Scaling from 2,000 to 8,000 Employees Without Losing Control: How Quanta Did It with Fuse

When Terri Millette joined Quanta as Senior Human Resources Manager, growth wasn’t a
possibility; it was inevitable. What no one anticipated was the pace.

“The headcount has been astronomical,” Terri explains.

“In the last two years alone, we grew about 250%. Just in Nashville, we grew 127% in one year. We were hiring 500 people a month there. Add California, and we were onboarding 700 to 1,000 people a month.”

For most manufacturing organizations, that kind of growth is where systems break, processes
fracture, and HR teams burn out. Terri knew that risk early.

“Before we switched to Fuse, I didn’t just have concerns; I had absolute fear. I knew the system we had could not support what we were about to do.”

At the heart of her concern was scale. Manufacturing growth doesn’t just mean more
employees; it means more shifts, more compliance tracking, more training documentation, and
more complexity across locations.

Terri pushed for a scalable HRIS and payroll partner long before the surge hit.

“I pushed very hard to get a system that was scalable and a company that would be a partner versus tech support.”

That decision changed everything.

From onboarding to attendance to performance management, automation became the stabilizer.
Quanta eliminated paper files. I-9 tracking moved into the system. Attendance corrective actions
became automated and sent directly to supervisors.

“We are paper-free right now. We don’t have to wonder if someone completed a form. We just
look at the checklist in Fuse. If it’s missing, we reassign it. That has been critical.”

One of the biggest operational breakthroughs came from managing staffing agency workers,
who make up roughly 50% of Quanta’s workforce.

Before Fuse, agency employees were tracked across multiple timekeeping systems.

“We had multiple time clocks for different agencies. We had to wait for reports. One operations
manager would spend a whole day compiling labor reports. Now we run it in 30 seconds.”

By bringing staffing agency employees into Fuse, Quanta gained visibility, labor cost accuracy,
and compliance oversight.

“It’s been a game-changer. Easily 40 hours a week saved at our current scale.”

Growth didn’t slow. Quanta moved from roughly 2,000 employees to nearly 8,000.
But chaos didn’t follow.

Without Fuse? “I would have quit,” Terri says candidly. “This wouldn’t have been possible.”

Instead of adding layers of administrative headcount, the HR team gained efficiency and
confidence.

“If we didn’t have Fuse, I’d probably need one or two more people just to track temps and
manage the system.”

Today, automation, reporting visibility, and real-time tracking ensure payroll accuracy, shift
compliance, and audit readiness.

“In manufacturing, you must get payroll right. First. If you don’t, retention suffers immediately.”

Fuse didn’t just keep up with growth; it made it manageable.

“Fuse is the best third-party provider of payroll and HRIS systems because of their people. They
care. They want to be a business partner.”

For Quanta, growth wasn’t the risk. Outgrowing the wrong system would have been.