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Unity Streamlines Hiring Process and Builds Data-Driven Culture with Gem
Unity, a leading platform for creating and operating real-time 3D content, was facing significant challenges in its hiring process. The company lacked a solution for email automation, which was causing inefficiencies in their recruitment process. They had little insight into the effectiveness of their messaging, making it difficult to optimize their outreach to potential candidates. Furthermore, they had no visibility into the makeup of their recruitment pipeline, making it challenging to manage and optimize the hiring process. They also lacked the ability to forecast time-to-hire, which made it difficult to plan and manage their recruitment efforts effectively. These challenges were hindering Unity's ability to attract and hire top talent, which was critical to maintaining their position as a leader in the 3D content creation industry.
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Efficiency and Quality of Hire: Celestica's Remarkable Journey with IoT
Celestica, a leader in design, manufacturing, engineering, and supply chain solutions, faced significant challenges in attracting talent for niche engineering roles. Despite being a key player behind many big-name brands, Celestica struggled with brand awareness, which affected their ability to attract applicants in a competitive market. The company needed a solution that would support automated follow-ups, help build their talent brand through outreach, and provide analytics to understand what was working and where they needed to optimize. The recruiters were caught up in daily urgencies, often sending off a single email and not having the time or resources to follow up. The company urgently needed a tool that would address their specific needs and not just offer generic features.
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Grammarly's Adoption of Gem's Talent Compass for Enhanced Recruitment Intelligence
Grammarly, a leading AI-powered communication assistance tool, faced significant challenges in its recruitment process. The recruitment leadership lacked the necessary top-of-funnel data to iterate on sourcers' volume and the quality of their reachouts. Talent Acquisition (TA) leaders spent considerable time assembling basic metrics for operations and executive meetings. The absence of granular funnel data made it difficult to identify issues, prioritize them, and present them to the executive team or functional leaders for necessary adjustments or identification of best practices. Consequently, the team often made decisions based on gut instinct or anecdote, which was not always reliable or efficient.
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Techmate Talent's Transformation: Building a 20k Tech Candidate Database with Gem
Techmate Talent, a full-service search firm specializing in tech recruitment, faced several challenges in their sourcing and recruitment process. The team found sourcing from LinkedIn Lite frustrating due to the lack of visibility on who had been contacted for what roles, and the manual nature of follow-ups. They needed a way to tag and filter prospective candidates to surface the most suitable talent when sourcing for open roles. They also required down-funnel visibility to track how the talent they sourced was progressing in their clients' hiring funnels. Additionally, they needed an efficient way to remember to follow up with prospective candidates when asked to circle back at a later date.
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Terminal Boosts Candidate Response Rates with Gem
Terminal, a tech-enabled remote teams engine, was facing several challenges in its recruitment process. The company had no solution for email follow-ups when reaching out to potential candidates, which was a significant issue as it was missing out on potential talent. The recruitment team felt they had to sacrifice either speed or personalization in their outreach, a dilemma that was affecting the quality of their candidate pool. Additionally, Terminal lacked a database to save candidates that had already been vetted, leading to inefficiencies in the recruitment process. These challenges were hindering Terminal's ability to quickly and effectively recruit top talent for its remote teams.
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Leveraging Data for Efficient Recruitment: A Case Study on Carta
Carta, a capitalization table management and valuation software company, faced significant challenges in its recruitment process. The recruiters were manually maintaining spreadsheets of candidates to keep their workflows moving, which resulted in little visibility into their colleagues' pipelines. The company was also expanding its recruitment efforts into new geographical areas, and they lacked a clear understanding of what their recruitment funnels should look like in these new regions. They needed pipeline views that would allow them to show hiring managers their full-funnel efforts, particularly the work at the top, and better gauge the talent market in the new areas. Additionally, the recruiters needed an easier way to see throughput rates to assess the health of their funnels and identify areas where process improvements could be leveraged.
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Lyft's Productivity Boost: Leveraging Gem for Efficient Recruitment
Lyft, a leading on-demand transportation company, faced significant challenges in its recruitment process. The company lacked a unified solution for email follow-ups, resulting in a lot of manual work to get prospects into the Applicant Tracking System (ATS), cross-reference, and find emails. This inefficiency was compounded by the lack of visibility into recruiting metrics, making it difficult to optimize the recruitment process. The company recognized the importance of top-of-funnel recruitment efforts and decided to double down on sourcing. They hired Jay Patel as their Technical Sourcing Manager to help grow the sourcing team. However, Jay insisted on using Gem, a tool he had found indispensable at his previous job at Dropbox, to streamline the recruitment process.
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Mapbox Boosts Conversion Rates by 30% with Gem’s SOBO Feature
Mapbox, a live mapping and location cloud platform, was facing several challenges in its recruitment process. The company had no solution for organizing prospective candidates across divisions company-wide, which led to a lack of context for candidate reengagement. Additionally, there was no easy way to involve hiring managers in outreach, which resulted in lower-than-exceptional conversion rates. The company was struggling to efficiently manage its talent pool and ensure that potential candidates were not overlooked simply because they were not a perfect fit for an open role. The company needed a way to centralize information and streamline its recruitment process.
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Dropbox's Transformation in Recruiter Performance Management with Gem Data
Dropbox, a leading file hosting and cloud storage company, was facing a significant challenge in managing their hiring funnel. The company needed an automated data collection and reporting system to gain insights into their recruitment process. The existing system was time-consuming and lacked the necessary data to optimize the hiring process. The Director of Technical Staffing at Dropbox, Mike Moriarty, noticed that crucial top-of-funnel stats were missing, which were essential for performance tracking and optimization. The lack of these metrics made it difficult to manage recruiter performance and optimize the hiring process.
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BloomBright Enhances Recruitment Efficiency and Response Rates with Gem
BloomBright, a recruiting consulting firm, was facing several challenges in its operations. The company lacked an organization-wide knowledge-sharing base, making project sharing a cumbersome process with no follow-up reminders. The absence of a single solution for follow-ups further complicated the situation. BloomBright also needed a solution that would allow recruiters to send emails from clients' addresses. The company was struggling with too much busywork and tab-switching, which made personalizing outreach inefficient. Additionally, there was little visibility into the success of outreach campaigns, making it difficult to measure effectiveness and make necessary adjustments.
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Revolutionizing Recruitment: Robinhood's Efficiency Boost with Gem
Robinhood, a fintech company on a mission to democratize the financial system, faced significant challenges in its recruitment process. The company's workflow was a patchwork of free extensions and paid products, some of which were effective, while others were not. These tools were used for various tasks such as creating templates, sequencing, email finding, and social media scraping. The company had products integrated with Gmail, extensions in Chrome, and manual spreadsheets. This approach was not only inefficient but also lacked visibility into the activities of the recruitment team. The company was also unable to measure what elicited engagement from potential hires. As Robinhood expanded, opening a new office in Denver and planning to make around 800 hires, these challenges became more pronounced.
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Prestige Care Achieves 9x ROI with Gem, Hiring 8 Directors in First Year
Prestige Care, a leader in senior living, skilled nursing, and rehabilitation care, faced several challenges in its talent acquisition and recruiting function. The organization lacked a solution for email automation, which made it difficult to manage and track communication with potential hires. They had little insight into the effectiveness of their messaging, making it hard to optimize their outreach efforts. Prestige Care also struggled to keep track of passive talent that wasn't ready or interested yet but could consider a role with the organization in the future. This lack of a talent pipeline made it difficult to fill roles quickly when they became available. Furthermore, the organization relied heavily on agencies for leadership-level hires, which was a significant expense.
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Gusto’s Talent Team Leverages Gem for Strategic Hiring and Enhanced Candidate Experience
Gusto, a cloud-based payroll, benefits, and HR management software solution, was facing several challenges in its hiring process. The company's Invite Team was seeking better visibility into metrics to understand the success of their outreach campaigns and become more familiar with prospects’ interests and investments. They also wanted to improve their diversity efforts at the top of the funnel and needed a database of qualified talent to avoid starting each new search from scratch. Additionally, they wanted to forecast how a new job requirement would act based on previous open roles, to be more thoughtful and intentional about every new search. These challenges were amplified when the company’s customer base grew 2x during COVID, necessitating the need for more talent to support the increased customer base.
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Accelerating Executive Recruitment: Dropbox's Success with Hiretual
Dropbox, after achieving a run rate of $1B, was in a phase of aggressive expansion and needed to significantly increase its leadership headcount. The challenge was to build an executive recruiting team and develop a sourcing program for leadership positions. The task was daunting due to the tough deadlines and a limited talent pool. The company needed a solution that could help them find and contact high-quality talent faster, without compromising on the quality of the recruits. The pressure was on to source a large volume of talent quickly and efficiently, to meet the company's ambitious growth targets.
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INAP Streamlines IT Sourcing with Hiretual Pro
Internap (INAP), a high-performance data center services provider, was faced with a significant challenge in their Talent Acquisition department. The team was inundated with a high volume of requisitions that needed to be filled within a short timeframe. These roles spanned across multiple departments, many of which were critical to the business needs. The situation was further complicated by the fact that the team had a limited number of recruiters to handle the workload. Michael Crouse, the Senior Manager of Talent Acquisition, was in dire need of a sourcing tool that could help his team quickly identify and qualify a large talent pool.
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Accelerit's High-Speed Sourcing Success with Hiretual Pro
Accelerit, a global recruiting firm, was faced with the daunting task of staffing an entire office for their client, Workday, an HR Technology Company, in Poland. The challenge was not only the volume of hires needed but also the tight timeline of just two months. The task was further complicated by the fact that the entire operation was to be handled by a single recruiter, Hubert Warszta. The need was for a tool that could help Warszta quickly identify and engage with qualified candidates in Warsaw, taking into account specific skills and location requirements. The tool also needed to provide multiple channels for reaching out to potential candidates.
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Revolutionizing Niche Recruitment: A Case Study on Virtuoso Recruiting
Virtuoso Recruiting, a recruiting agency based in Gilbert, AZ, was facing a significant challenge in sourcing candidates for a very specific role - a PACS Administrator. The Vice President of Recruiting, Joshua Morris, was in desperate need of a tool that could assist him in finding qualified candidates for this niche role. The traditional candidate search tools that the agency was using were proving to be ineffective in this case. The main issue was the inability of these tools to provide a wide enough search to find qualified candidates and then narrow down to those who were most suitable for the job. This situation was causing delays in the recruitment process and was hindering the agency's ability to meet its clients' needs in a timely manner.
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AI-Driven Recruitment Transformation: A Case Study of S&P Data
S&P Data, a leading North American contact center with seven locations across the U.S. and Canada, was grappling with several recruitment-related challenges. The company was experiencing low contact rates, overburdened recruiters, and high employee turnover. These issues were particularly concerning given the company's commitment to providing top-tier customer service to its Fortune 100 and Fortune 500 clients, a goal that heavily relies on the quality and dedication of its staff. The recruitment inefficiencies were not only affecting the company's ability to maintain high service standards but also impacting its overall operational efficiency and employee morale.
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Hot Topic's AI-Powered Hiring Solution: A Case Study
Hot Topic, a music and pop culture retailer based in Los Angeles, was facing a significant challenge in processing the high volume of job applications they received daily. With a lean internal recruiting team and hiring conducted at the store level, the company was struggling to screen all candidates manually. Many of the applicants did not have work experience or resumes, making the screening process even more challenging. Simple 'knock-out' criteria such as age or shift availability required a time-consuming manual phone screen from a busy Store Manager. The company was seeking a technology solution that could help them optimize their candidate experience at scale.
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AI-Powered Candidate Screening and Shortlisting: A Case Study on Ideal Image MedSpa
In 2017, Ideal Image, the largest MedSpa in North America, was experiencing rapid growth. This growth led to an overwhelming number of job applicants across their 130 locations. Despite having an internal team of recruiters, the company was unable to shortlist every single candidate due to the sheer volume of applications. The challenge was to maintain their industry-leading candidate experience at scale, ensuring that every resume was seen and evaluated fairly. The company needed a solution that could handle massive amounts of existing and future resume data, comply with all corporate security, data management, and privacy requirements, and fully integrate with their applicant tracking system, iCIMS.
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Internal Design & Deployment of Advanced Analytics Solutions at AramisAuto
AramisAuto, a leader in France’s new and second-hand automotive sales industry, was keen on developing its own competitive advantage with data-driven projects. The company decided to internalize the design, development, and deployment of their own data-driven solutions and products. This decision was driven by the need to develop analytics projects internally using newly hired expertise such as business intelligence engineers and data scientists. Due to data sensitivity issues, outsourcing data analysis teams was not a viable option. These new team members needed to quickly get up-to-speed in terms of creating highly-scalable predictive models and applying that knowledge to a wide array of business case scenarios, including real-time deployment of data products.
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Lifetime Value Optimization through Data Centralization: A BlaBlaCar Case Study
BlaBlaCar, the world's first online carpooling booking service, faced a significant challenge in accessing and utilizing their data. The company's Business Intelligence (BI) teams were heavily dependent on IT teams for reporting and analytics. The process of data retrieval was time-consuming and repetitive, often taking days to deliver the requested data. The company's data sources were heterogeneous and scattered, making it difficult for the BI teams to access the data on demand. The challenge was to find a solution that could clean, consolidate, and centralize these data sources for easy and immediate access by BI teams globally.
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Logistics Optimization through IoT: A Case Study of Chronopost International
Chronopost International, a member of the La Poste group, is a global provider of express shipping and delivery services. The company promises that all parcel deliveries in France will arrive by 1pm the following day after an order is placed. However, as demand continues to grow, especially during peak periods such as Christmas or Mother’s Day, Chronopost faced the challenge of ensuring they can always keep their promise and deliver parcels on time. The company needed a solution that would help them use and analyze historical data to optimize delivery operations and ensure delivery deadlines are met.
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