Hiring Speed. Redefined. Post Office Partnership.

Rethinking recruitement.

How Morson is setting a new standard in hiring speed

In today’s competitive market, slow recruitment can hold businesses back and frustrate candidates. Weeks stretch into months, top talent gets snapped up elsewhere, and “business as usual” quietly becomes “business falling behind.” But it doesn’t have to be this way.

At Morson, we believe recruitment should move at the speed of business. When it’s done right, hiring isn’t a drag on performance but a driver of it. As Alex McQuade, Account Manager & Senior Technology Recruitment Consultant at Morson, explains, the secret lies in designing processes that cut unnecessary delays, keep candidates engaged, and give hiring managers confidence to act quickly. As a payoff you get shorter time-to-hire, stronger retention, and leaders free to focus on strategy.

In this article, we’ll spotlight how Morson achieved a 10-day average time-to-hire on a contract basis with Post Office, the UK’s largest retail network.

10 Days. Yes, Really.

Hiring with no endless waiting, bottlenecks or watching great candidates slip through the net.

In a market where skilled candidates have choices, speed is a competitive weapon. Businesses that can identify, engage, and secure the right talent in days rather than weeks consistently outperform those still stuck in drawn-out cycles.

But is it possible? Hiring with no endless waiting, bottlenecks or watching great candidates slip through the net. Just ten days from requirement to offer.

Yes, it is. That’s exactly what we delivered for the UK’s largest retail network, Post Office, cutting industry-standard timelines down to a fraction. Not by magic. Not by chance. But by rethinking how recruitment is supposed to work.

As Alex McQuade, puts it, it came down to five efficient steps:

• Knowing the market and who is the highly skilled talent in that area
• Streamlining the process – collaborating with key stakeholders
• Building a deep understanding of the client
• Nurturing strong hiring manager relationships
• Moving with speed and intent as a partnership

Those steps transformed what was considered a tricky programme into a smooth, efficient model of recruitment.

Process built not just on efficiency but on trust.

What hiring efficiency really looks like

Tech speeds us up but people seal the deal.

Candidates still want to be seen, heard, and supported, and it’s the relationships we build that make a difference.

Of course, technology plays its part. AI and automation clear away repetitive admin, from scanning CVs to compliance checks. But in our case, tech doesn’t replace relationships, but empowers them. Candidates still want to be seen, heard, and supported, and it’s the relationships we build that make a difference.

Our consultants still have the conversations, still prepare candidates properly, still advise clients on the red flags and the “maybe nots.” Speed without substance is pointless. It’s the human element that turns a fast process into a trusted one.

We pride ourselves on having that human end of the recruitment cycle. Whilst the technology cuts out the repetition accurately and quickly, we still have conversations and we have strong relationships built.

Equally important are the partnerships we forge with clients. When collaboration goes beyond transactions – through regular calls, quarterly strategy sessions, and constant feedback loops – delays disappear and the process becomes seamless. This approach reduces time-to-hire, and at the same time, builds trust, strengthens retention, transforming recruitment into a genuine engine of business performance.

Redefining hiring speed.

At Morson we focus on outcomes. The right person, in the right role, at the right time.

Recruitment is often measured by numbers of roles filled, CVs sent, interviews arranged. At Morson, we focus on outcomes: the right person, in the right role, at the right time.

Our work with the Post Office proves the difference between reactive and proactive hiring. By moving quickly while maintaining strong human connections, organisations fill roles and, at the same time, improve retention, strengthen teams, and accelerate performance. Time-to-hire has become more than an HR metric; it reflects how a business values its talent, strategy, and future.

“The human element and relationship-building are key. With so many collaborating teams, including HR, recruitment and admin, our team effort is what counts. By being consistent in our communication, we strengthen relationships and deliver real impact.”

So, what does recruitment look like when it’s built for today’s challenges? It starts with speed. It’s acting quickly without ever sacrificing quality. Every stage of the process matters, and nothing should be wasted.

But success isn’t only about speed… It is also about the quality, long-term fit, and meaningful partnerships. Clients like Post Office continue to work with us because efficiency builds trust, and trust unlocks wider collaboration across HR, outsourcing, and workforce strategy. Recruitment stops being a transaction. It becomes a performance engine.

Making speed the norm.

Fast. Simple. Human. That’s hiring, the Morson way.

Hiring doesn’t have to be slow. It doesn’t have to be complicated. And it definitely doesn’t have to leave candidates hanging for weeks on end. With the right mix of insight, streamlined processes, and the real value of human connection, a 10-day hire just happens.

At Morson, we’re proving it can.

We work with the Post Office and many well-known established companies, such as Urenco and Manchester Airport Group.