Scalable Seasonal Talent Engine
From reactive hiring to a repeatable talent system built for seasonal growth
Client: Estes Park Aerial Tramway
Industry: Seasonal Tourism & Hospitality
Pillar: Talent Strategy & Aquisition
The Situation
Estes Park Aerial Tramway entered the 2025 season under new ownership with plans to extend operations and increase staffing volume. While the organization had strong operational leadership and a well-established guest experience, its talent acquisition and people systems were not designed to support a longer, more demanding season.
Hiring lacked a structured strategy. Managers were responsible for screening, interviewing, scheduling, and onboarding while also running day-to-day operations. Interviews were inconsistent, onboarding was informal, and pre-employment screening and compliance practices needed to be strengthened for safety-sensitive roles.
Manual scheduling and fragmented communication tools added pressure as the operating season expanded. Leadership recognized that without modernized talent systems, growth would continue to strain manager capacity, increase risk, and undermine both employee and guest experience.
The very systems that had worked in a shorter season were now limiting the organization’s ability to scale with confidence.
The Growth Point Way:
Growth Point Resources does not simply fill roles. We design talent systems that align hiring decisions with operational reality and leadership capacity.
We mapped extended operating goals and seasonal demand to future talent needs, allowing the organization to plan hiring volume and timing before shortages occurred.
We designed onboarding processes that supported rapid hiring waves while accelerating early contribution, engagement, and retention.
We defined role-specific success criteria before recruitment began, giving managers shared clarity on expectations and improving candidate fit across positions.
We equipped managers with tools, frameworks, and support to hire, assess, and onboard confidently without sacrificing operational focus.
We created consistent, repeatable interview and evaluation systems and transitioned first-round screening to a dedicated recruiter, removing administrative burden from operational leaders.
We introduced tracking and review of hiring and retention outcomes, as well as new software to consistently measure staffing needs and gaps, allowing the organization to refine decisions, reduce risk, and improve results over the course of the season.
The Impact
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93% pre-season retention with 28 of 30 hires retained through Opening Day
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32 well-qualified hires through a structured talent acquisition system
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80+ manager hours reclaimed by shifting first-round screening away from operational leaders
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Reduced reliance on external staffing agencies during peak periods
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Strong end-of-season retention in a high-volume seasonal environment
Hiring shifted from a reactive, time-intensive effort to a predictable system that supported leadership focus, employee stability, and guest experience throughout the extended season.