Specsavers, a global optician with a 51% market share, was facing a significant challenge in its growth strategy due to the scarcity of both new and experienced talent in the healthcare sector. The competition for healthcare talent was becoming increasingly difficult, posing a major risk to the company's expansion plans. Specsavers had an existing database of candidates but lacked an effective way to engage these candidates and identify those interested in applying for a role. The company needed a solution that could tap into this database and refresh it, a key strategy in recruiting top talent in a competitive job market.

The global car rental giant, Hertz, faced a significant challenge when the COVID-19 pandemic led to a shutdown of the travel industry, grounding 95% of their fleet. The company had to deal with massive layoffs and bankruptcy, which necessitated a strategic and innovative approach to rebuild and recover. The primary challenge was to maintain their workforce in their corporate building, which was crucial for their success story. Additionally, they had to ensure that pay was equal across markets to keep frontline in-person roles filled. They also discovered that part-time workers were interested in more flexible scheduling, and the standard 12-hour shifts at airport locations had become an obstacle for candidates and employees with dependents at home.

OHLA USA, one of the world's largest global construction companies, faced a significant challenge in its recruitment process. The remote nature of the hiring manager role made it difficult for recruiters to obtain feedback on candidate interviews. With over 40 open roles at any given time, and multiple candidates and interviews per role, the task of tracking down hiring managers for feedback across all hiring touchpoints was time-consuming and inefficient. The company needed a solution that would streamline this process, making it easier for recruiters to gather feedback and manage the recruitment process more effectively.

Riyad Bank, one of the largest financial institutions in Saudi Arabia, was undergoing a company-wide digital transformation. The aim was to automate and energize processes, from customer experience to the recruitment process. This required not only better tech solutions but also attracting and hiring top tech professionals. The bank was facing the challenge of streamlining its recruitment process to attract top talent and stay ahead of the competition. The traditional recruitment process was time-consuming and less efficient, making it difficult to attract and hire the right candidates.

Servier Saudi Arabia, a branch of the international pharmaceutical company Servier, was facing a significant HR challenge. As part of Saudi Arabia's Vision 2030 initiative to decrease unemployment, Servier was tasked with localizing talent and hiring for pharmaceutical professions such as medical representatives and medical affair officers. The company aimed to hire the best graduates and intermediate-level talent to boost their talent development program and lead a successful transformation with the next generation of pharmaceutical professionals. However, the traditional hiring process was time-consuming, often taking months to hire for a single position. This slow process was hindering Servier's ability to meet their hiring targets and compete in Saudi Arabia's competitive talent market.

AHRC Nassau, a chapter of The Arc New York, was struggling with outdated manual processes in its recruitment efforts. The organization, which supports over 2,200 people with intellectual and developmental disabilities throughout Nassau County, found it challenging to attract diverse candidates. AHRC Nassau operates a variety of facilities, including schools, health clinics, and a farm, and employs over 3,500 people, many of whom require specialized training. With more than 500 positions open at any given time, the organization's talent team was in dire need of a modern tech stack to meet the demand and streamline their recruitment process.

Chalhoub Group, a leading luxury partner across the Middle East with a network of over 750 retail stores and a workforce of over 12,000 people, was facing challenges in managing high volumes of job applications from all over the region and the world. The majority of the open positions were in stores and required a quick and seamless recruiting process. Additionally, the group was undergoing a significant digital transformation and was in need of attracting top digital and tech-savvy professionals. The existing process was time-consuming for candidates, taking them up to three minutes to find a relevant position on the company's career site.

Chewy, a Fortune 500 e-commerce pet supply company, was facing a challenge in maintaining a high-touch engagement with their candidates. The company prides itself on surprising and delighting customers with every interaction and wanted to extend this approach to their candidate journey. However, the traditional methods of communication such as phone calls and emails were not yielding the desired results. The situation was further complicated by the onset of the pandemic, which made in-person interactions impossible. The company was struggling to connect with candidates virtually and maintain the same level of engagement as before.

Asbury Automotive Group, a Fortune 500 company, is one of the largest automotive retailers in the U.S. with 8,000 employees spread across 108 business units in nine states. The company's thriving business often involves strategic acquisitions, which necessitates a robust and efficient hiring process. However, Asbury faced significant challenges in streamlining its hiring process. The company was also grappling with high recruitment advertising expenses, which were proving to be a financial burden. The need of the hour was to find a solution that could not only streamline the recruitment process but also cut down on the advertising expenses.

Hospital Sisters Health System (HSHS), a multi-institutional healthcare system with facilities in Illinois and Wisconsin, was facing a significant challenge in attracting and hiring healthcare workers, particularly nurses. The competition for such professionals was intense, and HSHS needed to differentiate itself from other healthcare organizations. However, their career pages were basic and lacked engaging content to attract and retain potential candidates. Previously, the Talent Acquisition (TA) team had invested in creating high-quality videos with an external team, but this approach was costly, time-consuming, and often required additional editing when employees featured in the videos left the organization.

Mott MacDonald, a global engineering company, was grappling with the challenge of sourcing highly specialized engineering talent. The company was operating on a traditional, reactive recruitment model which was proving to be inefficient in the face of the increasing scarcity of specialized talent. The company needed a long-term, sustainable solution to its recruitment challenges. The core aim was to improve key business metrics and build upon the previous year’s successes after a team restructuring. The company sought to effectively manage their candidate pipelines and better focus their recruitment efforts.

PetSmart, the largest specialty pet retailer, was facing a challenge in connecting with its job candidates. The company wanted to understand its candidates better and communicate with them in a language they could relate to. The line between consumer and employer brands was blurring, and understanding both sides was becoming crucial for evaluating the employment brand. The Talent Acquisition (TA) team at PetSmart realized that they needed to evolve their communication methods with job seekers after talking to candidates and associates to understand how different people absorbed content.

Rockwell Automation, a global leader in industrial automation and digital transformation, faced a significant challenge when the COVID-19 pandemic forced its talent team to halt the production of highly produced videos. These videos were a crucial part of the company's strategy to tell its story and engage with its talent. The sudden inability to produce these videos posed a threat to the company's talent engagement efforts and required a swift and effective solution.

Uber, a global ride-hailing and food delivery service operating in over 10,000 cities across 72 countries, was facing a challenge in attracting a diverse range of talent. Despite making over 10,000 hires per year, the company was struggling to humanize its brand and give prospective employees a real sense of what it's like to work at Uber. The company wanted to showcase its unique culture, the incredible people making an impact, and pull back the corporate curtain. However, aside from its drivers, prospective talent did not know enough about the people who work for Uber, what they do, and the amazing opportunities that Uber provides.

Medallia, a fast-paced SaaS company, was facing challenges with its Talent Acquisition (TA) team. The team was often found reacting to situations rather than proactively avoiding them. This reactive approach was not conducive to the fast-paced work environment of the company. The company also identified that the manual process it used to extend offers to candidates was inefficient and time-consuming. This was leading to a delay in transitioning from verbal to written offers, which was negatively impacting the candidate experience. The company wanted to prioritize delivering incredible candidate experiences and needed a solution to streamline its processes and become more proactive.

Doctors Without Borders Italy, the Italian entity of the international medical-humanitarian organization Médecins Sans Frontières (MSF), was facing critical human resources needs. The organization was struggling with the management of selection and onboarding processes for staff at the Italian headquarters. This included interns, promoters dedicated to acquiring new donors with a regular contribution to MSF, and the humanitarian projects team in Italy, responsible for selecting workers for specific projects in the country. The organization needed a solution to streamline these HR processes, improve communication between the organization, new hires, and employees, and collect and analyze data to verify the ROI of job boards and channels used to advertise vacancies.