Regional Fulfilment Operation From fragmented supply to a long-term partnership.
A third-party logistics provider operated a high-volume fulfilment site in the East of England. When Recruit Mint arrived, the site was hard to reach, the labour supply was fragmented, and several agencies were already involved.
The supply model was struggling with quality, retention, workforce management and communication. Recruit Mint rebuilt the model around capability, training and accountability.
From fragmented agency supply and inconsistent delivery, Recruit Mint became the lead partner behind a long-term, high-volume seasonal fulfilment operation.
Fragmented supply. No single point of accountability.
The client needed a supplier that could bring structure, reliability and workforce quality to a demanding fulfilment operation with hard access, volatile volume and multiple existing agencies already involved.
Multiple agencies on site
There was no single point of accountability for delivery, quality, communication or retention.
Limited transport access
The site was in a hard-to-reach location, so worker travel reliability had to be managed carefully.
Supply not working
Labour quality, retention, workforce management and communication were all weak.
Multi-shift peak operation
The site moved through demanding seasonal peaks, with labour required across multiple shifts.
Capability, training and accountability.
Recruit Mint replaced a fragmented supply model with a structured approach built around worker onboarding, testing, site understanding, training and on-site performance support.
On-site onboarding programme
A new programme covered registration, numeric testing, introduction and a site tour before workers entered the operation.
Video training programme
Training covered induction, role-specific processes, operational standards and on-site health and safety.
On-site support team
On-site support was introduced to strengthen resourcing, training and performance management.
Local temp-to-perm pool
A local temp-to-perm pool was built from the start to improve retention and workforce consistency.
A model built to flex. Without losing control.
The operation needed to move from normal daily volumes into major seasonal peaks while maintaining worker quality, training, retention and communication.
Multiple agencies were already involved before Recruit Mint introduced a more accountable model.
A long-term relationship with the logistics provider and its customer.
Temporary workers supported during annual peak demand.
Operation supported across multiple shift patterns.
From fragmented supply to one accountable partnership.
Recruit Mint became the lead supplier throughout the year, with additional controlled support only introduced when required during peak periods.
The partnership allowed the operation to grow year on year, supported by a more reliable and better-managed workforce model.
Recruit Mint became the lead supplier throughout the year.
Second-tier support was only added when required in peak.
A local temp-to-perm pool improved long-term workforce stability.
Supervisors supported training, resourcing and performance management.
A long-term partnership. Built on delivery.
Recruit Mint moved from new ground to becoming the lead supplier behind a long-term, high-volume fulfilment operation.
A long-term partnership with the logistics provider and its customer.
Recruit Mint became the lead supplier throughout the year.
Peak requirements reached high-volume seasonal levels.
Better accountability, training, retention and workforce management.
From fragmented agency supply and inconsistent delivery, to a lead supplier model behind a long-term high-volume partnership. That is chaos, brought to calm.
Too many agencies, a hard-to-reach location or a supply model that is not delivering?
Recruit Mint can replace fragmented supply with one accountable partnership built around quality, retention, training and delivery.