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Global Performance Snapshot
Total Applications
7,800+
Across 56+ countries
Market Expansion
56+
Across 56+ countries
Cost Optimization
$0.3
Across 56+ countries
Performance Metrics
41.4%
Across 56+ countries
Qatar Airways, a leading global airline, faced the challenge of rapidly scaling their cabin crew recruitment efforts to meet ambitious growth targets. This case study details how TalentTrack's programmatic sourcing solution enabled Qatar Airways to overcome these challenges, achieving significant improvements in efficiency, cost-effectiveness, and candidate quality.
Quantitative Achievements Dashboard
Reduction in Cost Per Hire
56+
-40%
Increase in Application Completion Rate
60%
+60%
Improvement in Candidate Quality
25%
+25%
Executive Summary
Qatar Airways partnered with Qureos to modernise its global cabin–crew recruitment, replacing event‑centred hiring with a scalable, AI‑enabled digital funnel. Over a 30 day period, the strategy delivered a qualified talent pipeline across 56+ countries while lowering cost‑per‑hire and shortening time‑to‑fill. This document outlines the business context, the solution architecture, and the outcomes, with quantitative placeholders to be updated once final figures are approved.
Challenges
Standalone job board dependency – Each market operated in silos without shared data, optimisation, or budget control, inflating costs and reducing visibility.
- Event‑centric pipeline risk – City‑specific open days produced unpredictable volumes and faced issues like no‑shows, forcing last‑minute over‑sourcing.
- Passive‑talent activation – Data showed latent candidates need 3–4 weeks and at least seven branded touchpoints before committing to an application.
- Multi‑market media complexity – Each city favored a unique mix of job boards and social channels, making cost‑per‑application highly volatile
- Limited sourcing channels in Europe – Reliance on a single platform (Stepstone) restricted reach and candidate diversity in European markets
- Fragmented job posting strategy –There was no unified global approach to job advertising, leading to inconsistent candidate experiences and missed opportunities across different regions.
Solution
Qureos was brought in to redesign Qatar Airways’ cabin crew hiring strategy using a programmatic, digital-first approach. We focused on automating sourcing, screening, and engagement at scale—ensuring high-intent candidates were surfaced across all markets while dramatically reducing cost and time to hire.
- Deliver programmatic sourcing of qualified, high-intent cabin crew candidates across 56+ countries.
- Optimize funnel performance by improving cost-per-application (CPA), apply rates, and candidate quality across platforms.
- Enhance global reach and equity through multilingual, mobile-first journeys with integrated screening compliance.
- Drive continuous optimization via real-time dashboards that reallocate spend dynamically for best-performing markets.
Executive Summary
Qatar Airways partnered with Qureos to modernise its global cabin–crew recruitment, replacing event‑centred hiring with a scalable, AI‑enabled digital funnel. Over a 30 day period, the strategy delivered a qualified talent pipeline across 56+ countries while lowering cost‑per‑hire and shortening time‑to‑fill. This document outlines the business context, the solution architecture, and the outcomes, with quantitative placeholders to be updated once final figures are approved.
Campaign Performance Metrics
Metric
Global Applications
Market Coverage
Platform Coverage
Avg. Apply-Start Rate
Event Attendance Rate
Before Qureos
Unknown monthly volume
1 country at a time
5 boards
6% est. (manual funnel)
~35%
After Qureos
11,817 total
56+ countries
2000+ platforms
8.78% (sponsored), 16.76% (organic)
Up to 85%
Change
+ Expanded volume & targeting
Programmatic and automated recruitment job postings and hiring
6x diversification
2x improvement in high-intent segments
Improved show-up via automation
Strategy Overview
1. Programmatic Multi-Market Deployment
- One global campaign template auto-localised for language, legal, visual, and cultural nuances for 56+ countries.
- Budgets and bids adjusted in real time for each country.
2. Platform‑Mix Optimisation
- Paid and organic jobs distributed across global boards (Indeed, Glassdoor) and regional specialists.
- Continuous A/B testing on creative, title, and compensation phrasing.
3. Real‑Time Analytics Layer
- Dashboard tracks CPA, apply‑rate, and candidate journey stages by region.
- Auto‑reallocates budget toward high‑ROI channels.
Implementation Milestones
Phase 1: Discovery
Market analysis, legal review, success metrics finalised
Duration: 2 weeks
Phase 2: Build
Job‑board integrations, chatbot configuration, analytics setup
Duration: 3 weeks
Phase 3: Launch
Staggered go‑live in priority markets
Duration: 1 weeks
Phase 4: Optimise
Weekly sprints to tune bids, copy, and screening thresholds
Duration: Ongoing
Results
11,817
Total applications
60+
Positions filled
$0.3
Average CPA
5
Average screening turnaround
Conclusion & Next Steps
01
Awareness
Targeted social and job‑board ads.
02
Engagement
AI chatbot answers role, benefits, and relocation FAQs.
03
Application
Mobile form auto‑populated via CV parse; average completion time 8.75 minutes.
04
Screening
Instant eligibility decision; unsuccessful candidates receive automated feedback.
05
Assessment & Interview
Virtual assessment centre scheduling, language test.
06
Offer & Onboarding
Digital contract, visa/medical checkpoints, pre‑flight orientation.
Conclusion & Next Steps
In just 30 days, Qatar Airways and Qureos proved that a programmatic, AI-driven funnel can replace event-heavy, manual hiring at global scale. Across 56+ countries on four continents the campaign delivered 11 817 high-intent applications, with apply-start rates that more than doubled traditional averages (8.78 % on sponsored boards and 16.76 % on organic networks).
Screening time dropped from 14 days to 5 days, and top-performing markets such as Kyrgyz Republic (41.4 % apply-start) and Lebanon (1 720 applications) demonstrated the power of real-time budget re-allocation. Phase 2 will extend this proven framework to ground-staff and engineering roles once final cost-per-hire and candidate-NPS validations are completed.
Screening time dropped from 14 days to 5 days, and top-performing markets such as Kyrgyz Republic (41.4 % apply-start) and Lebanon (1 720 applications) demonstrated the power of real-time budget re-allocation. Phase 2 will extend this proven framework to ground-staff and engineering roles once final cost-per-hire and candidate-NPS validations are completed.
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