Lendmark’s total talent ecosystem is driven by technology, a strong candidate experience, its values, and its leadership culture.
By Shalon Murdaugh-Travis
Talent acquisition has evolved a great deal over the years. Today’s candidates expect relevance, clarity, and purpose, not just speed. That shift has challenged organizations to rethink how they hire, engage, and plan for today and the future.
Lendmark’s journey began by investing in technology that could manage increasing hiring demands without sacrificing the human experience. The company first introduced text-to-apply capabilities and real-time candidate communication to create a more accessible and responsive process. From there, investments were made in resume screening tools, interview scheduling, and early-stage assessments. The goal has always been simple: Streamline the process while preserving meaningful human connections.
At the same time, an HRIS was selected with a long-term vision in mind. The objective was not merely to meet today’s needs but to establish a scalable foundation for future growth. With more than 550 locations and 2,400 employees, scalability is not a luxury. It is a business necessity.
Workday serves as Lendmark’s system of record, centralizing critical workforce data and providing the framework for better decision-making. Executive-level dashboards that deliver visibility into key metrics such as headcount, open requisitions, time-to-fill, and revenue per employee are being further developed. These insights empower leaders to make faster, more informed decisions while helping streamline workflows, improve data sharing, and maintain data integrity. Simply put, clean data drives smarter growth.
The approach to talent management has evolved as well. Moving beyond traditional hiring indicators, such as job titles and degrees, has occurred because those credentials do not always reflect an individual’s true capabilities. Instead, the focus is on potential, adaptability, and transferable skills.
Encouraging a culture of well-being and reminding employees that taking time to recharge is not a sign of weakness. It is an investment in long-term success, resilience, and performance.
One of the most significant transformations has been the development of the internal recruiting model by no longer relying on external staffing firms to identify temporary talent. Instead, candidates are sourced directly, and individuals are intentionally sought out who have transferable skills that align with the needs of the business. Candidates with backgrounds in customer service, cash handling, and other service-oriented roles often excel in entry-level customer service positions, despite not traditionally being considered for those opportunities. This approach has strengthened the talent pipeline, reduced costs, and opened doors for individuals with high potential.
As a result of the internal recruiting model, each year, more than 400 contractors are placed across the organization, with approximately 100 of them converting into direct hire Lendmark employees. This model provides greater workforce flexibility, accelerates hiring, supports operational continuity, and gives deeper insight into talent before long-term hiring decisions are made.
The candidate experience has all been reimagined. Improved communication, faster response times, and a more thoughtful interview process have enhanced engagement throughout the hiring journey. Simultaneously, Lendmark’s employer brand has been strengthened through career fairs, social media, industry events, and community partnerships, ensuring greater visibility and connections to the communities served across 24 states.
Together, these efforts are creating a talent ecosystem built on clarity, speed, opportunity, and long-term sustainability. More importantly, they are helping Lendmark build a workforce aligned with where the organization is headed, not only where it is today.
Central to this work is the leadership culture, which is grounded in Lendmark’s LEND values: “Loyal, Engaging, Nurturing, and Decisive.” These principles are more than words on a page. They shape how the organization leads, supports teams, and creates an environment where employees can thrive.
That commitment extends to employee well-being. Burnout is not always obvious, especially when high-performing employees continue delivering results. Leaders must be attentive to subtle changes such as emotional withdrawal, increased irritability, absenteeism, or shifts in motivation. Strong relationships help leaders recognize when employees need support before challenges become larger issues. Encouraging a culture of well-being and reminding employees that taking time to recharge is not a sign of weakness. It is an investment in long-term success, resilience, and performance.
The most important lessons from building Lendmark’s total talent acquisition strategy, would come down to four principles.
1. Establish a clear vision. A talent strategy must align with business objectives and tell a compelling story that people can understand, support, and rally behind. When that alignment exists, talent acquisition becomes more than a recruiting function. It becomes a strategic business partner.
2. Let data strengthen the narrative. Metrics transform effort into evidence. They demonstrate impact, build credibility, and help leaders understand the value talent strategy delivers to the organization.
3. Be willing to take calculated risks. Innovation rarely happens within the boundaries of comfort. Meaningful growth requires challenging assumptions, embracing new approaches, and having the courage to lead change before others are ready.
4. Build an exceptional team. Surround yourself with people who are skilled, curious, thoughtful, and confident enough to challenge conventional thinking. The strongest teams are not made up of individuals who simply agree with their leaders. They are built on diverse perspectives, healthy debate, and a shared commitment to excellence.
When those elements come together, everything changes. Ideas become stronger. Results improve. Culture deepens. Talent becomes the foundation for sustainable success, and getting that foundation right creates lasting organizational impact, which equates to a successful total talent acquisition strategy across direct hire and contingent workforces.
Shalon Travis is SVP, talent acquisition and HR systems for Lendmark.
