Flexora Systems is a mid-sized logistics enterprise. They wanted to scale their automation initiatives. They had the budget, the plan, and a growing backlog of manual processes ripe for automation.
What they didn’t have was the TALENT.
Flexora’s leadership decided to hire a full-time RPA Developer. They followed the traditional hiring process:
- Drafted a detailed job description
- Posted hiring ads on job portals and social media
- Screened hundreds of resumes
- Interviewed the shortlisted candidates through three rounds
And, after the tedious and long hiring cycle of 45 days, they hired an RPA developer.
But the clock didn’t stop there.
The new developer needed time to adjust to Flexora’s environment:
- Learning internal tools and security protocols
- Getting trained on the RPA framework in use
- Understanding process owners’/stakeholders’ expectations
- Adapting to workflows and documentation practices
Despite his potential, it took over a month before he could work independently. And just when he was finally contributing meaningfully, he resigned—to a better offer elsewhere.
Flexora was back to square one. And looped in the hiring cycle.
Meanwhile…
QuantivaTech, a B2B fintech company, had similar automation goals.
Instead of opening hiring positions, QuantivaTech hired RPATech’s RPA resources. After a brief scoping discussion, they onboarded a pre-vetted, experienced RPA Developer within 15 days.
This developer wasn’t just technically sound; he was already trained on:
Enterprise-grade RPA platforms
Global IT security protocols
Process documentation and team collaboration
Domain best practices relevant to BFSI
He required no formal onboarding or training period, and within the first week, he was actively contributing to live projects.
Why the Outcomes Were So Different
The difference between Flexora and Quantiva wasn’t in planning or accessing talent, it was in their approach.
1. Time-to-Productivity
While Flexora took 45 days to hire and another 30+ days to make the resource productive, Quantiva got results within the first week.
Hiring is not complete when someone signs an offer letter—it’s complete when they deliver value.
2. Suitability for Short-Term Needs
Flexora was looking to accelerate projects over the next 6–8 months. Hiring full-time came with added long-term costs:
- HR management
- Training
- Bench time between projects
- Attrition risk
On the other hand, Quantiva’s hiring model was flexible and outcome-driven. They hired based on demand—hiring what they needed, when they needed it.
3. Security Standards
In Flexora’s case, part of the onboarding time was spent on educating the developer on data security and internal compliance frameworks which is standard but critical.
EWB resources come pre-trained on global security practices and are aware of how to work in enterprise-grade, regulated environments. That’s one less concern for internal IT teams.
4. Scalability
As Flexora scrambled to restart hiring, Quantiva simply added another resource from the EWB pool two months later when their scope expanded.
The EWB model helped them scale their team without scaling their hiring efforts.
EWB Adding Real Value to Your Business
These are some areas where our EWB service adds and brings value to your business and solves real challenges:
Scope | Challenges | EWB Advantage |
Scalability | Automation demand often fluctuates. Hiring full-time employees locks you into fixed payroll costs. | Scale your team up or down based on demand. No more going through the hire-train-ramp cycle every time. |
On-demand access | Traditional hiring makes it hard to bring in niche expertise only when you need it. | Hire from our pool of talented RPA resources without needing to hire them permanently. |
Cost | High bench costs for full-time employees during slow periods. | Flexible, pay-as-you-use model helps control overhead without compromising delivery. |
Plug-in Resource Gaps | On automation resource leaving the team derails the project timeline and plugging in replacement is costly and time-consuming. | 10+ automation resources available on bench and readily available to plug-in when a resource leaves organization. |
Domain Context | Developers often lacks domain context and business alignment. | EWB resources are battle-trained on hands-on project in various industries. |
Final Thought
Flexora’s story isn’t just theirs. Many enterprises invest time and money into traditional hiring and outsourcing models, only to find themselves stuck in a repetitive cycle of attrition and delays.
Quantiva’s experience shows that a new model is not just possible but well-tested.
