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.