23 October 2026
Seymour John places 10 temp-to-perm Customer Service Advisors in two weeks
When a fast-growing, Shropshire-based, e-commerce business, specialising in health and wellness products saw customer demand rise sharply, its customer service team needed urgent support to maintain service levels and protect the customer experience.
This case study shows how Seymour John delivered high-volume temp-to-perm customer service recruitment within a two-week deadline. Focused sourcing, clear communication and efficient coordination met the client’s immediate staffing requirement and helped build capacity for its next phase of growth.
What is temp-to-perm recruitment, and how can it help employers?
Temporary-to-permanent (temp-to-perm) recruitment fills a role initially on a temporary basis, with the option to make it permanent. It can help a business respond to an immediate staffing need while offering the flexibility to build a permanent team. For an employer, it can:
- Add capacity quickly during a busy period or unexpected rise in demand
- Give the team breathing room while permanent workforce needs become clearer
- Show how someone performs in the role, including their skills, reliability and fit with the team
- Support better long-term decisions based on real working experience, rather than interviews alone
- Give candidates a route into permanent work when they may not be available for, or ready to commit to, a permanent role immediately
What was the client’s recruitment brief?
When customer demand rose sharply, our client needed urgent support to maintain service levels and protect the customer experience. Seymour John was asked to recruit 10 Customer Service Advisors on a temporary-to-permanent basis, with all roles to be filled within 14 days.
What made this high-volume recruitment project challenging?
The client needed to scale its team quickly without compromising on candidate quality. Advisors had to be immediately available, confident communicators and able to manage a high volume of customer enquiries with empathy. The temp-to-perm requirement also meant candidates needed to be a strong fit for the team and capable of making a longer-term contribution.
How did Seymour John recruit the Customer Service Advisors?
Seymour John combined candidate sourcing, prompt phone screening and coordinated interviews, with checks and onboarding progressed alongside interviews. Its existing candidate network and candidate relationship management (CRM) system helped identify available customer service professionals, while targeted outreach reached candidates with relevant e-commerce and call centre experience.
To keep the process moving, CVs were reviewed promptly and candidates were screened by phone for availability, communication skills and fit. Only relevant candidates were shortlisted.
Back-to-back interviews supported quick decisions. Candidates were kept informed throughout, while references, compliance checks and onboarding documents were progressed alongside interviews to help secure immediate start dates.
What results did Seymour John achieve within two weeks?
- 10 Customer Service Advisors placed within two weeks
- All 10 roles filled on a temp-to-perm basis
- The full recruitment requirement met within the agreed 14-day timeframe
How did the placements support the client’s business?
The new team gave the client additional capacity during a critical period of growth, helping it maintain its high standards of customer service while easing pressure on existing staff. The temp-to-perm model also supported longer-term workforce planning.
What helped Seymour John deliver the recruitment brief on time?
- Proactive sourcing through an established candidate network
- Fast, structured screening focused on availability and quality
- Close coordination between Seymour John, the client and candidates
- Interviews, checks and onboarding progressed simultaneously at pace
- Selection focused on immediate contribution and longer-term fit
Conclusion
This project shows how Seymour John delivered high-volume temp-to-perm customer service recruitment within a two-week deadline. Focused sourcing, clear communication and efficient coordination met the client’s immediate staffing requirement and helped build capacity for its next phase of growth.
23 October 2026