Most teams hide hiring gaps until they show up as problems.
We did the opposite and it changed how clients saw us.
He was just trying to unwind on a Sunday evening.
Sitting on the couch with snacks in hand, the HR Lead from WonderBiz had joined a few friends to watch a football game. It wasn’t just any game, it was between long-time rivals, the kind that brings out sharp commentary, nervous fans, and nonstop analysis.
The crowd was electric, every play dissected in real time, every fumble remembered from seasons past. You could feel the tension through the screen, a win here wasn’t just about points, it was about pride.
The pre-game coverage was on. On screen, a graphic popped up showing recent play stats, injury history, and performance trends. The camera shifted to a rookie wide receiver warming up.
“He’s quick,” the analyst noted, pointing to the numbers. “But still struggles under pressure. The coaches are watching to see how he handles first-down situations.”
A friend commented, “They even show what the player isn’t good at before the game begins.”
The HR Lead nodded. No one was surprised when the player missed a clean catch on third down, a short slant route right across midfield. It would’ve kept the drive alive and shifted momentum, but instead, the offense had to walk off the field. There was data to explain it. Expectations were managed.
Just a few days earlier, a client had voiced a familiar concern.
It wasn’t just about technical skills. The frustration came from feeling caught off guard. The developer in question had passed the hiring assessment, taken longer than usual to get confirmed, and had already been flagged in a performance review.
The WonderBiz team had full context. The client had none.
That was the real issue.
That Sunday moment brought clarity.
The next morning, over coffee, the HR Lead brought up the thought to the Delivery Head.
“They shared everything. Stats, form, even known weaknesses, so that when things went wrong, fans weren’t shocked. They already knew.”
She paused.
“Our clients don’t get that. When someone from our team struggles, it feels like a surprise. But we usually already know what the gaps are.”
The Delivery Head asked. “You’re saying… share that with the client?”
“Exactly,” she nodded. “We already have the data. Hiring assessments, confirmation outcomes, even past performance reviews or PIPs. What if we packaged it as a simple Employee Docket during onboarding? Just the key highlights—strengths, focus areas, any early flags.”
He thought for a second. “It sets expectations from the start. Could actually prevent half the escalations.”
They decided to test it out with one client team.
No big announcement. Just a small change to the onboarding flow.
Whenever a new team member joined, the client received a one-page Employee Docket. Not a resume or portfolio. Just internal notes that WonderBiz already maintained. Hiring assessment summary. Confirmation status. A few lines on strengths. And if applicable, past review feedback or ongoing improvement plans.
Nothing defensive. Nothing oversold. Just context.
And almost immediately, things began to feel different.
Instead of asking, “Why is this person struggling?”, the client said, “Got it. We’ll pair her with someone for the first sprint.”
Instead of raising alarms, they asked, “How do we help him get through this?”
It wasn’t about lowering expectations. It was about aligning them.
The tension around early performance issues began to ease. Everyone was on the same page before the work even started.
Clients appreciated the honesty. Not because it was perfect, but because it felt like a partnership.
One project manager even said, “This saves us so much mental energy. We’re not guessing anymore.”
Over time, those small conversations added up.
Escalations became rare. Replacements dropped.
Performance issues were caught early and addressed jointly.
The silent cost of switching, time lost, trust eroded, began to shrink. By their internal estimate, they were saving around five percent just by avoiding unnecessary replacements.
And perhaps more importantly, the tone changed.
The client team no longer felt like they were working with people they didn’t fully understand. They saw them as professionals with strengths, growth areas, and a shared plan to succeed.
Two months in, during a routine catch-up call, the client paused midway and said,
“Those Employee Dockets you send us during onboarding… they’ve changed the way we think about new team members. We feel more informed now. It helps us focus on support, not second-guessing.”
It was a quiet remark. But it landed with weight.
That one shift, sharing hiring assessments and performance reviews as part of onboarding, had done more than just improve visibility.
It had changed the relationship dynamic altogether.
Trust deepened. Because the supplier team wasn’t hiding anything. They were being upfront from the start.
Escalations reduced. There was no panic, only partnership.
Performance issues became a shared responsibility, not a surprise.
Replacements dropped. With early alignment, the number of escalations leading to team changes shrank noticeably.
In fact, switching costs quietly came down by about five percent, a result of fewer mismatches, smoother onboarding, and less rework.
And in the background, relationship maturity grew.
5%
The kind that doesn’t show up in dashboards, but you can feel in every conversation.
All of it traced back to a moment during a football game.
One simple realization: They share performance stats before the game even begins. Why don’t we?
What followed wasn’t just a process tweak.
It was a signal to the client that said, we’re not perfect. But we’re in this with you, fully, from Day One.
Transparency changed everything for us. It might for you too.
Ready to explore this for your team? Reach out to us at info@wonderbiz.in.
Key Takeaway
No hidden gaps in your team because we share honest hiring data and performance insights from Day One.
You always know exactly who’s joining you.
