Hire locally: High control, high quality, sky-high costs.
2. Outsource offshore to a BPO: Lower cost, lower control, inconsistent output.

But the market has shifted. Today’s work is borderless, tech-enabled, and skills-driven. Yet many executives are still using yesterday’s tactics: local job boards, reactive hiring, BPO vendors with cookie-cutter scripts.

And the results show:

• According to Gallup, U.S. employee engagement is at its lowest point in a decade.
• Call center attrition in the U.S. often exceeds 45% annually, per McKinsey.
• The average cost to replace a single entry-level employee is over $4,700 (SHRM).

Clinging to the status quo isn’t loyalty to tradition. It’s an expensive form of denial.

SECTION 2: A Better Model for Entry-Level Hiring

Here’s the good news: there’s a better way to staff your customer support, sales development, and back-office roles. One that doesn’t force you to choose between quality and cost.

Bloom helps U.S.-based companies embed high-quality, bilingual remote talent directly into their teams. Not through third-party vendors. Not through risky freelance platforms. Through a managed, compliant, and scalable hiring infrastructure.

Consider the case of Travelpass Group:

Faced with poor output from a BPO and rising U.S. payroll costs, TPG needed a change. Hiring in the U.S. would double their overhead. But outsourcing was hurting customer experience.

With Bloom, they embedded 60+ remote agents who were:

• Bilingual
• Highly educated
• Fully integrated with their internal teams

The impact:

• 🔁 97% retention (compared to 60% with BPOs)
• ⚡ 1.5x output
• 💰 5.9% total cost savings
• 🗣️ Noticeably better English and CSAT

“The quality difference between our Bloom team and prior BPO agents is night and day.” – TPG Leadership

This is what the future of hiring looks like: not a vendor relationship, but a talent partnership.

SECTION 3: Rethink How You Hire

If you’re seeing churn, cost pressure, and declining output — it’s not a hiring crisis. It’s a strategy crisis.

Great talent is out there. But you need a new map.

Here’s what a future-ready hiring strategy includes:

• Geo-flexibility: Stop hiring based on ZIP code. Start hiring based on skills.
• Retention-first mindset: Invest in cultural alignment and onboarding, not just resumes.
• Cost-efficiency with quality: Stop paying more just to get less.
• Team integration: Avoid siloed outsourcing. Build unified teams.
• Data-backed decisions: Use metrics like retention, CSAT, and training speed to guide your hiring.

This isn’t just a tactical shift. It’s a leadership mindset shift.

The best companies don’t tolerate bad fits or ballooning costs. They evolve. They question the playbook. They build talent systems that match today’s economy.

What would your team look like with 97% retention?

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