Case Study: How Bluebelt Transformed Rydel Roofing & Siding’s High-Volume Seasonal Hiring
Case Study: How Bluebelt Transformed Rydel Roofing & Siding’s High-Volume Seasonal Hiring
Client: Rydel Roofing & Siding
Industry: Residential Roofing, Siding & High-Volume Staffing
Key Contact: Carole-Anne
Role Types: Door-to-Door Canvassers & Other Seasonal Positions
Hiring Volume: 28–40 seasonal hires per month; thousands of applications annually
Expansion: Now deployed across 22 locations nationally
1. Introduction & Client Background
Rydel Roofing & Siding is more than a roofing company—it’s a high-energy, high-volume staffing operation that depends on a constant flow of seasonal workers to meet market demand. Every month, the company hires 28–40 seasonal staff per month.
With hiring cycles driven by rapid seasonal surges, the team processes thousands of applications annually, requiring speed, precision, and consistent quality. Rydel’s hiring team who oversees hiring campaigns, is deeply involved in ensuring that the right candidates are brought on board quickly, without overwhelming recruiters or managers.
Following the success of Bluebelt’s initial rollout, Rydel is expanding Bluebelt usage to 22 locations nationwide - and even froze internal HR hiring to the corporate team because the platform was covering so much of the workload.
2. The Hiring Challenge
Before adopting Bluebelt, Rydel faced the classic pitfalls of high-volume seasonal hiring:
Manual Screening Overload
– Sifting through thousands of resumes each year created bottlenecks and delayed outreach.
Scheduling Inefficiencies
– Coordinating interviews and info sessions meant endless back-and-forth emails and missed opportunities.
Candidate Drop-Off
– Interview completion and info-session attendance rates lagged, reducing hiring efficiency.
Variable Candidate Quality
– Without targeted screening criteria, candidates sometimes lacked basic requirements like vehicle access, leading to avoidable no-shows.
These challenges were especially acute in high-frequency campaigns where a single delay could mean losing strong candidates to faster-moving competitors.
3. Bluebelt’s Solution
Bluebelt deployed its AI-powered recruitment automation platform to transform Rydel’s process from reactive to proactive hiring. Key components included:
AI-Driven Resume Screening
– Automated candidate scoring and shortlisting allowed recruiters to focus on top prospects immediately.
Automated Candidate Communication
– AI handled initial outreach, reminders, and follow-ups, ensuring consistent messaging at scale.
Workflow Optimization
– Campaign-specific adjustments to fit scoring, navigation, and candidate progression were rolled out in real-time.
Calendly Integration
– Reduced back-and-forth by enabling candidates to book interview times instantly.
Custom Screening Criteria
– Introduced filters for requirements like vehicle access to ensure candidates were job-ready from day one.
Engagement Strategy Refinements
– Adjusted AI voice tone and communication channels to maximize candidate responsiveness.
4. Campaign Results – Door-to-Door Canvassers
In a single week, Bluebelt’s ROI came through during Rydel’s hiring campaigns:
600+ applicants
processed through AI screening.
118 interviews
booked through automated scheduling.
7 info sessions
hosted with
68 total participants
.
Time Savings Impact: What once took hours now takes the hiring team minutes - saving 500+ hours in less than 3 months of working together.
5. Operational Impact
The benefits extended far beyond the numbers:
Nationwide Expansion
– Based on results, Rydel scaled Bluebelt to
22 locations nationally
.
Internal Hiring Freeze
– The efficiency gains allowed Rydel to halt additional HR hires at the corporate level.
Time Savings
– Recruiters and managers reclaimed hours each week by removing manual screening and repetitive scheduling tasks.
Improved Candidate Quality
– Custom filters (e.g., vehicle access) meant fewer unqualified applicants reached the interview stage.
Faster Adaptation
– Campaign workflows could be refined midstream, ensuring optimal performance without delays.
Enhanced Candidate Experience
– Clear communication and easy scheduling improved the brand perception among applicants.
6. Customer Quotes
"Really cool tool, I don’t have to micromanage, get to do other stuff. I want to share this with my friends and family—it’s a really cool tool!"
"I want to refer you guys. There is so much value from where we came, we want to use you for more locations."
"I tell them and they say, ‘That’s so f**ing cool.’"*
"Don’t have to micromanage a new TA person every week."
7. Looking Ahead
With Bluebelt firmly integrated into its hiring process, Rydel is now focusing on two key goals:
Increasing Interview Completion Rates
– Ensuring that candidates who book interviews follow through.
Boosting Info-Session Attendance
– Driving higher show-up rates to maximize the value of each recruitment event.
By combining AI efficiency with recruiter expertise, Rydel is positioned to scale its seasonal hiring without scaling its admin workload—an essential advantage in a competitive labor market.
Conclusion:
Rydel Roofing & Siding’s partnership with Bluebelt demonstrates how AI can unlock speed, scalability, and precision in high-volume seasonal hiring. In under three months, they’ve saved over 500 hours, expanded nationwide, and eliminated the need for additional HR hires, all while improving candidate quality and experience.
