Dexcom Inc., a pioneer in continuous glucose monitoring (CGM) solutions, was facing a significant challenge due to its rapid growth. The company had experienced massive business expansion in the past five years and projected further growth in the future. This growth necessitated the hiring of a high volume of new employees across all of its recruiting segments. However, Dexcom's existing recruiting process was proving to be a bottleneck, being cumbersome and time-consuming for both HR decision-makers and applicants. The company had set inclusive hiring goals, but lacked the means to bring insights about applicants’ diversity to the forefront. Furthermore, the manual process of searching through open positions to find suitable ones was outdated and inefficient.

Nutanix, a global leader in cloud software and hyperconverged infrastructure solutions, faced significant challenges in hiring talent with highly specific capabilities. The company was particularly interested in attracting passive candidates, who are already employed and have plenty of options, making them less responsive to recruiters. Nutanix had tried using LinkedIn for recruitment, but the results were mixed. The company was looking for a more effective way to reach out to these passive candidates and to rediscover talent already in their applicant tracking system. The challenge was to find a solution that could help Nutanix tailor its outreach to these hard-to-reach prospects and improve the effectiveness of its recruitment process.

HubSpot, a leading provider of inbound marketing, sales, and service software, faced significant challenges in its recruitment process. The process of gathering candidate information was manual and time-consuming, often involving extensive searches through Google, Stack Overflow, GitHub, and other platforms. This made it difficult to engage passive candidates through cold outreach, as the messages often lacked personalization and relevance. Additionally, HubSpot had a pressing need to source diverse candidates and maintain a strong pipeline of candidates, which was proving to be a difficult task with their existing methods.

Inflection, a firm that helps people build trusted connections on the internet, was facing several challenges in their recruitment process. They had a strong desire to dramatically boost their pipeline of quality candidates. The business imperative was to quickly hire candidates with specific skillsets, without sacrificing the quality of the hires. They also needed an easy-to-use recruiting platform that could be used effectively by non-recruiters. The company was particularly struggling to find strong candidates for a hard-to-fill security application engineer role. The role was critical for the company, as they are the stewards of personal data for many customers.

BaubleBar, an online retailer, was in a period of rapid growth and urgently needed to hire high-caliber talent to meet its business objectives. The company was relying on a manual and time-consuming method of gathering candidate information, which was proving to be inefficient. The need for a comprehensive sourcing platform with proven ROI was evident. The company was particularly focused on hiring for roles in engineering, product, UX/UI, and digital marketing – positions that are hard to fill and whose ranks are generally already employed. The challenge was to find a solution that could streamline the recruitment process, save time, and reduce costs.

Splunk, a leading software platform provider for the analysis of machine data, was facing challenges in identifying qualified senior-level and mission-critical talent. The company, which has seen one of the fastest growth rates among technology companies, needed to bring on new recruiting technology to support their rapid expansion. The talent team was tasked with identifying and engaging with hard-to-reach talent to fill hundreds of open roles at any given time. As the end of the year approached, the pressure to explore new sourcing technologies increased. Manual sourcing tactics by the experienced staff were effective, but far too time consuming. Moreover, the response rates they were seeing from LinkedIn Recruiter InMails were on the decline.

PagerDuty, a leading incident management and event intelligence company, was facing several challenges in its recruitment process. The company was experiencing underperforming response rates using LinkedIn’s InMail for candidate outreach. There was also a desire to maintain transparency and keep a close eye on recruiting metrics to ensure the effectiveness of their recruitment strategies. Furthermore, PagerDuty had a continued focus on recruiting diverse candidates, which was proving to be a challenge with their existing tools and methods. The company was in high growth mode and needed to attract top talent to continue its growth trajectory. However, the existing recruitment methods were not yielding the desired results, leading to a need for a more effective solution.

Opower, a technology company that works with over 95 utility partners across nine countries, was facing a significant challenge in sourcing and engaging hard-to-find talent. The company's lean and dedicated team of recruiters was understaffed and struggling to keep up with the urgent hiring needs for hard-to-fill roles. The team was experiencing low email response rates, particularly from technical candidates, which was hampering their ability to meet the company's talent acquisition goals. Additionally, Opower had a desire to continue attracting a diverse pool of talent, but was finding it difficult to do so with their existing resources and processes.

AppDynamics, a rapidly growing technology firm, faced several challenges in its recruitment process. The company lacked visibility into candidates who were most receptive to new opportunities, which hindered their ability to reach out to potential hires at the right time. They also struggled with low email response rates and relied on a manual tracking process using Excel, which was time-consuming and inefficient. Furthermore, AppDynamics had a strong desire to continue being a metrics-focused recruiting organization, but their existing processes and tools were not supporting this goal effectively.

Zenefits, a rapidly growing company, was facing a significant challenge in managing the high volume of job applicants. The company had scaled its team from hundreds to thousands of employees in a matter of months, attracting a steady stream of applicants. The talent acquisition team was spending a significant amount of time manually reviewing resumes, struggling to keep up with the volume. The competitive marketplace necessitated a quick hiring process, and the lack of visibility into candidates from across their talent pools was a concern. The team was also worried about losing potential candidates who applied for one position but were better suited for another.

Schneider Electric, a global specialist in energy management, was facing significant challenges in its talent acquisition process. The company, with operations in over 100 countries, required a large number of skilled professionals to support its integrated energy solutions across various market segments. However, the company's outdated and manual sourcing processes were proving to be a major hurdle. The lack of a robust pipeline for a large number of critical roles was another significant issue. Schneider Electric was not just looking for a sourcing vendor, but a recruiting partner who could understand their needs and help them find candidates with a strong cultural fit.

Foursquare, a leading location data and technology company, was struggling to compete with larger brands like Google and Spotify in the talent acquisition space. The company was particularly finding it difficult to fill senior roles and attract diverse candidates. Their existing recruitment strategy, which relied heavily on LinkedIn, was not yielding the desired results. Cliff Jadoo, Foursquare’s Director of Engineering & Product Recruitment, wanted to increase brand awareness and add more diverse candidates to his long-term pipeline. However, he was aware that manually sourcing through LinkedIn Recruiter was not sufficient and was adding to the workload of the recruitment team.

GR0, a digital advertising company, was facing significant challenges with their recruitment process. The company's Vice President of People, Aaron Friedman, and his three-person recruiting team primarily relied on LinkedIn Recruiter to source both active and passive candidates. However, they found the platform incredibly limiting in terms of outreach, as LinkedIn only allowed 150 InMails a month per $9,000/year recruiter seat. The team struggled to cut through the InMail noise and reach more qualified candidates. Another major limitation was the lack of automated outreach capabilities on LinkedIn Recruiter. The team wanted a way to send drip campaigns without the hassle of setting manual follow-up reminders.

Network for Good's Board of Directors faced a significant challenge in 2020 when they decided to hire a CEO to lead the company's expansion into the emerging Giving & Social Engagement market. They sought a diverse range of CEO candidates, both demographically and professionally. However, they needed a method to communicate the opportunity quickly while giving each candidate the attention they deserved. Executive Consultant Wendy Bellus, who was brought on to add expertise to the search, expressed concerns about relying on LinkedIn Recruiter for the CEO search due to the diverse background requirements for the role. She also lacked confidence that a recruiting firm would deliver candidates that fell outside of specific parameters. The challenge was to find a creative, strategic solution to sourcing that would also give them control over who they reached out to, and how.

Magnite, a global company with 20 offices worldwide, was facing a significant challenge in its recruiting process. The six-person recruiting team was relying on LinkedIn Recruiter and third-party job boards to find candidates and promote open roles. However, they lacked the budget to hire dedicated sourcers and the time to sift through unqualified candidates for every search. As the company's recruiting initiatives expanded, the traditional channels of recruitment proved ineffective, especially for hard-to-fill roles. This inefficiency was slowing down Magnite's growth. Nihal Solomon, People Business Partner at Magnite, recognized the need for tools that could automate the sourcing process while still delivering quality candidates.

Socotra, a rapidly growing start-up, was facing a significant challenge in its recruitment process. The Head of Talent Acquisition, Dubi Ben-Shoham, found that the demands on his team were becoming unsustainable due to the company's continuous growth. With 15 to 20+ job openings at all times, the team was struggling to manually source candidates, work on job listings with hiring managers, and conduct interviews. They lacked a consistent outreach method, often failing to follow up if a candidate didn't respond to the initial touchpoint. Furthermore, as a platform that provides agile solutions for insurers, Socotra needed time for innovation. Dubi, who had added four team members since joining Socotra in 2019, also needed time to mentor and improve processes within the team.

Upfield, a global plant-based food company, was facing a challenge in elevating its sourcing strategies without increasing the budget. The company's talent acquisition team, led by Alex Morse, was using manual sourcing methods to find and reach out to candidates. They were using LinkedIn Recruiter across their global team, which was proving to be costly. The challenge was to lower the budget while investing in innovative solutions to improve their sourcing processes. The team was initially skeptical about giving up control over their sourcing processes and were in search of a solution that could ease the sourcing burden on its 12-person talent acquisition team.

Devo, a growing cloud-native logging and security analytics company, was facing a significant challenge in its recruitment process. The company's Global Talent Acquisition Leader, Mike Smart, was struggling to find an efficient and strategic recruiting tool that could keep up with the company's rapid growth. With over 20 years of experience, Mike understood the importance of persistence in recruitment, particularly in following up with passive candidates. However, he was finding it difficult to maintain this persistence while managing his other responsibilities. The challenge was further compounded by the fact that Mike was new to his role at Devo and was still settling in.

Frame.io, a rapidly growing tech company, was facing a significant challenge in supporting its diversity, equity, and inclusion (DE&I) initiatives without overburdening its recruitment team. The company was constantly hiring, with diversity hiring being a top priority. Despite receiving numerous referrals and inbound applicants, the team recognized the necessity of sourcing for each role to ensure a strong pipeline of diverse, high-quality candidates. However, the Senior Director of Talent and DE&I, Anna Chalon, and her recruiting team were stretched thin, spending countless hours sourcing for all open roles to build a diverse pipeline.

SQLI Digital Experience was facing several challenges in their hiring process. Firstly, there was a lack of motivation among hiring managers as they felt detached from the hiring process. Secondly, the hiring managers were unable to fully engage with outreach to candidates due to time constraints, which was affecting the response rates. Lastly, SQLI Digital's candidate pipelines were drying up quickly, leading to longer hiring times and more challenges. They were in need of a solution that could not only involve the hiring managers in the process but also make the process less time-consuming and increase the response rates.

Lime, a transportation rental company based in San Mateo, California, faced a significant challenge in scaling their business. They needed to hire tens of thousands of gig workers, known as 'Juicers', across hundreds of cities worldwide, while maintaining the quality of their core business model. Prior to implementing a solution, Lime was manually sourcing and recruiting through email and job boards, which was a slow and inefficient process. The application process was cumbersome, leading to incomplete applications and a significant hiring bottleneck. Lime's main challenges were twofold: they needed to transition from a manual to an automated recruitment process to engage candidates quickly, and they needed to scale rapidly to expand into new markets.

Turas Group, a staffing agency serving franchisees of top 50 restaurant brands, was struggling with managing and communicating with a high volume of candidates across its 20 Chick-fil-A locations. The agency was dealing with the challenge of logging into each franchisee's individual Applicant Tracking System (ATS), extracting applicant information, and manually following up with each candidate. This lack of a centralized system resulted in a slow, inefficient process with no clear visibility. The agency was taking up to 2 weeks to respond to qualified candidates, a time-to-hire that was not ideal for their clients - small franchisees who couldn't afford to have a partially-staffed team.

Safeway, the second largest grocery chain in the U.S., was facing a significant challenge in expanding its grocery delivery business. With the rise in customer expectations for online grocery ordering and immediate delivery, Safeway was under pressure to compete with rivals like Whole Foods, Costco, and Instacart. The company's goal was to expand its delivery service from 8 states in 2015 to 18 states by the end of 2018. To achieve this, Safeway needed to hire a large number of hourly workers, specifically about 20 drivers per week. However, the process of hiring was impeded by stiff competition for hourly workers from both traditional retailers and rapidly expanding on-demand companies like Uber, Lyft, and Doordash. Safeway's existing hiring process, which involved using a shared email inbox to field inquiries, was inefficient and often resulted in missing key applicant information.

PICKUP, a delivery service specializing in large, heavy, and high-value items, faced significant challenges in their application process. They aimed to recruit the most effective people at the lowest cost possible, but struggled with a high drop-off rate at various stages of the application process. For instance, applicants would abandon the process when asked to upload an image of their vehicle or after undergoing a background check. This led to a costly situation for PICKUP as they invested resources into vetting applicants who didn't complete the onboarding process. Madi Emsoff, Good Guy Experience Lead at PICKUP, sought a solution that would not only onboard at high volumes but also find the best quality candidates and increase their application completion rates.

Cabify, a Madrid-based ride-hailing company, was facing significant challenges in scaling its operations globally. The company was in a fiercely competitive ride-sharing industry and needed to onboard its drivers quickly and efficiently without compromising its high standards. The onboarding process was lengthy, taking up to 16 hours for one driver, largely due to their thorough screening and training process. This was a major bottleneck, as some drivers had to travel for up to three hours to attend a training class, slowing down the onboarding process and potentially affecting driver retention. As Cabify expanded, it also faced scalability challenges. A high-touch approach to hiring was not feasible given the rate of the company's expansion. An in-house solution that provided flexibility was not an option, as everything in the ride-hailing industry had to be invented and reinvented every five minutes.

The case study revolves around a leading goods-delivery company that was facing challenges in keeping up with fluctuating supply and demand, and extending the lifetime value of their workers. The company was in the process of rapid geographic expansion, adding 40 new markets in 12 months and 75 markets in a single week. However, this rapid growth brought about the need for efficient hiring processes to recruit better-prepared and more-qualified candidates. Traditional applicant tracking systems (ATS) were not providing the proper vetting, and the company was struggling to organize their hiring funnels effectively. Additionally, the company needed to periodically ramp up their hiring efforts based on the volume of delivery requests they received from end users, requiring a dynamic hiring workflow.

Stitch Fix, an ecommerce company operating fulfillment centers across the United States, faced a significant challenge in staffing these warehouses with large volumes of workers. The hiring process for Warehouse Associates was mostly manual, requiring substantial time and energy from both recruiters and candidates. Candidates were manually screened, moved forward to the next stage, and scheduled for an interview by the team, which could sometimes take up to a week based on availability and speed. The time between the initial application to the new hire’s first day of work was approximately three weeks, attributed to mostly manual processes and a still-growing recruitment team. Stitch Fix needed a solution that could streamline and automate their hiring process, while still maintaining a personalized touch in their recruitment.

The logistics industry is experiencing a surge in demand due to the rise of ecommerce. This has put pressure on companies to deliver goods faster than their competitors. A national grocery delivery service, serving over 5,000 cities, was struggling with its hiring process. The company was experiencing bottlenecks in the hiring funnel, with applicants often sitting idle between the data collection stage and the background check, or dropping off altogether. The increasing number of applicants each week made manual background checks time-consuming and costly. The company needed a solution to streamline its hiring process, reduce costs, and enable it to quickly fill positions as consumer behavior changes.

Dropbox, a leading platform for content collaboration since 2007, was facing significant challenges in its talent acquisition process. The talent team was tasked with filling hundreds of open roles, often requiring hard-to-find talent. With a team of 27 sourcers, the process was inefficient and was expected to create more obstacles in the future. The team needed a way to quantify their time, increase outreach efficiency, and gain access to insights necessary for improvement. Mike Moriarty, the Global Head of Engineering Staffing at Dropbox, was leading the majority of Dropbox’s technical recruiting efforts. However, he and his team were grappling with these evolving sourcing efficiency challenges and began evaluating recruiting platforms in the market.

Pure Storage, a pioneer in the IT space, was facing several challenges in its talent acquisition (TA) strategy. The company needed an automated messaging solution to increase productivity and response rates. They also required better visibility into metrics to understand the success of their outreach campaigns. Additionally, they needed to track pipeline throughput to understand gender diversity and provide proof-of-concept for investment in sourcing. Despite the high volume of inbound applications, the company realized that a strong sourcing strategy was critical to building and maintaining an innovative team. However, their reliance on referrals was leading to the recruitment of industry insiders, which was contrary to their disruptive intent. They needed to think differently about their channels philosophy and build a sourcing team that could attract innovative, progressive talent from top Cloud companies.