The finance team at one of Canada's leading investment firms faced significant challenges in fund analysis due to manual processes. They had to cut and paste data from multiple source systems and general ledgers (GL) into Excel workbook tabs. This manual process involved performing vlookups and manipulating spreadsheets to organize data, which was time-consuming and prone to errors. The entire process took three weeks to complete each month, leaving the manager with very little time to make necessary adjustments. This increased the risk of over-absorbing expenses on behalf of the funds, potentially affecting the firm's target management expense ratio.

In a rapidly growing company, it’s not enough to just hire quickly — you also have to hire the best of the best. Talend’s recruiting team knew that in order to do this, they would have to take their employment brand and candidate experience to the next level. Talend, a Bay Area-based software company, aims to simplify Big Data. Talend offers brands powerful integration software that enables them to gain instantly actionable insight into their organization, customers, and processes. And, given that big data is one of the fastest-growing markets in the world, Talend’s headcount is increasing at an exponential rate — the company already has over 500 employees based in the US, Europe, and Asia, and they expect to add substantially more in the upcoming year. But for sustainable, company-wide growth, it’s not enough to merely increase headcount. “Companies today aren’t just in a competition for talent, but for the best talent,” says Jon Stanners, Global Talent Acquisition Leader at Talend. And to do that, brands can’t just tell candidates how great it is to work there — they have to show them.

Tenable Network Security, a rapidly growing SaaS company, faced the challenge of filling highly technical positions quickly to keep up with the increasing demand for their products. The recruiting team needed to differentiate their employer brand in a crowded market to attract high-quality talent. They recognized the need to enhance the candidate experience with tailored campaigns to stand out and attract the right candidates.

With business tripling in 2014, the need to more rapidly grow the team to address water resource stress around the country became an urgent priority for WaterSmart Software. The company’s small but nimble hiring team had to find a way to more rapidly identify and recruit new team members in order to support them in their mission to change the way the world uses water. Interest in water conservation has skyrocketed in recent years, especially in the drought-stricken state of California where WaterSmart is based. As the drought stretched on and people began hunting for solutions, WaterSmart increasingly found itself in the media spotlight. As a result, environmentally conscious job seekers began to pour in by the dozens. This would pose a significant challenge to any company, let alone one with only a handful of employees. With so many interested candidates, WaterSmart’s manual applicant tracking system (ATS) — which consisted of compiling candidate information in a Microsoft Word document — was rendered nearly useless. With the urgency of growing demand for WaterSmart solutions, the company needed a recruiting solution that could help sift through the deluge of applicants in order to fill open positions quickly and efficiently.

Without a formal recruiting team or applicant tracking system in place, Dollar Shave Club relied on agencies to bring in the talent they needed — an expensive process that could take months to close a single requisition. The company faced high recruiting spend and inefficiencies in managing thousands of candidates who applied, leading to a chaotic and time-consuming process. When Peter Moore joined as VP of Talent & Recruiting in August 2015, he prioritized finding a better way to manage and fill the company’s many open positions.

Ingram Micro, a global company operating in 54 countries, faced a significant challenge in unifying its recruiting initiatives. With 27 different acquisitions and an outdated applicant tracking system (ATS) in the U.S., the company needed a new ATS to streamline its hiring process into one unified platform. The existing system was fragmented, with six different ATSs around the world and many offices still using email and Excel for recruitment. The company aimed to integrate everything into one system to improve efficiency and provide a better candidate experience. The goal was to unify the workflow globally and ensure that the new system was intuitive, modern, and capable of integrating social media for sharing job requisitions.

Growing Trek Bikes as a passionate leader in the bike industry required the HR team to find new ways to attract top talent in a diverse set of roles. Jeremy Ryder, Talent Acquisition Manager at Trek Bikes, realized the need for creating a great customer experience for all applicants to Trek’s recruitment process, making hiring a positive experience for both sides of the equation. Moving into 2017, Jeremy faced a unique recruiting challenge –– how to hire for two very different sets of roles with the same set of tools. Trek hires both corporate positions and staffs retail stores located throughout the US, positions that have a diverse range of candidate pools, messaging, and types of talent needed.

AccentCare, a national leader in home healthcare services, faced significant challenges in their recruiting efforts. The company needed an Applicant Tracking System (ATS) that could support their rapid growth, help fill hard-to-fill positions, and support customized workflows. Additionally, they required strong analytics to measure and improve their recruiting processes. Their previous system was not customizable and followed a 'one size fits all' approach, which did not meet their specific needs. AccentCare also needed a system that could enhance their brand awareness and provide an easy-to-use interface for candidates.

Duncan Aviation, the largest family-owned MRO (maintenance, repair, and overhaul) facility in the world, faced a significant challenge in attracting quality talent to maintain its employee-first work environment. The company needed a modern, customizable ATS to help source the right talent and foster its family mentality. Their previous system was antiquated and inefficient, with two systems that did not communicate well with each other. This inefficiency hindered their ability to grow their team and maintain the high standards of customer service they are known for.

Candidates were enthusiastic about Noble Network’s mission and purpose, but rather than funneling the right talent, the unfriendly interface of their former applicant tracking system increased applicant drop offs. The system was painfully slow, and principals, who lead the hiring efforts at their individual campuses, found it difficult to use. The feedback received over two years reflected these difficulties, and it became a significant issue for the principals, who are considered the most important customers. The applicant drop off rate was 60 percent, causing the loss of thousands of potential candidates without gaining any data on them. The barrier to entry and apply should not have been the applicant tracking tool.

GroupM, a global leader in media investment management, faced challenges in managing a high volume of applications and sourcing candidates for hard-to-fill roles. Their previous recruitment systems were not adequate to meet their business requirements, leading to inefficiencies in mobilizing talent and creating careers for employees. The company needed a central Applicant Tracking System (ATS) to streamline their recruitment processes, reduce administrative tasks, and provide better transparency and insights into their hiring strategies. The UK market's candidate-short nature further complicated their efforts, making it crucial to re-target talent from previous applications and manage a growing number of new applications each week.

FreshDirect, an online grocery delivery service, faced a significant challenge in recruiting for hundreds of delivery, operational, and corporate positions. Their small recruiting team struggled with an unsophisticated applicant tracking system (ATS) that was not user-friendly and lacked efficient reporting capabilities. The team needed a robust recruitment platform to streamline their processes, amplify their employer brand, and provide metrics-backed insights to manage their team effectively.

Speed is crucial in high-volume recruiting, especially in the fast-food industry where competition is fierce. The COVID-19 pandemic exacerbated staffing challenges, making it essential for restaurants to quickly and efficiently hire staff. Managers faced issues such as candidates not showing up for interviews and the time-consuming process of scheduling and coordinating with applicants. The need for a streamlined hiring process became more urgent as managers struggled to keep their restaurants fully staffed amidst the pandemic.

The Regis Corporation faced a significant challenge in hiring stylists due to the high competition for licensed professionals and a declining number of new cosmetology graduates. The traditional ATS system and recruiter model were underperforming, making it difficult to meet the high demand for stylists. The company needed a new approach to increase hiring success and stay competitive in the market.

According to the American Trucking Association (ATA), the trucking industry has faced a truck driver shortage since 2005. In 2018, the industry was short more than 60,000 drivers, a 20% increase over 2017, and the ATA predicts the shortage will only get worse — tripling in the next decade. This foundational threat has made finding and hiring qualified drivers a top priority for most companies in the industry, but hiring top candidates in this environment often comes at a cost. In 2016, the average cost per hire for a driver was $4,425 and the ATA expects that number will grow. As the competition and cost for qualified talent continues to increase, so too has the premium on candidate experience. And that’s where Koch Trucking saw opportunity.

IAG Restaurant Group, operating in the Bay Area, faced fierce competition for hourly employees due to the high cost of living and low unemployment rate in the region. Restaurant managers struggled to recruit talent before candidates were hired for other jobs, resulting in wasted recruitment advertising spend and loss of critical hours by hiring managers. As the company expanded its corporate catering accounts, hiring employees to support the additional business became increasingly challenging.

US Xpress, a major player in the long-haul trucking industry, faces a significant challenge in recruiting qualified drivers. The industry is highly competitive, with a small candidate market and a general distrust of technology among potential recruits. The talent crisis is exacerbated by the growing demand for logistics services and a dwindling number of young people seeking careers in trucking. The American Trucking Association reported a 20% increase in the talent gap in 2018, resulting in 60,000 fewer drivers than open opportunities. US Xpress needed to find a new way to attract and retain drivers to stay competitive.

Before Olivia, DP Electric managed their entire recruitment process through an Applicant Tracking System (ATS). But the company found that this process felt impersonal and long to candidates, recruiters, and hiring managers, leading to a slow time-to-fill and dozens of hours lost every week. When Recruiting & Development Manager, Steve Brown, first saw the experience candidates could have with Olivia, he knew she presented a previously unrealized opportunity in their hiring. According to Brown, 'The experience you have with Olivia makes such a difference because it feels so personal from the start.'

MultiCare Health System faced a critical challenge during the early stages of the COVID-19 pandemic. As a not-for-profit organization dedicated to serving the community, they needed to hire a large number of healthcare professionals quickly to meet the increased demand. However, traditional in-person career events were no longer feasible due to social distancing measures and lockdowns. This left MultiCare scrambling to find a way to engage and hire mission-driven employees without compromising on their values or the personal experience that in-person events provided. The hiring team was consumed by the challenge, feeling like they were running in place without making significant progress. They needed a solution that would allow them to hire a massive number of people in a short period without sacrificing the quality of the candidate experience.

Before employing the help of Olivia, creating meaningful relationships with candidates meant Talent Acquisition Specialists would often spend hours answering candidate questions and coordinating with them over the phone. The problem for the Talent Team was always, “How can we provide a personalized candidate experience without sacrificing recruitment efficiency?” Rebecca Hicks, Talent Acquisition Specialist at DFCU Financial, found the antidote for their recruitment inefficiency after reading an article around AI in talent acquisition, mobile, and text recruiting. Realizing the impact this technology could have on her company, AI recruiting assistant, Olivia, was put to the test.

GoWireless faced significant challenges in keeping their 650 stores fully staffed due to a changing labor market and a highly competitive industry. The reactive job posting process and delays in outreach to candidates resulted in thousands of dollars lost in recruitment marketing spend and countless hours of hiring manager’s time wasted. Staffing and Recruiting Manager, Derek Braun, recognized these mounting obstacles and how critical it was to overhaul their manual recruiting processes for a more efficient and effective hiring strategy.

First Watch, a rapidly growing restaurant chain, faced significant hiring challenges due to its expansion plans. With 150 new restaurants expected to open within the next three years, the company needed to attract talent in a highly competitive employment market. The traditional recruitment process, which involved directing candidates to complete online applications and scheduling interviews manually, was inefficient and often resulted in missed opportunities. The company recognized the need to deliver a more personalized and efficient candidate experience to stay competitive and support its growth.

Prior to implementing Olivia, Triton Technologies faced significant challenges in their recruitment process. The team conducted phone screenings to understand each candidate’s fit and ability to perform in the role. However, as the company grew, recruiters had less time to spend with each candidate, making it difficult to maintain the quality of the screening process. The high volume of candidates and the need for a personal touch in the recruitment process were becoming increasingly difficult to manage. Additionally, the traditional methods of phone calls and emails were proving to be inefficient, leading to wasted time and effort. The company needed a solution that could handle high volumes of candidates while maintaining a personal and engaging experience.

Great Wolf Lodge faced significant challenges in recruiting and retaining employees, exacerbated by the high turnover rates in the hospitality industry and the impact of the COVID-19 pandemic. The company needed to maintain a high standard of service and customer-first mindset among its staff, which was difficult due to the high volume of applications and the need for constant communication with both current employees and potential candidates. The pandemic further complicated the situation by forcing temporary closures and increasing the need for clear and consistent communication.

Crafton and his team have never had people lining up outside the door to apply for their jobs. The work conditions make it difficult to find candidates to fill positions in Nelbud’s rapidly expanding team. After employees start, a frequent sentiment Nelbud hears is “we love the company, but the job is okay.” Candidates often agreed to job conditions when screened by recruiters over the phone, but when it came time to interview, the majority never showed up. On average, Nelbud recruiters would spend 5 to 7 hours a week scheduling interviews, but experienced an estimated 90% interview no-show rate. Today, with help from Olivia, Crafton estimates show rates have improved by 50%. Before Olivia, Nelbud’s recruitment process took more than a week to complete. It was delayed by back and forth communication with hiring managers, leaving voicemails, and checking calendars, only to find that the candidate was no longer available. Due to Olivia’s mobile and auto-scheduling abilities, they cut down that time to just 72 hours, allowing managers to focus on more valuable work.

West Monroe had aggressive hiring goals to scale their team and build out their operations. Initially, they planned to make 180 experienced hires, but this number later increased to 389. The company faced challenges in hiring for many of the same roles across various practices and locations, often through different members of their talent acquisition team, leading to inefficiencies and wasted time. Additionally, West Monroe experienced a scarcity of experienced talent, with some niche roles remaining unfilled for years. For example, they had been searching for a Senior Partner for their Energy and Utilities practice for about two years. With increased hiring goals, they needed access to a wider talent pool and a more centralized way to source experienced candidates.

Southwest wanted to enhance their candidate experience to match their employee experience, which is hyper-personalized and engaging. Their existing career site lacked actionable data to optimize recruitment spend. Southwest hires based on three core values: a Warrior Spirit, a Servant’s Heart, and a Fun-LUVing Attitude, collectively known as 'Living the Southwest Way.' These values are tied to performance appraisals, meaning employees must love their jobs. The challenge was to communicate these values to prospective employees and attract the right candidates who embody these principles, even before meeting them in person.

UScellular™ wanted to improve the delivery of their recruitment strategies and turned to RPO provider, AgileOne, to enhance this process. During the beginning phase of their partnership, UScellular™ presented challenges and pain points that intertwined with promoting their employer brand to increase candidate engagement on their career site. With these challenges top-of-mind, the talent acquisition team partnered with AgileOne to digitize the recruitment process, so together the teams could: • Edit the career site in real time, without external assistance • Increase overall candidate volume • Optimize recruitment marketing ROI

NFI recognized several issues in their application workflow that led to lower conversion rates and a poor candidate experience. Candidates had to sign up for a talent network and submit their resume separately, often completing only one action and believing they had successfully applied. This confusion resulted in incomplete applications and follow-up issues. NFI needed a more effective technology solution to streamline the application process and provide better insights into talent pools. They were also constrained by a tight timeline and budget, requiring a quick transition to a new vendor that could enhance the candidate experience, integrate with their existing systems, and offer visibility into the product roadmap.

RentPath's talent acquisition team aimed to improve employer brand recognition to attract top talent. They needed a way to identify, capture, and engage both active and passive candidates visiting their career site. Stephanie Haigh, Director of Talent Acquisition, sought technology to aid her team of seven recruiters in attracting, engaging, and converting the right talent. They required a solution offering an intuitive candidate experience and an effective recruiter experience.