Fitting candidates into our client’s schedule was taking up hours of their time. In an attempt to remedy this, they adopted Calendly, but there was no way to sync up Calendly events with their Applicant Tracking System (ATS), and there was no source of truth for interviewing—this bred confusion, errors, and a diminished candidate experience.
We built a custom Calendly integration to automatically sync interviews booked through Calendly with the client’s ATS.
Interviews were finally being recorded in one central place, allowing the client insight into their interview and feedback data.
A typical roadblock that companies face is lack of alignment on role definition and expectations, and our client was no exception. The recruiting process was slow and inefficient, and the team was losing valuable time.
We worked with the team to build a unified hiring packet for launching a role consisting of an internal job description, external job description, rubric, and interview guide.
There was finally internal alignment on job expectations, leading to higher quality candidates and accelerated time-to-hire.
Our client relied heavily on network-sourcing and inbound applicants to find candidates. This limited their options and failed to lend a sense of diversity to the team.
We established a repeatable source-to-nurture process for high-quality, passive candidates not technically on the job market but open to new opportunities.
Funnels consisted of up to 80% sourced candidates, which improved the quality and spread of the pipeline.
“Nicole has been a transformational addition to Ribbon Health! She’s been instrumental in establishing our talent acquisition process to be scalable, unbiased, and effective. Most importantly, she’s embraced the team’s values-driven culture and worked closely with us to make sure that we can not only maintain, but strengthen our environment as we scale.”
“Nicole partnered with Apollo across recruiting and sales, proving extremely effective at gathering input from stakeholders and defining clear project requirements. From boosting Apollo’s passive candidate response rate to unifying our sales and marketing data in a brand new Customer Data Platform, Nicole is the type who can plug in anywhere and bring value by creating order out of chaos.”
“Nicole was phenomenal working on Fermat Capital’s hiring needs. She quickly understood our target and goals, sourced a well-curated list of candidates, and developed a comprehensive interview agenda. Our hiring processes were streamlined from months to mere weeks, enabling us to find our ideal risk analyst. Without Nicole, we would have required more time and energy only to find a sub-optimal hire.”
“Fermat R&D team solicited Nicole’s assistance in recruiting an analyst. This was the first time we embarked on a formal recruiting process, which she helped us track and iteratively learn from. This was helpful in being constantly aware of what stage the process was in and where it was headed, both overall and with each candidate.”
“Nicole brings her clients a compelling toolbox for elevating teams. She has the rare combination of soft-skills, to understand personalities and dynamics before suggesting organizational improvements, and structured-skills, to deliver concrete talent frameworks. At Fermat, Nicole helped reorganize the software team to flourish under new leadership. I highly recommend her to anyone looking for impactful change in their talent assets.”
Interview scorecards are highly personal to a team’s culture. Our client had a structure that worked well for them, but aggregating and processing feedback was tedious and highly manual.
We developed an online tool that automatically pulls scorecards from the client’s ATS and aggregates the feedback in an easily digestible way. Nicole’s PM experience really shined through here!
Onsite debriefs were much more efficient and effective, since it became easy to identify where the candidate’s strengths and weaknesses lie.
We’ve filled various positions for companies across engineering, product, sales, and other business functions, but one of them stuck out. The opening was for a “front-line Product Manager”—an unusual position that required deep customer, analytical, and product skills.
We took a heavy passive candidate approach, networking with candidates who weren’t even looking for a position but had valuable information about this niche space.
We ended up finding and hiring a fantastic candidate through a referral from a cold nurture. You never know where you’ll find that perfect candidate!
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