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.

Pure Storage, a pioneer in the IT space, was facing several challenges in its talent acquisition (TA) strategy. The company needed an automated messaging solution to increase productivity and response rates. They also required better visibility into metrics to understand the success of their outreach campaigns. Additionally, they needed to track pipeline throughput to understand gender diversity and provide proof-of-concept for investment in sourcing. Despite the high volume of inbound applications, the company realized that a strong sourcing strategy was critical to building and maintaining an innovative team. However, their reliance on referrals was leading to the recruitment of industry insiders, which was contrary to their disruptive intent. They needed to think differently about their channels philosophy and build a sourcing team that could attract innovative, progressive talent from top Cloud companies.

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.

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.

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.

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.

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.

Dropbox, a leading platform for content collaboration since 2007, was facing significant challenges in its talent acquisition process. The talent team was tasked with filling hundreds of open roles, often requiring hard-to-find talent. With a team of 27 sourcers, the process was inefficient and was expected to create more obstacles in the future. The team needed a way to quantify their time, increase outreach efficiency, and gain access to insights necessary for improvement. Mike Moriarty, the Global Head of Engineering Staffing at Dropbox, was leading the majority of Dropbox’s technical recruiting efforts. However, he and his team were grappling with these evolving sourcing efficiency challenges and began evaluating recruiting platforms in the market.

Twilio, a global platform that powers communications for over 40,000 businesses, was facing challenges in meeting its diversity hiring goals. The company needed a solution that would allow individual recruiters to understand their own performance and provide Talent Acquisition (TA) leaders a comprehensive view of pipeline analytics. This was crucial to identify hiring bottlenecks and optimize the recruitment process. The company was also keen on ensuring that all members of the talent acquisition team were focused on the company's diversity goals, rather than relying on a separate team for diversity sourcing and recruiting. Another priority was tracking data to measure progress and make necessary improvements.

Handshake, a job network for college students, faced a significant challenge in managing its talent acquisition process. The company's talent acquisition team, comprised of seasoned professionals, understood the importance of efficiency and data in the hiring process. However, they lacked the bandwidth and data-driven insights to transition from an administrative role to a strategic one in their relationships with hiring managers. The team needed a solution that would allow them to source strategically and at scale for the numerous roles they had open. They also needed a tool that would automate follow-ups, allow for link sharing, and ensure that talent would see their outreach. Furthermore, the team was spending more time creating reports than talking to candidates, which was not ideal given the organization's hiring goals.

Procore Technologies, a provider of innovative construction management software, was facing significant challenges in managing their hiring process. With hundreds of open roles to fill across three continents, the company needed a way to consolidate hiring data across their Applicant Tracking System (ATS), LinkedIn, and their own email system. The process of tracking candidate relationships was manual, inefficient, and often resulted in duplicated outreach to previously contacted candidates. Passive candidates were tracked across many different systems, further complicating the process. Maisha Cannon, Sourcing Leader at Procore, was tasked with a large amount of outreach and pipeline building, and was well aware of the laborious, multi-step procedure of tracking candidate outreach.

Envoy, a company that is revolutionizing modern workplaces for hybrid work, faced several challenges in managing its fast-growing team. The company lacked a system to track top-of-funnel activity, which was crucial to understand the work that goes into each hire, forecast how new requirements will act, and provide visibility to the team for the quality of work it’s doing. They also needed visibility into their entire hiring funnel to know what stages to optimize. The company was dealing with inefficient workflows, such as using calendar invites to remember to follow-up with prospects and manually uploading every outreach into their Applicant Tracking System (ATS). Envoy needed an automated solution that also allowed for personalization, so they could scale its fast-growing team through more than one-and-done outreach.

Wheel, a healthcare technology company, faced significant challenges in building a diverse workforce of clinicians. The company lacked top-of-funnel data to share with leadership, especially regarding diversity. There was no visibility into what content and messaging resonated with different demographic groups. The company also struggled with the notion that diversity and hiring speed were mutually exclusive. Long-term nurture of potential hires was not feasible due to manual follow-ups. The company's Senior Technical Recruiter, Greg Troxell, was determined not to sacrifice diversity amidst the company's rapid growth. However, the lack of budget for investing in recruitment tools like Gem posed a significant challenge.

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.

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.

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.

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.

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.

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.

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.