G4S, a leading global integrated security company with operations on six continents and 570,000 employees, was facing challenges in its recruitment process. The company aimed to provide accessible channels for candidates to apply, deliver an engaging candidate experience, and reduce the time to interview. However, the existing system was not efficient enough to meet these goals. The company was looking for a solution that could increase candidate engagement and speed up their application process globally. The challenge was to find a solution that could easily integrate with their Applicant Tracking System (ATS) and enhance the overall recruitment process.

Randstad, a leading global staffing agency, faced a significant challenge in maintaining the recency of their talent database and nurturing relationships at scale. The company's mission is to match smart people with great jobs, and their talent database is a core component of this mission. However, the company was struggling to engage millions of candidates effectively and maintain in-country compliance due to new privacy laws requiring explicit consent. Additionally, they were also facing the challenge of uncovering new job seekers in a tight labor market. The traditional marketing automation approach of using a landing page and form fields to collect profile details was not yielding the desired results.

National Safety Apparel (NSA), a leading manufacturer of protective clothing for industrial environments, was grappling with the challenge of maintaining adequate staffing levels in its Ohio factory. The company was in dire need of a recruiting solution that could help them find, assess, and hire qualified talent swiftly. The primary challenge was to avoid resorting to expensive staffing agencies while ensuring the factory had sufficient manpower. The company was looking for a solution that could streamline their recruitment process, reduce the time spent on hiring, and improve the overall efficiency of their recruitment team.

Five Guys Burgers and Fries, a fast-growing restaurant chain with 1,500 locations across North America, Europe, Africa, and the Middle East, and another 1,500 units in development, faced a significant challenge in their recruitment process. The robust economy was enabling job seekers to be more selective about opportunities, while consumer demand for restaurants was calling for a steadier stream of employees throughout the year. As the Director of Restaurant Operations for the Arkansas region, the mission was to employ top talent while containing employee turnover to deliver service excellence. The goals were to engage a wider audience, increase applicant capture, automate pre-screening and scheduling, and reduce time to interview.

St. John Knits, an American luxury fashion brand, was facing challenges in their recruitment process. The company wanted to increase the flow of applicants and capture the voice of the millennial generation with up-to-date technology. They were looking for a way to automate their hiring process and stay ahead of the trends. The traditional methods of applying for a job were proving to be outdated and inefficient. Recruiters had to manually contact each potential candidate after they had applied through the Applicant Tracking System (ATS), often playing phone tag and hoping to get in contact with the candidate to set up an interview. This process was time-consuming and often led to missed opportunities.

LanguageLine Solutions, a leading provider of language access solutions, was facing challenges in their recruitment process. The company wanted to increase the volume of qualified candidates and automate their hiring process to give recruiters more time to focus on quality candidates. The traditional recruitment process was time-consuming and often resulted in recruiters spending a significant amount of time on administrative tasks rather than focusing on identifying and engaging with potential quality candidates. The company was also struggling with an evergreen requisition that they were unable to close due to the inefficiencies in their recruitment process.

Maggiano’s Little Italy, a restaurant chain with 51 locations across 22 states, was facing a significant challenge in its hiring process. The robust economy was enabling job seekers to be more selective about opportunities, while the consumer demand for restaurants was calling for a steady stream of employees throughout the year. The restaurant chain had high-volume hiring needs for various permanent and seasonal roles including busser, host, line cook, server, and banquet sales. The goal was to engage a wider audience, increase applicant capture, automate pre-screening and scheduling, and reduce time to interview. However, the traditional hiring process was proving to be inefficient and time-consuming, making it difficult for the company to attract and retain the right talent.

GQR, a global talent acquisition and advisory firm, was facing challenges in its recruitment process. The firm's internal recruiters were spending extended hours reviewing applications for a few qualifications and then reaching out to candidates to find a time that worked best for both parties. This process was time-consuming, with recruiters allocating 1-2 hours a day scanning applications, emailing candidates individually, getting their availability, and then finally booking them into an available slot. The goal was to gain a competitive advantage in winning recruiting deals, save their internal recruiters time on the first step of the hiring process, and configure AllyO for multiple applications across the company.

Black Angus Steakhouse, a renowned American Steakhouse with over 40 locations and more than 2,000 employees, faced a significant challenge during the coronavirus pandemic. The pandemic forced the company to close all its restaurants, leaving the HR team with no viable means to communicate with its entire workforce. The challenge was exacerbated by the fact that front-line workers did not have company email, and furloughed employees had their email access deactivated. Consequently, the traditional method of communication via email was not an option, leaving the HR team in a predicament.

Anixter International, a leading global distributor of Network & Security Solutions, Electrical & Electronic Solutions and Utility Power Solutions, faced a significant challenge in staffing their warehouses. The company needed to hire 50 people for one warehouse and 20 for another in a short span of time. The process of staffing a warehouse requires extensive planning, marketing, and time. The traditional hiring process was not efficient enough to meet their immediate staffing needs. The challenge was to find a solution that could streamline the hiring process, prequalify candidates, and schedule interviews efficiently and effectively.

In 2018, Southern Cross, a leader in providing Pipeline Safety and other Field Services, identified a significant challenge in its recruitment process. The process was long and complicated, leading to the loss of qualified candidates and excessive time spent on screening unsuitable candidates. The company recognized the need for a solution that could simplify the hiring process, speed up candidate screening, and integrate seamlessly with their existing applicant tracking system (ATS). The goal was to improve the candidate experience, increase efficiency, and ensure the recruitment of high-quality candidates for their roles.

Speedway, the nation’s second largest company-owned and operated convenience store chain, was facing a unique challenge in its recruitment process. Despite having high traffic on their job boards and website, some locations were struggling to fill positions, indicating a low application completion rate. On the other hand, some locations were overwhelmed with too many applications, making it difficult to manage with a decentralized recruiting system. The goal was to provide an easy application process for candidates, improve application completion rates, automate screening and scheduling, and free up hiring managers’ time.