How Windsor Path Hired a Recruiter in Just 19 Days

As Windsor Path continued building its platform of tax, accounting, and advisory firms, its recruiting workload was growing as well. Eric Schindler, Talent Acquisition Lead at Windsor Path, needed additional recruiting capacity to help manage the volume and free up time to focus on other priorities.

The goal wasn't simply to fill a seat. Windsor Path needed someone who already understood recruiting and could quickly become productive with limited training.

That's where Vintti came in.

A Fast Start From Day One

One of the first things that stood out to Eric was how quickly Vintti delivered on its commitment.

“I think you guys told us you'd give us candidates within like 48 hours and you had candidates within 48 hours and that was very impressive to me.”

Within those first 48 hours, Windsor Path received three candidates to review. Eric and his team interviewed all three—and the quality of the shortlist made the decision especially straightforward.

“We got us three people, we interviewed all three, we probably would have hired any of the three people.”

For Windsor Path, the value wasn't just speed. Every candidate presented was relevant to what the team was looking for.

A Relevant Shortlist, Without the Extra Work

Eric describes the overall process as highly efficient, with Vintti handling the work of identifying and presenting relevant talent while keeping communication clear throughout.

“You guys gave us a commitment that was a very quick turnaround on getting talent. You stuck to that commitment. You provided us multiple options. All of the options were relevant and the communication was exceptional throughout the entire process.”

That made the process particularly low-lift for Windsor Path. Instead of spending weeks sourcing candidates and sorting through irrelevant profiles, the team could focus its time on evaluating people who were already worth meeting.

The Right Skills From the Start

The final hire joined Windsor Path as a Recruiter with the core recruiting skills already in place.

That meant Eric didn't have to spend significant time teaching her how to recruit. His training focused mainly on the specifics of public accounting recruiting—and she picked those up quickly.

“She was very capable, a very capable recruiter. She had the recruiting skill set when she joined us already. From a training perspective, I didn't have to do much at all there.”

After just a few days of learning the ins and outs of public accounting recruiting, the new hire was ready to contribute.

“I had to teach her the ins and outs of public accounting recruiting, and that took maybe a few days and she picked it up very quickly. So, very very impressed with her.”

Dividing and Conquering

For Eric, the hire solved a practical problem: there was simply more recruiting work than he could handle on his own.

With her on the team, they could divide responsibilities and move more work forward without requiring Eric to take everything on himself.

“There was just too much work for me to do myself. So, we've been dividing and conquering. She's been working on some of the stuff that I just haven't had the bandwidth to get to because I've been focused in other areas.”

The result was not just another person on the team—it was additional recruiting capacity that allowed Eric to focus his attention where it was most needed.