Technology Adoption and Digital Integration Challenges at BRYDGE HR Consulting

Abstract

The HR consulting sector is increasingly shaped by digital transformation, yet small and mid-sized firms often struggle to integrate technology into their core recruitment and talent-management workflows. This case examines BRYDGE HR Consulting, a boutique recruitment firm facing operational inefficiencies arising from manual processes, fragmented data systems, and limited digital capability. Key challenges included manual resume screening, non-centralized candidate tracking, delayed reporting, and scalability constraints. Through an analysis of the firm’s attempt to adopt Applicant Tracking Systems (ATS), HRMS platforms, and analytics dashboards, the case highlights how structured digital integration can reduce screening time, enhance data accuracy, accelerate recruitment cycles, and improve client satisfaction. The study frames technology adoption as both an operational and behavioural challenge, requiring phased implementation, employee training, and evidence-based decision-making. The findings reinforce existing literature on digital HR transformation, demonstrating that streamlined workflows, automation, and centralized data governance are essential for HR consulting firms seeking scalability, financial efficiency, and competitive advantage.