Bulk hiring: what changes when you need forty people, not four
Kunal Sethi · 16 July 2026
Volume recruitment is not just regular recruitment repeated. The mechanics are genuinely different.
When a client opens a new site or scales a support function, the hiring problem changes shape. You are no longer optimising for the single best candidate. You are optimising for throughput at a consistent quality bar.
Standardise before you scale
Define one scorecard and hold every interviewer to it. Without that, forty hires means forty different definitions of "good".
Protect the candidate experience
High-volume drives are where candidate experience usually breaks down. People get no reply, or a reply three weeks late. That damage shows up later as a weaker employer brand and slower future hiring.
Plan onboarding at the same time
A cohort of thirty starters arriving in the same week with no structured onboarding will produce a spike in early attrition. Build the first thirty days before you build the shortlist.