The Challenge

Living Spaces had been using Workday HCM since 2018, but as the company grew, its HR systems needs became more complex.

The company was facing several connected challenges:

 📈 Rapid market expansion
Living Spaces was entering new regions and markets, which required stronger HR systems, reporting, and leadership infrastructure to support continued growth.

 ⚙️ Workday optimization needs
Although Workday was already in place, the company wanted to improve adoption, expand usage, and better leverage the platform across the business.

 📊 Reporting gaps
Living Spaces did not have dedicated Workday Reporting support, creating a gap in the company’s ability to access, analyze, and use HR data more effectively.

 🧩 Underutilized Workday modules
The company wanted to increase usage of Workday tools across areas such as safety, risk, and field operations.

 🔄 Business process inefficiencies
As the business scaled, Living Spaces recognized the need to streamline and reprogram existing HR business processes to better support future growth.

 🏢 Hybrid work constraints
The role required candidates who were not only qualified from a Workday and HRIS standpoint, but also open to a hybrid schedule. This narrowed the available candidate pool.

 👥 Broad HRIS leadership requirements
The client needed someone with experience across the full HCM suite, including Recruiting, Benefits, Payroll, Reporting, and other core HR systems areas. Many candidates in the market had narrower, more specialized Workday backgrounds, making the search more difficult.

Why Living Spaces Needed Specialized Recruiting Support

This was not a simple HR systems search.

Living Spaces needed a candidate who could do more than manage one Workday module. The right person needed to understand how HR systems connect across the business and how to improve Workday adoption at scale.

The ideal candidate needed to bring:

• Workday HCM expertise
• Reporting and data experience
• Broader HRIS leadership capability
• Understanding of Recruiting, Benefits, and Payroll workflows
• Ability to improve system adoption
• Experience streamlining HR processes
• Comfort working in a hybrid model
• Strong communication with People Operations leadership

Because of the combination of technical requirements, leadership expectations, and hybrid work constraints, Living Spaces needed access to a more targeted HRIS and Workday talent pool.

 Our Recruitment Process 

We supported Living Spaces by focusing the search around candidates who matched both the technical and business needs of the role.

Rather than only screening for Workday keywords, our process focused on identifying candidates who could contribute to Living Spaces’ larger HR systems strategy.

We prioritized candidates with:

• Broad Workday platform experience
• HRIS leadership potential
• Reporting and process improvement exposure
• Experience supporting growing organizations
• Ability to partner with People Operations stakeholders
• Alignment with the hybrid work expectations

Throughout the process, we maintained close communication with Fallon and the Living Spaces team to ensure candidate alignment as the search progressed.

Supporting the Client’s Growth Strategy   

For Living Spaces, the HRIS hire was directly connected to larger business priorities.

As the company expanded, HR systems needed to support a more complex and distributed workforce. Improving Workday usage, reporting, and business processes would help the People Operations team better serve employees, managers, and field leadership.

The new HRIS leader would be expected to work closely with Fallon on day-to-day Workday priorities while also supporting longer-term strategic growth.

This made the role especially important. Living Spaces was not simply hiring for system maintenance — they needed someone who could help improve how Workday supported the business.

Candidate Experience as a Reflection of Our Partnership    

Although the case study should remain client-focused, the candidate testimonial can still be used as supporting evidence.

The placed candidate described our process as personal, prepared, and highly communicative. This matters because a strong candidate experience helps protect the client’s brand during a competitive search. The candidate highlighted that the experience felt personal rather than transactional. Instead of feeling like “just another interviewee,” she felt like part of the team from the beginning.

A key part of the process was helping the candidate understand Living Spaces before the interview. This made the interview experience more comfortable and helped her feel more confident going into conversations with the client.

This reinforced our ability to represent Living Spaces professionally while keeping candidates engaged and prepared throughout the hiring process.

What Made the Partnership Successful     

Several factors helped move the search forward.

1. We Understood the Complexity of the Role

We recognized that Living Spaces needed more than a traditional HRIS candidate. The role required broad Workday knowledge, business process understanding, reporting capability, and the ability to support system adoption across the organization.

2. We Ran a Targeted Workday Talent Search

Because many available candidates had narrow Workday experience, we focused on identifying talent with broader HCM exposure and the ability to support multiple areas of the Workday environment.

3. We Accounted for Hybrid Work Requirements

The hybrid schedule added complexity to the search. We helped filter for candidates who were aligned not only with the technical requirements, but also with Living Spaces’ evolving workplace model.

4. We Prepared Candidates Thoroughly

We prepared candidates to understand Living Spaces, the role, and the business context before interviews. This helped create a more informed and confident interview process.

5. We Maintained Consistent Communication

Throughout the process, we maintained communication with both the client and candidate, helping keep the search organized, responsive, and relationship-driven.

Conclusion 

Living Spaces needed HRIS talent that could support more than day-to-day system administration. The company required a Workday-focused professional who could help strengthen reporting, improve adoption, streamline business processes, and support the People Operations team during a period of expansion.

By combining targeted Workday recruiting expertise with strong candidate engagement and consistent communication, we helped Living Spaces address a difficult HRIS hiring need in a competitive talent market.

The partnership supported Living Spaces’ broader growth strategy by helping the company add HRIS capability at a time when scalable people systems were becoming increasingly important to the business.