Ethan Allen Workforce Solutions, the largest full-service agency in the Hudson Valley area, was facing challenges in managing the talent lifecycle efficiently. The company specializes in healthcare, administrative, and industrial sectors, providing both direct recruitment and temporary staffing solutions. Despite transitioning to the Bullhorn Platform, the team was still grappling with manual processes that were time-consuming and inefficient. The challenge was to implement a system that could automate various stages of the talent lifecycle, from attracting and engaging to onboarding and nurturing talent. The goal was to enhance the candidate experience, create a consistently engaged talent pool, and lower the cost of talent acquisition.

aap3 Recruitment, a UK-based recruitment agency, was struggling with an outdated system, EZAccess, which did not utilize cloud technology. The system was inefficient and disjointed, with no two parts of the recruitment process linked together. This resulted in hours of wasted work and added frustration to the process. The lack of cloud technology also meant that the system was not easily accessible, further complicating the recruitment process. The agency was in dire need of a solution that could streamline their recruitment process, improve efficiency, and save time.

Astute Technical, a UK-based recruiting firm, was grappling with two significant challenges. The first was the need to become GDPR compliant following the implementation of the General Data Protection Regulation in May 2018. This legislation, aimed at protecting the privacy of EU citizens' personal data, hit the recruiting industry particularly hard. Astute had to clean up and secure its data quickly to avoid compliance issues and potential litigation. The second challenge was a lack of structured engagement with candidates and customers. The company noticed that many of its clients and candidates were slipping through the net, with some not having been contacted for a long time. Astute wanted a system or process that ensured every client and candidate was engaged with the organization, and that their Applicant Tracking System (ATS) was full of legitimate, quality jobseekers, and their business systems full of loyal, happy clients.

Contemporary Personnel Staffing, Inc. (CPS), a leading staffing and recruitment firm, was grappling with time-consuming manual back office processes. In 2012, despite recent success, CPS was still manually sending invoices to 25 different companies, a process that involved printing each invoice, checking lists for each company, scanning documents, and emailing a copy of the invoice to each client. Their existing software, AST, could not be updated, forcing them to continuously patch the system to maintain their Front Office, Back Office, and Payroll. This resulted in lengthy app and load times, leading to data integrity issues as most of the team would not add notes. Additionally, CPS wanted to keep payroll internal, but their QuickBooks application could not handle the growing number of temporary placements. With approximately 1,000 W2s processed per year, their growth potential was seriously hampered by the outdated technology.

Cooptalis, an international mobility operator, was facing challenges with their existing recruitment tool. The tool was not built to handle the volume of work they had and couldn't meet the company's needs. It was difficult to conduct targeted and precise searches, quickly find candidates in the database, and visualize the progress of their searches. The tool also lacked an API interface, preventing Cooptalis from adding or extracting data. Moreover, it was not a SaaS tool, requiring installation on personal workstations and server and database maintenance, making it cumbersome to administer. The financial model was for lifetime service licenses and included server maintenance costs, with little pricing flexibility. Cooptalis needed a cloud tool; a customizable online ATS that could integrate with other applications.

Execusource, a leading staffing and consulting firm, was facing challenges with their onboarding process due to rapid business growth and market changes. They had been using Bullhorn Onboarding, which had been successful for their team, candidates, and clients. However, the lack of mobile optimization and increased complexity of the onboarding process due to the firm's growth led to decreased candidate engagement and increased manual errors. The Execusource team found themselves spending an estimated 65-80% of their week on onboarding tasks, including E-Verify, insurance, and document revision. As the firm expanded its portfolio and opened up locations across the country, the onboarding workload became unsustainable. The existing challenges were amplified, and Execusource needed an onboarding solution that could scale with their business.

LandrumHR, a full-service Human Capital firm, was struggling with an outdated and inflexible system that was hindering their growth and productivity. The system lacked an open API infrastructure, preventing seamless integration with third-party solutions. This lack of flexibility was stunting innovation and preventing LandrumHR from differentiating themselves in the market. Additionally, the system did not provide visibility into key performance indicators (KPIs), leaving the recruiting and sales teams in the dark about their data and work priorities. This lack of visibility resulted in recruiters spending more time searching for data than interacting with candidates. The system was also not intuitive, making it difficult to train new hires and slowing down the company's growth. Overall, the system required too much manual intervention, slowing down workflows and preventing LandrumHR from achieving a single source of truth for their data.

Mint Physicians, a locum tenens agency, faced a significant challenge in customer engagement. The responsibility of engagement was decentralized, left to individual account managers, resulting in a lack of uniformity and often being ignored. The nature of the staffing business requires strong relationships with clients and candidates, necessitating consistent communication. However, the decentralized approach led to a lack of accountability, with customer engagement and content creation often being pushed to the bottom of the account manager’s to-do list. This resulted in missed opportunities with customers and potential customers.

Motion Recruitment, a specialized IT staffing firm, was seeking ways to improve their processes and provide a consistent experience to their candidates. Despite their success in the industry, they identified inconsistencies in candidate experiences based on the relationship with their recruiter. They also lacked a channel to collect unbiased feedback from their candidates and clients. With the advent of staffing automation, Motion saw an opportunity to leverage this technology to enhance their operations and decided to be an early adopter of automation technology in 2017.

NTIATIVE, an IT recruitment agency based in Kraków, Poland, experienced rapid internal growth, expanding from a team of eight to 40 people since 2020. This growth, while exciting, brought about several challenges. With a global talent shortage and an impending recession, NTIATIVE needed a way to meet their clients' needs with their services and technology. They sought a solution that would allow them to engage talent at every stage of the talent lifecycle: attract, engage, onboard, and nurture. The goal was to create an ever-growing and consistently engaged talent pool, lower their cost of talent acquisition, and ensure an incredible experience for their talent.

Signature Consultants, a subsidiary of DISYS and one of the top 10 largest IT staffing companies in the US, was looking to automate its sales processes in 2020. However, the onset of the COVID-19 pandemic forced the company to shift its priorities. The need to quickly and efficiently deploy COVID-related communications became paramount, pushing the automation of sales processes to the backburner. The challenge was to find a solution that could not only automate their sales processes but also adapt to the changing priorities brought about by the pandemic.

In 2010, David Spencer-Percival and Sir Peter Ogden launched Spencer Ogden, a 360-degree energy sector recruitment agency. The company experienced rapid growth, expanding from a staff of fewer than 20 at launch to over 500 employees across six centers in London, Glasgow, Aberdeen, Qatar, and Houston by 2014. This rapid expansion presented a challenge in terms of managing customer relationships, scaling operations, and maintaining low capital expenditure. The company needed a recruiting software that could support its international growth, deliver a seamless service to customers, and allow for straightforward resource planning. The software also needed to be intuitive, aligning with Spencer Ogden’s business processes and easily adopted by staff.

SSi People, a company specializing in placing IT consultants, was planning for its next phase of growth in 2017. They needed a robust CRM platform with strong data processing and reporting capabilities to drive their performance. The challenge was to find a platform that could serve as the central hub of their operations, providing both ATS capacity and powerful CRM features. They also needed a system that could help them maintain the health of their data and facilitate smart process design. The company was facing increased competition and needed to change its approach to meet the needs of their eight largest clients. They needed to predict client demand for a just-in-time submission model and needed a system that could help them track their clients' buying behavior.

Strategic Staffing Solutions (S3), a global staffing firm, was facing a significant challenge in managing its candidate sourcing process. The team was using Resume-Library for sourcing candidates and Bullhorn as its Applicant Tracking System (ATS). However, the lack of integration between the two platforms was causing inefficiencies. The team had to log into Resume-Library daily to search the active resume database, find suitable candidates, download their resumes, and then manually upload them to their Bullhorn account. This process was not only time-consuming but also impractical as it involved navigating back and forth between the two platforms. The challenge was further compounded by the fact that S3 recruits across multiple industries in various locations across the U.S., making the extensive database of Resume-Library crucial for their hiring needs.

Talent International, a rapidly growing tech and digital recruiting specialist, faced a significant challenge as it expanded its operations across multiple offices, markets, and continents. The company struggled with a lack of visibility over performance, disparate reporting methods, and the physical distance between offices. These factors contributed to the growth of offices as isolated entities rather than as a unified organization. The leadership team needed a solution that would allow them to actively improve performance across all locations and ensure that every individual within the business benefited from their direction. The challenge was to find a solution that could integrate with Talent International’s existing Bullhorn solution and provide a comprehensive overview of the company's performance.

The Conexus Group, a London-based conglomerate of five companies operating in the consulting, staffing, and training space, faced a significant challenge in managing their candidate database. The database, built over a decade and a half, was filled with dormant, incomplete, or outdated entries. This made it difficult for recruiters to efficiently make placements. Candidates were typically contacted once or twice after registration, but if they weren't relevant at the time, communication would generally cease within six to twelve months. With thousands of candidates in the system, manually re-engaging was not a feasible solution. The group lacked the capacity and technology to revive these dormant relationships.

Founded in 2011, the j. David Group, a go-to-market search firm for rapidly scaling software companies, experienced massive internal growth in 2021, expanding from a team of two to eleven. This growth brought challenges, including the need to reduce manual work, manage candidate information, and improve reporting functionality. The account managers were juggling multiple tasks, including placing candidates, managing client relationships, and keeping up with candidate communications. The recruiters were storing candidate resumes on their individual computers, lacking a single source of truth for their candidate information. When candidates were not placed, there was no easy way to get their information back to a central database. The team was using Trello to track a candidate’s interview status, which was cumbersome and lacked detailed reporting capabilities. They needed a solution that would automate their manual processes, increase visibility across all candidate information, and provide stronger reporting.

The Jacobson Group, a leading provider of talent to the insurance industry, had traditionally preferred working with high-touch, highly-consultative clients, and Vendor Management System (VMS) relationships did not allow for this. Prior to 2019, the company actively avoided VMS-style business and did not seek new opportunities in this area. However, they noticed a shift in the industry, with organizations as small as $5 million in spend outsourcing the management of their contingent labor program or centralizing the procurement of their contingent labor through in-house Managed Service Providers (MSPs). As MSP and VMS solutions began to increase rapidly in their space, The Jacobson Group realized they were missing out on potential revenue.

USPRO, a leading staffing agency in the Defense and Healthcare Industries, faced a significant challenge in scaling their business. Despite landing a large contract with a Department of Defense contractor in 2009, they lacked the necessary back-office support, technology, and capital to fully leverage this opportunity. The company was ill-equipped to handle large payroll operations, billing, and funding, which were critical to their growth. This situation posed a significant risk to their business, as they were unable to effectively manage their resources and lacked the necessary infrastructure to support their expansion. The challenge was to find a solution that would not only address these operational issues but also allow them to focus on their core competencies and revenue-generating activities.

IDEX Consulting, a recruitment and business growth consultancy, was looking to transition from a contingent recruiting model to a more innovative version of the retained recruiting model. The company believed that a retained model would allow them to provide a more tailored service to their clients by connecting them with a shorter list of nurtured, high-quality candidates. However, they faced resistance from clients who were accustomed to the traditional payment model where recruiters are paid only after a job is filled. Additionally, IDEX Consulting needed to convince their own consultants about the benefits of the retained model. They needed data to prove that the new model could save their consultants time, increase billings, and have a positive impact on their clients’ businesses.