Harrington Starr, a fintech recruitment giant, was facing challenges with its outdated website. The website had not kept pace with the company's rapid international growth and offered only basic functionality. It had essentially become a holding page with a rudimentary job search and a few blogs, lacking the exciting video and content that the company planned to reflect its brand. The website also lacked the necessary functionality to enhance the user experience. The company was in need of a website that could grow with its business and would not quickly become obsolete in terms of technology, integrations, security, and compliance. A critical requirement for Harrington Starr was that the technology could support integration with Bullhorn.

RNnetwork, a travel nursing staffing company based in Boca Raton, Florida, was facing a significant challenge with their speed to market for VMS jobs. The company's business was primarily built on VMS roles, and in a high-demand market, speed to market became a crucial factor. Jobs were opening and closing more quickly than RNnetwork had previously experienced, and the urgency to get profiles out the door and jobs posted internally increased. The company was relying on time-consuming, manual processes for VMS jobs, which was untenable in the fast-paced market. The manual process was not only slow but also prone to errors, which could potentially harm the company's reputation and business.

Mee Derby & Company, a leading recruiting organization for the staffing industry in the United States, was facing a significant challenge. The company was growing at a rate above the industry average and needed a technology solution that could keep pace with this rapid expansion. However, they lacked a reliable, high-performance system that was both fast and user-friendly. Their processes were not standardized, and the lack of speed was negatively impacting their performance. The company needed a solution that could scale with their growth without requiring additional resources, a solution that would not present a barrier to their ongoing expansion.

Spencer Gray, a staffing firm specializing in IT, Engineering, and Marketing, was facing significant challenges with their existing ADP time collection system. The system was inflexible and operated on a 'one size fits all' approach, which was not suitable for the diverse needs of their clients. Some of their clients required an e-Sign compliant timesheet attached to each invoice, a feature not supported by their current system. Additionally, data was being manually keyed throughout the process, leading to inefficiencies and potential errors. On average, Spencer Gray spent 4 hours a week on hold with ADP support, which was a significant drain on their resources and time.

Spencer Ogden, a fast-growing energy recruitment specialist, faced several challenges in the months leading up to its launch. The senior management team recognized the importance of choosing the right customer relationship management (CRM) system for the future success of the company. Given the fast-paced nature of the recruitment industry, it was crucial to find an intuitive system that would allow their staff to work to their maximum potential immediately. The firm also needed to have its infrastructure in place before the official launch, which necessitated a system that was easy to implement. As part of their global expansion strategy, Spencer Ogden required a system that made it simple to add new employees and easy to set up in new offices. Another challenge was the issue of initial outlay on IT equipment. The company wanted to avoid extensive start-up costs that would only inflate with the company’s planned growth.

Winter, Wyman, a leading staffing firm in the Northeast, was facing significant challenges with its legacy systems. These systems were disjointed, difficult to use, and incapable of handling all aspects of the business. The lack of synchronization between vertical industry recruiting teams was a major issue. The visibility into the sales and recruiting processes was poor, making tracking client and candidate activity extremely difficult and time-consuming. This was affecting the firm's ability to focus on client relationships. Additionally, the legacy systems lacked the ability to generate forecasts and track performance metrics, which was crucial for the company's growth and success.

Talascend, a global supplier of resourcing solutions to the technical sector, faced significant challenges in maintaining efficient communication and business continuity across its global offices. The company's existing system was plagued with shortcomings, which were exacerbated by company expansion and the takeover of MPS Global in 2008. The system's poor reporting functionality resulted in a lack of recruiter visibility within the organization, leading to inefficient resource utilization and insufficient sales tracking. Talascend needed a system that could address the lack of intra-company visibility, allowing all employees to access real-time updated records. The system also needed to offer continuity, reliability, and global accessibility. Furthermore, there was an urgent need for full integration of email, calendars, and recruiting tools, along with the ability to integrate with new social networking platforms like LinkedIn and ZoomInfo.

Open Systems Technologies, a national staffing firm with a focus on IT, Professional & Government Staffing, was facing significant operational challenges in managing their back office. The company was spending over four days per week manually collecting time and entering it into their MAS500 system. This process was not only time-consuming but also prone to errors and inefficiencies. Timesheets were being emailed or faxed, and approximately 5% of them were getting lost each week. This resulted in hours of additional work to track down and rectify the missing timesheets. Furthermore, Open Systems was struggling to ensure that all 800+ timesheets were submitted and approved on time for processing. This was a significant challenge given the size of the company and the number of national offices it operated.

Forrest Solutions, a world-class staffing and recruiting firm, was grappling with the limitations of its legacy systems. These systems were disjointed, difficult to use, and incapable of handling all aspects of the business. The lack of synchronization between vertical industry recruiting teams was a significant issue. The visibility into sales and recruiting processes was poor, making tracking client and candidate activity extremely challenging and time-consuming. This lack of visibility was diverting attention away from focusing on client relationships. Additionally, the legacy systems lacked the ability to generate forecasts and track performance metrics, which was a significant drawback for the company.

All Medical Personnel, a leading healthcare recruiting firm, was facing significant challenges with its previous system. The system did not allow for seamless collaboration between multiple offices across the country, leading to fractured communication between sales teams and operations. This resulted in miscommunications, redundancy of work, and a lack of real-time visibility into operations. Additionally, the previous system was too disjointed to integrate with other applications, forcing the company to use several separate applications to track information. This led to wasted hours switching between systems. Furthermore, the old system made it difficult to track metrics and did not meet the company's increasing need for more sophisticated reporting.

Mom Corps, a rapidly growing national recruitment firm, was facing challenges with its previous software solution. The software was not fully integrated, required too many steps for candidates and clients to use effectively, and necessitated additional software solutions. The company was in need of a comprehensive solution that would allow all sales and recruiting staff to share the same information. The new solution also needed to support their virtual employees and integrate well with their existing back office software. Furthermore, Mom Corps wanted to avoid dealing with software upgrades and IT infrastructure.

Allen Recruitment Consulting, a Dublin-based recruitment firm, was facing several challenges in its operations. The company was struggling to find a solution that could seamlessly post job vacancies on their website and integrate candidate data into the Bullhorn platform. This lack of integration was causing frustration among recruiters who wanted to generate more candidates online and reduce the time spent on manual data entry. Additionally, the firm was not satisfied with the candidate experience provided by other job site solutions, which failed to convert website visitors into candidates effectively. The company also faced the challenge of building a branded corporate job site from scratch, which would have cost thousands of euros and consumed significant time and resources. The firm wanted to avoid using its scarce internal development resources and did not have the time to wait for a modern job site to be completed.

Swift Worldwide Resources, a leading specialist supplier in the Oil & Gas sector, experienced rapid growth, expanding from six offices to 24 between 2006 and 2012, a 400 percent increase. This growth posed a significant challenge in terms of business scalability. The company needed to create an infrastructure that would not only support its short-term growth but also enable it to plan for longer-term expansion. The recruitment process in the oil and gas sector is subject to rigid and complex contracting requirements, making Swift’s existing candidate management processes resource-intensive and not easily scalable. Prospective and current candidates were meticulously tracked and managed throughout their contracts, a process that created a cycle of repeat business, a key source of revenue for Swift. However, manually updated spreadsheets were proving difficult to maintain during business expansion, leading to an urgent need for a technology that would reduce the risk of human error.

HireMinds, a leading search firm in Boston/Cambridge and San Francisco, faced several challenges in centralizing its social recruiting activity while maintaining brand consistency across social media channels. The firm's president, David Hayes, recognized the need for a tool that could streamline this process, but was aware that introducing new software into the recruiters' workflow could be a lengthy process without a well-planned strategy. The challenges included change management, infrastructure, internal promotion, and measurement. The firm needed to carefully plan and communicate the change to all team members. The introduction of a new tool required key processes to be in place and streamlined. Promoting the success of the product internally was another hurdle. Lastly, the firm lacked a way to measure its team's social recruiting activity, making it difficult to manage and improve processes.

Adams Consulting Group (ACG), a recruiting and temporary staffing agency, was facing significant challenges with its legacy system. The system was server-based, slow to update, and lacked remote capabilities and robust reporting. It was unable to provide an end-to-end solution for ACG's needs at every stage of the recruiting life cycle. The software was antiquated and not robust enough to keep up with the business demands. The lack of remote capability meant that the team was tethered to a server, limiting their flexibility and efficiency. The system also lacked the ability to provide valuable insights through reporting, which was crucial for promoting efficiency and accountability among the staff.

Aditi Staffing, a leading IT staffing firm based in Bellevue, WA, faced a significant challenge in managing their VMS-based clients, which are integral to their business model. With over 30 clients releasing approximately 1500 jobs per month from 10 different Vendor Management Systems (VMS), the previous tool they used was unable to support the variety of VMS. This resulted in a situation where the order status in Bullhorn, their recruitment software, was never updated. The recruiters were unable to manually enter all the jobs, leading to inefficiencies and inaccuracies in their recruitment process.

Hired by Matrix, a professional staffing firm for Fortune 500 companies since 1986, faced a significant challenge with their Vendor Management System (VMS). Many of their customers had chosen to use VMS, a market known for its dynamic nature, requiring a flexible and agile solution. Prior to using Bullhorn, Hired by Matrix had automated their VMS process, and there was no way they could revert to manual data entry. They needed a solution that could match or surpass their existing system's efficiency and reliability.

Staffgroup, a global recruitment agency, was facing challenges with its legacy system which was unable to scale with the company's growth. The company needed a system that could be easily implemented across multiple offices, including its Earthstaff and Eurostaff divisions based in the UK and Germany. The former Applicant Tracking System (ATS) required extensive training for staff, which was not feasible given the company's expansion plans. The old hosted solution was failing to keep pace with the company's recent expansion in Berlin and future growth plans, which included new office openings in Hamburg and Houston.

Queen Associates, a consulting and staffing firm, was grappling with an antiquated back office system that lacked integration with timekeeping and reporting tools. The system required manual data entry for time and expense reporting and invoicing, which was labor-intensive and prone to errors. The system also had limited flexibility and customization, making it difficult for the firm to adapt to changing business needs. The firm's president, Robin Pugh, recognized that the outdated system was not providing an excellent experience for their clients and candidates, and was determined to find a better solution. The challenge was to find a comprehensive system that was flexible, highly customizable, easily integrated, and scalable for future growth.

Masiello Employment Services, a family-owned staffing agency based in Keene, New Hampshire, was facing significant challenges with their previous Applicant Tracking System (ATS), MaxHire. The system was slow, had poor email integration, and an unintuitive user interface. The search function was outdated, making it overly complicated to build custom searches. This inefficiency was hindering the company's ability to quickly and effectively place candidates in temp and temp-to-hire positions within light industrial and office administrative roles. The company's President and CEO, Jason Chagnon, recognized the need for a more efficient, user-friendly system that could adapt to the changing needs of the business.

Curate Partners, a startup in the Information Technology industry, was faced with the challenge of maximizing efficiency and minimizing onboarding time with minimal training. The company was in need of a comprehensive suite that could handle their business needs from front to back. Additionally, they sought a partner who understood their business and its unique challenges. The team at Curate Partners was also looking for a solution that could offer unparalleled customer service and a foundation on which to build a strong and lasting partnership. They needed a system that was intuitive, easy to use, and could enable their team to ramp up quickly.

Callidus Executive, a hybrid executive search agency and consultancy specializing in pharmaceuticals and energy recruitment within German-speaking markets, was facing challenges with its existing applicant tracking system (ATS), Meffert. The software had limited functionality and customization options, and it lacked scalability, making it unsuitable for Callidus' rapidly growing operations. The support provided by Meffert was also unreliable, further complicating the situation. Callidus needed an ATS that could match its speed and potential, and provide a competitive edge in the recruitment industry. The ideal solution would need to accommodate the company's growth and work efficiently even with a larger number of users.

Integrity Staffing, a North American company specializing in industrial, manufacturing, accounting, and HR staffing, was facing a series of challenges that were hindering its growth. The existing system they were using could not sustain the new growth they were experiencing. They were losing valuable time on an outdated data entry process, and their existing tracking system was prone to errors, leading to candidates getting lost in the system. The company's growth had plateaued, and they were not seeing strong avenues for growth. They were using FileMaker, spreadsheets, and QuickBooks to organize their contacts, which was time-consuming and prone to errors. To move forward, they needed to invest in the right technology.

Procom, a leader in the staffing industry with 14 offices throughout North America, was facing challenges with its legacy, home-grown applicant tracking system. The system had become too expensive to maintain and lacked essential features such as email tracking and real-time reporting capabilities. The IT resources were spread thin and the system had become unreliable. The company was at a crossroads, deciding whether to invest time and money in overhauling their existing system or to find a new software solution from a trusted company. The new software needed to be affordable, able to go live quickly with minimal in-house configuration, provide email tracking and visibility, and offer the ability to run valuable, real-time reports.

Loop Recruiting, a company offering a full circle of human resource solutions, was founded in 2015 by Jason Kennedy and Charlie Wall. Initially focusing on the technology industry, they soon expanded their operation to include the health care, industrial, financial, and consumer relations industries. However, a month into their business, they realized the need for a solution to properly maintain their growing business. They needed an affordable system that could go live quickly, streamline processes by reducing manual data entry, and provide flexible solutions with future growth options. After considering several solutions, they narrowed their search down to Bullhorn and iCIMS, guided by third-party review sites and customer feedback.

Prestige Staffing, a staffing firm serving the healthcare and technology industries, was facing significant challenges with its back office operations. The company was initially using MaxHire front office software for recruiting, but as the business expanded to include hundreds of contractors and more than a hundred clients, the manual processes became increasingly error-prone. Employees were burdened with faxing paper timesheets, and contractors had to physically walk their documents down to their manager's office for signatures. The middle and back office processes were lengthy and cumbersome, with the billing employee having to manually match up timesheets to invoices, scan them back to herself, and then email them out individually. As the company grew, it became increasingly difficult to keep track of everything.

Resolvit, LLC, a US-based company providing world-class staffing and consulting services for information technology leadership since 2002, was facing significant challenges with their Applicant Tracking System (ATS). Their previous ATS, PCRecruiter, was not user-friendly and lacked customization, leading to inefficiencies and wasted time in database searches. The sales team at Resolvit also required Customer Relationship Management (CRM) capabilities to streamline their operations. The company was in dire need of an improved platform that was intuitive, easy-to-use, allowed users to ramp up quickly, offered a variety of customizations, provided CRM capabilities, and improved database organization and sourcing capabilities.

Peoplebank, Australia’s largest information technology recruitment company, was facing significant challenges with its legacy system. The system was slow, inefficient, and lacked scalability, causing recruiters to experience lag times of 3-4 seconds per request, which significantly slowed down workflow. The system was not integrated, forcing recruiters to use multiple platforms, which proved to be highly inefficient. Recruiters also wasted valuable time on manual tasks like entering placement data. The company needed a system that could be automated and customised to its needs, and that could support its growth in the APAC region.

Fuse Recruitment, an Australian-born recruitment agency, was in need of a reliable and adaptable recruitment CRM that could scale with the company's growth. The company, which was established in 2010, expected to grow quickly and expand its operations internationally. Therefore, the ideal CRM solution needed to be cloud-based to connect new offices across different locations. The software also needed to be from a trusted vendor, capable of managing the demanding requirements of the business and serving candidate needs effectively.

Ronin Ltd., a procurement recruitment agency, was facing significant challenges with their original system. For three years, the team was restricted by a system that had limited functionality and hidden costs. The system was server-based and lacked remote access, which meant that all work had to be done in the office. This was a significant constraint for the team, which often needed to work on-the-go. The system's limited functionality and hidden costs were also a major concern, as they were hindering the agency's growth and efficiency. The team realized that their cost-based decision to choose this system had left them feeling restricted and was not supporting their long-term growth goals.