Sealed Air Limited Changing recruitment strategy, reducing hiring risk.
Sealed Air Limited operates a manufacturing site in St. Neots, Cambridgeshire, with a long-serving workforce, skilled production requirements and a demanding continental shift pattern.
The business had never previously used agency workers for production roles. Recruit Mint built trust through successful technical recruitment, then introduced a carefully managed temp-to-perm model that became the preferred route for hiring production staff.
Recruit Mint reduced hiring risk by giving Sealed Air the ability to assess candidates in the workplace before permanent offers were made.
High-risk hiring. Long lead times.
Sealed Air needed a recruitment model that could protect quality, reduce risk and support future workforce succession in a manufacturing environment where production operators require significant training.
No agency production model
Sealed Air had never previously used agency workers for production roles, so trust had to be earned carefully.
Long training requirement
Production operators could require up to 12 months of training, making poor hiring decisions costly.
Slow recruitment
Recruitment often took up to six months, creating pressure when vacancies needed to be filled.
Succession pressure
A long-serving workforce meant many experienced employees were approaching retirement.
Trust first. Then temp-to-perm control.
Recruit Mint first proved capability through successful Maintenance Engineer recruitment, then introduced a managed temp-to-perm route that allowed Sealed Air to assess candidates before making permanent hiring decisions.
Technical trust built first
Recruit Mint built credibility by successfully recruiting Maintenance Engineers before expanding into production roles.
Managed temp-to-perm model
A carefully controlled model was introduced to reduce hiring risk and improve long-term fit.
Rigorous screening
Candidates were screened and vetted before reaching site, protecting quality from the start.
Workplace assessment
Candidates could be assessed in the workplace before permanent offers were made.
From hiring uncertainty to a lower-risk route.
The temp-to-perm model gave Sealed Air a practical way to bring new production talent into the business while protecting quality, reducing recruitment lead times and supporting succession planning.
Workers progressed into permanent employment.
Strong temp-to-perm conversion into permanent roles.
Candidates starting in as little as two to three weeks.
Recruitment had previously taken up to six months.
From no agency production staff to a preferred hiring strategy.
Sealed Air moved from never using agency labour in production to making Recruit Mint’s temp-to-perm model its preferred recruitment strategy for production staff.
The model gave the business faster hiring, stronger candidate vetting and the ability to reduce risk before making permanent commitments.
Recruit Mint became the first agency trusted to supply production staff.
Workplace assessment reduced the risk of poor permanent hiring decisions.
The model supported replacement planning for a long-serving workforce.
A sustainable recruitment partnership was established.
Faster hiring. Lower recruitment risk.
Recruit Mint helped Sealed Air create a sustainable route into production hiring, reducing recruitment lead times and supporting long-term workforce planning.
More than 30 workers progressed into permanent employment.
A strong temp-to-perm conversion rate was achieved.
Hiring lead times reduced from around six months.
Temp-to-perm became the preferred recruitment strategy.
The quality of candidates and their vetting process prior to sending us candidates is nothing short of excellent.
Alex Fusco · Value Stream Manager · Sealed Air LimitedLong lead times, high-risk hiring or succession pressure in your workforce?
Recruit Mint can help build a temp-to-perm recruitment model that reduces risk, improves candidate quality and supports long-term workforce planning.