Lime, a transportation rental company based in San Mateo, California, faced a significant challenge in scaling their business. They needed to hire tens of thousands of gig workers, known as 'Juicers', across hundreds of cities worldwide, while maintaining the quality of their core business model. Prior to implementing a solution, Lime was manually sourcing and recruiting through email and job boards, which was a slow and inefficient process. The application process was cumbersome, leading to incomplete applications and a significant hiring bottleneck. Lime's main challenges were twofold: they needed to transition from a manual to an automated recruitment process to engage candidates quickly, and they needed to scale rapidly to expand into new markets.

Cabify, a Madrid-based ride-hailing company, was facing significant challenges in scaling its operations globally. The company was in a fiercely competitive ride-sharing industry and needed to onboard its drivers quickly and efficiently without compromising its high standards. The onboarding process was lengthy, taking up to 16 hours for one driver, largely due to their thorough screening and training process. This was a major bottleneck, as some drivers had to travel for up to three hours to attend a training class, slowing down the onboarding process and potentially affecting driver retention. As Cabify expanded, it also faced scalability challenges. A high-touch approach to hiring was not feasible given the rate of the company's expansion. An in-house solution that provided flexibility was not an option, as everything in the ride-hailing industry had to be invented and reinvented every five minutes.

Safeway, the second largest grocery chain in the U.S., was facing a significant challenge in expanding its grocery delivery business. With the rise in customer expectations for online grocery ordering and immediate delivery, Safeway was under pressure to compete with rivals like Whole Foods, Costco, and Instacart. The company's goal was to expand its delivery service from 8 states in 2015 to 18 states by the end of 2018. To achieve this, Safeway needed to hire a large number of hourly workers, specifically about 20 drivers per week. However, the process of hiring was impeded by stiff competition for hourly workers from both traditional retailers and rapidly expanding on-demand companies like Uber, Lyft, and Doordash. Safeway's existing hiring process, which involved using a shared email inbox to field inquiries, was inefficient and often resulted in missing key applicant information.

The case study revolves around a leading goods-delivery company that was facing challenges in keeping up with fluctuating supply and demand, and extending the lifetime value of their workers. The company was in the process of rapid geographic expansion, adding 40 new markets in 12 months and 75 markets in a single week. However, this rapid growth brought about the need for efficient hiring processes to recruit better-prepared and more-qualified candidates. Traditional applicant tracking systems (ATS) were not providing the proper vetting, and the company was struggling to organize their hiring funnels effectively. Additionally, the company needed to periodically ramp up their hiring efforts based on the volume of delivery requests they received from end users, requiring a dynamic hiring workflow.

Turas Group, a staffing agency serving franchisees of top 50 restaurant brands, was struggling with managing and communicating with a high volume of candidates across its 20 Chick-fil-A locations. The agency was dealing with the challenge of logging into each franchisee's individual Applicant Tracking System (ATS), extracting applicant information, and manually following up with each candidate. This lack of a centralized system resulted in a slow, inefficient process with no clear visibility. The agency was taking up to 2 weeks to respond to qualified candidates, a time-to-hire that was not ideal for their clients - small franchisees who couldn't afford to have a partially-staffed team.

PICKUP, a delivery service specializing in large, heavy, and high-value items, faced significant challenges in their application process. They aimed to recruit the most effective people at the lowest cost possible, but struggled with a high drop-off rate at various stages of the application process. For instance, applicants would abandon the process when asked to upload an image of their vehicle or after undergoing a background check. This led to a costly situation for PICKUP as they invested resources into vetting applicants who didn't complete the onboarding process. Madi Emsoff, Good Guy Experience Lead at PICKUP, sought a solution that would not only onboard at high volumes but also find the best quality candidates and increase their application completion rates.

Stitch Fix, an ecommerce company operating fulfillment centers across the United States, faced a significant challenge in staffing these warehouses with large volumes of workers. The hiring process for Warehouse Associates was mostly manual, requiring substantial time and energy from both recruiters and candidates. Candidates were manually screened, moved forward to the next stage, and scheduled for an interview by the team, which could sometimes take up to a week based on availability and speed. The time between the initial application to the new hire’s first day of work was approximately three weeks, attributed to mostly manual processes and a still-growing recruitment team. Stitch Fix needed a solution that could streamline and automate their hiring process, while still maintaining a personalized touch in their recruitment.

The logistics industry is experiencing a surge in demand due to the rise of ecommerce. This has put pressure on companies to deliver goods faster than their competitors. A national grocery delivery service, serving over 5,000 cities, was struggling with its hiring process. The company was experiencing bottlenecks in the hiring funnel, with applicants often sitting idle between the data collection stage and the background check, or dropping off altogether. The increasing number of applicants each week made manual background checks time-consuming and costly. The company needed a solution to streamline its hiring process, reduce costs, and enable it to quickly fill positions as consumer behavior changes.