Entelo

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.

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 However, the company's outdated and manual sourcing processes were proving to be a major hurdle.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.

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.

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.

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.

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.