How Centerfield Uses Fountain to Build Repeatable Systems and Scale Hiring 3x With Results in Weeks

Centerfield is a leading performance marketing and customer acquisition company powering some of the most recognized brands in insurance, telecom, and home services. With high-volume call center ramps both domestically and internationally, Centerfield’s talent acquisition team faces constant pressure to hire licensed sales agents quickly — and at scale — without sacrificing candidate quality. Fountain’s automated, repeatable workflows helped Centerfield transform a manual, time-intensive recruiting operation into a scalable hiring engine that fuels growth year over year.

The Challenge: Manual Processes at High Volume

Centerfield’s recruiting team was growing fast, but the processes supporting that growth weren’t keeping up. With ambitious hiring goals tied to call center ramps across the United States and internationally, recruiters were drowning in manual work.

“Our recruiters were spending eight hours a day looking at these very manual components of the hiring process,” says Gena, who leads recruiting at Centerfield.

The numbers made the problem impossible to ignore. The team was manually processing 17,000 applications — a staggering volume for a small recruiting team working against tight seasonal deadlines.

“When we saw that we were manually going through 17,000 applications for a small team of recruiters, we were intimidated by the number that we needed to hire with a limited time, and that limited time is only a couple of months,” says Holland, who oversees hiring for Centerfield’s insurance segment.

Time-to-hire was suffering as a result. From the point of application to an offer, the process was taking anywhere from 7 to 15 days; too slow for a business built on speed.

The Turning Point: Set It and Forget It Automation

Centerfield needed a solution that could remove the manual burden from its recruiters while maintaining the quality of candidates coming through the door. The appeal of Fountain was immediate.

“Fountain as a solution for taking the manual tasks out was one of the biggest, most appealing aspects of the product for us,” says Gena.

Implementation was fast, and so were the results.

“The second we turned Fountain on, we didn’t have to do any of those manual steps,” Holland recalls. “Once we realized everything was automated, everything was doing a set it and forget it motion, only within a couple of days, we started to see those results.”

Fountain allowed Centerfield to realize measurable results quickly, within weeks after the initial implementation.

From Manual to Scalable: Rebuilding the Hiring Infrastructure

With Fountain in place, Centerfield rebuilt its recruiting operation around automated, repeatable workflows, streamlining every step from application to offer.

“We were able to streamline those workflows, so whatever a recruiter is touching now is faster, more efficient, it’s better,” says Gena. “It creates a repeatable process that allows everybody to work at the highest level and with very low touch.”

The impact on time-to-hire was dramatic. Where the process had previously stretched to 15 days, Fountain’s repeatable systems brought it down to just 2 to 4 days from application to hire date.

“Fountain’s repeatable systems led to quicker hires based on setting up an automated, repeatable, step-by-step process,” says Holland.

That same infrastructure also gave the team back one of their most valuable resources: time.

“Fountain acts as multiple employees in one product,” says Gena. “We’re able to operate as a team of 10 recruiters with only having three recruiters in house.”

Scaling a Critical Revenue Driver: Insurance

For Centerfield, the stakes around hiring aren’t just operational, they’re tied directly to revenue. The company’s insurance segment is one of its top-performing business units, and its success depends on a steady pipeline of licensed sales agents.

“One of our top pillars, our insurance segment, truly generates a lot of money and a lot of success for us. And how we get there is by hiring licensed sales agents,” says Holland.

Before Fountain, the team could hire roughly 10 to 15 sales agents per cohort. That ceiling was a bottleneck on growth.

With Fountain, that constraint disappeared.

“We were able to scale exponentially, hiring thousands across the board,” says Holland. “Prior to Fountain, we were really only able to hire about 10 to 15 sales agents per cohort. Now we can hire upwards of 35 sales agents per cohort.”

Going Global: Expanding Internationally with Confidence

Centerfield’s ambitions don’t stop at the U.S. border. The company has set its sights on international growth and Fountain has been central to making that expansion possible at scale.

“With Fountain, we’ve been able to implement an infrastructure that has allowed us to streamline our processes, that allow us to scale within, not only the United States, but internationally as well,” says Gena.

The ability to grow globally without rebuilding recruiting processes from scratch, and without adding headcount, was a direct result of the repeatable foundation Fountain put in place.

“By implementing Fountain, we were able to expand internationally and do so at a scale that was much faster than before.”

The Results: A Partner Built for Growth

Since implementing Fountain, Centerfield has fundamentally changed how it recruits, turning a manual, high-effort process into a lean, high-output hiring engine. Recruiters spend less time on administrative tasks and more time on what matters. Cohort sizes have more than doubled. And the company is now scaling internationally with the same confidence it has domestically.

For Gena, the results reflect something deeper than operational efficiency — they reflect who Centerfield is as a company.

“We pride ourselves in beating our goals every year, growing more than our goals, and being a company that moves fast. Fountain has really been the perfect partner for us to allow us to continue to do that, but even take it to the next level.”