Vercel needed a centralized, data-driven solution to automate manual recruitment processes. They also wanted to elevate their talent marketing strategy. The team aimed to increase diversity hiring and boost brand awareness. Vercel implemented a talent marketing platform to centralize recruitment event operations. The solution consolidated event management, lead capture, and marketing materials into one system. It also automated event follow-ups and nurture to support an end-to-end candidate experience. Real-time reporting was used to track traffic, engagement, and conversions. The rollout consolidated events management, lead capture, and marketing materials through a centralized platform. It minimized back and forth among in-house stakeholders, reducing the need for internal resources and support. Automated follow-ups and nurture improved the end-to-end candidate experience. Real-time reporting optimized event efficiency by monitoring traffic, engagement, and conversions.

Workiva’s recruiting team faced manual, disconnected workflows that could not scale with hiring demand. Tools did not sync reliably with Workday, which forced recruiters and coordinators to enter the same information multiple times. High application volume made screening slow and consumed hundreds of hours. Interview scheduling also required manual calendar coordination and separate updates in Workday, while reporting was difficult to visualize and share. Workiva implemented an AI-powered recruiting platform integrated bi-directionally with Workday to reduce duplicate work and speed candidate movement. AI application review was configured with recruiter-defined criteria to prioritize best-fit candidates and accelerate screening. Candidates self-scheduled interviews, and the scheduled interviews and updates flowed automatically into Workday with calendar invites sent to participants. The team also used unified analytics that pulled custom Workday fields into reporting for clearer pipeline visibility. Workiva saved significant recruiter time and reduced cycle time across screening and scheduling. Recruiters saved approximately 10 hours per week on applicant screening and reduced the time from application to interview by 3 days. Scheduling time dropped by 90%, including a reduction from 250 hours to 30 hours annually for recruiter screen scheduling. The team also reduced time to disposition for screened-out candidates by 18 days while maintaining the ability to follow up with every screened-out candidate.

Gusto needed to scale recruiting operations while its customer base grew 2x during COVID. The talent team had limited recruiting capacity and inefficient, manual sourcing that made it hard to personalize outreach and track engagement. They also lacked analytics to pinpoint where candidates dropped off or got stuck in the process. In addition, they had limited visibility into diversity representation across funnel stages and difficulty tracking progress toward diversity goals. The team implemented talent sourcing and outreach capabilities alongside CRM, pipeline management, and diversity recruiting workflows. They used A/B testing and automated follow-ups to build more personalized, higher-performing outreach sequences. They also adopted pipeline snapshots and analytics to monitor conversion rates, diagnose bottlenecks, and prevent candidates from getting stuck in stages. The team used candidate rediscovery to reengage vetted candidates they had previously contacted, with refreshed prospect data updated monthly. The recruiting organization supported rapid growth with faster workflows and streamlined, more automated processes. Outreach performance improved through personalized strategies that produced 49% reply rates and 35% interested rates. Full-funnel analytics helped identify and eliminate candidate drop-off points so candidates did not fall through the cracks. Diversity insights provided visibility into representation at each funnel stage, enabling data-driven diversity goal-setting and tracking.

Celestica struggled to attract enough applicants because it was not a household name, despite designing and engineering innovative products. Recruiters were overwhelmed by day-to-day urgencies and typically sent a single sourcing email with minimal follow-up. The team also had difficulty filling niche technical roles like power, signal integrity, and hardware engineers, with some positions remaining open for over a year. Limited engagement tracking and a lack of recruiting visibility made it difficult to demonstrate progress and align stakeholders. Celestica implemented a talent sourcing, outreach, CRM, and full-funnel analytics platform to automate follow-ups and improve candidate engagement. The team integrated the platform with SuccessFactors and rolled it out quickly across regions, scaling from the U.S. and Canada to Europe and Mexico within two weeks and Asia within a month. Automated, multi-step outreach replaced one-and-done emails, while analytics highlighted bottlenecks and made recruiter activity and pipeline health visible. The team also used forms and QR codes to capture event leads and route them into projects without relying on spreadsheets or CSV uploads. Celestica completed 700+ hires in 90 days, supported by higher-throughput funnel activity and improved engagement. In the first 30 days, the team hired nine engineers across three countries and began filling roles that had been open for over a year. Over the first 90 days, recruiters completed 2,100 first-round phone screens, extended 808 offers, and saw 705 accepted, resulting in an 87% offer-accept rate. Time-to-fill for new roles shifted to 30–60 days, and forecasting data enabled more confident, data-backed timelines for stakeholders.