Stahlman-England, a company with a rich history in the irrigation and construction industries, was tasked with the renovation of the existing irrigation control system at Verona Walk, a lakefront property in Naples, Florida. The property, home to a variety of families and individuals, is surrounded by lush landscapes and lake views. The existing irrigation system at Verona Walk was outdated and inefficient. The IDS two-wire controllers used had been discontinued in 2006 and had no central capacity for reporting, managing water, or remotely accessing the irrigation system. Over the years, much of the communication wire had been damaged. The challenge was to retrofit and upgrade the system to conserve water and manage it efficiently across the complex landscape, especially in the Florida heat where water is a crucial resource.

Equifax, a leading global credit bureau, was grappling with the high operational cost of managing its legacy infrastructure. The company needed to modernize its application platform to make it more secure, scalable, and flexible to support new services rapidly. The goal was to leverage cloud capabilities to improve its data-centric services and deliver innovative products. The challenge was to find an optimal path to modernize and secure applications in the cloud. Equifax also aimed to gain actionable insights into customer usage patterns to ensure a high level of service availability.

Clear Technologies, a company that helps businesses maximize the value from information technologies, operates in a highly competitive environment. The company not only competes against other vendors but also against the status quo. To secure a sale, Clear Technologies often has to convince potential customers that the benefits of the new technology justify the cost of switching from the existing technology, including any associated downtime costs. The company's value proposition is to increase organizational effectiveness through innovative products, services, and solutions. However, the hardware and software it sells can't provide value if it is down. Therefore, part of Clear Technologies' revenue is derived from ensuring that their customers' data and applications are always available, even in the event of system failures, disasters, or normal planned maintenance. To support this business model, Clear Technologies needed a business partner that could supply advanced high availability (HA), disaster recovery (DR), and migration solutions.

Pacific Nutritional, Inc. (PNI) was facing several challenges with their existing system. They were operating on a manufacturing system that was not integrated with their accounting system, causing inefficiencies and potential errors. The company was also in need of a system that was specifically designed for their highly regulated industry. Furthermore, PNI was looking to upgrade from a DOS operating system to a Windows system. They also required a strong, committed client service team to support the software. The need for a fully integrated ERP system was paramount to streamline their operations and meet industry regulations.

Legacy WAFs provided high operational costs and response times, especially during critical traffic spikes.As the company continued to expand its offerings and provide great digital experiences for its customers, DeNA knew it needed to scale its web security posture to match. But their legacy hardware WAF was causing the team multiple issues and made it difficult to operate efficiently.It was impossible for the DeNA team to reroute customer page requests if their WAF was not performing correctly.The legacy WAF performance, combined with the high price of scaling hardware investments, made it clear to DeNA that they needed a new solution that can perform under pressure.

Vimeo, a leading professional video platform with over 150 million users globally, was facing a challenge in terms of visibility into production traffic and new merger and acquisition activity. The company's rapid scaling and recent acquisitions necessitated a robust application security program to prevent prevalent attacks like XSS, SQLi, API abuse, and account takeover. Additionally, Vimeo required a solution that would seamlessly integrate with their newly built AWS infrastructure without the need for extensive tooling and upkeep. The company also wanted all requirements to be consolidated under a single vendor for ease of use across multiple teams.

Eventbrite had lost confidence in their security vulnerability scanner’s ability to identify malicious code or backdoors attackers could leverage and needed a comprehensive solution to protect their global sites and M&A properties.Additionally, Eventbrite was building its security strategy for securing acquired properties. They needed a vendor that could install it easily, provide security coverage quickly, and provide effective web layer security for any future merger or acquisition activity with a single solution.Eventbrite had never utilized a web application firewall (WAF) as part of their security stack: the team was hesitant about the performance, tuning, and maintenance issues that are common with legacy WAFs. But they reached a breaking point with vulnerability scanners and needed a vendor that would restore confidence in their security posture.

Namely, a cloud-first, all-in-one HR platform, was experiencing rapid growth, which necessitated the prioritization of its web defense. As the customer base of Namely expanded, so did its responsibility of managing web defenses, including detection, prevention, and response. In a fast-paced agile development environment, security leader Daniel Leslie was tasked with building security and IT from scratch. He was seeking innovative ways to manage website defenses, having had experience with legacy Web Application Firewalls (WAFs). His core criteria for a solution included technical alignment, ease-of-use, best-in-class security functionality, and total cost of ownership (TCO). The challenge was to find a solution that could provide 'finished data' rather than raw log data, enabling faster, more accurate, and actionable insights.

Ubisoft, a global gaming company, was facing challenges in managing its complex hybrid cloud and on-premises architecture. The company had adopted Kubernetes for its strategic solution set, but the lack of a formal orchestration strategy led to cluster sprawl. Different teams were working in various environments, including AWS ECS and Docker Swarm, leading to an unmanageable growth of the estate. The company needed a solution that would provide a unified and consistent development methodology, automate basic deployment processes, and manage the entire Kubernetes estate through a single pane of glass. Additionally, Ubisoft wanted to optimize workflows, save time, and allow developers the freedom to develop in their own way.

Global Play Network, an entertainment platform, aimed to provide its members with a single platform to perform various physical and social activities. The platform was designed to promote physical activities for fun and entertainment for all ages. The client wished to build a robust, app-based entertainment platform for members. The platform was to allow users to check-in at a listed number of locations using a Unique Code or Ticket. Users could also get pricing benefits for selected locations after purchasing a membership. The platform was also to enable users or members to buy Gift Cards from local or online stores that help them earn Global Play Cash in the application. This Global Play Cash was to be shareable with friends using emails or phone numbers. The platform was to have four different interfaces - Mobile Application for End-users, Web-based Panel for Partner, Web-based Panel for Admin, and Web-based Self Checkout (Station). The challenges included managing payment flow using stripe, including crons for past failed payments, managing different payment methods, i.e stripe, ACH, Global Play cash, and creating a report module based on different conditions as per client expectation.

8x8, a leading cloud communications platform provider, was faced with the challenge of delivering real-time analytics for its cloud-based communication services in a mission-critical, multi-tenant environment. The company provides voice, video, chat, and contact center solutions on a unified global platform, complemented by real-time analytics that help enterprises accelerate their businesses. Advanced analytics are critical in a contact center environment, where supervisors utilize real-time dashboards with hundreds of metrics. These dashboards provide insight into key customer experience metrics such as customer wait time and first-call resolution rates. As a fast-growing, multi-tenant SaaS contact center solution, 8x8 needed a way to rapidly and cost-effectively add new customers. The platform needed to be multi-tenant, providing strict data separation—a key customer requirement—and it had to be highly resilient given its mission-critical nature. Robust security was also a must, since 8x8 handles sensitive caller information.

NZ Post, a government-owned enterprise providing postal services across New Zealand for over 180 years, was facing a decline in mail services. To adapt to the changing needs of consumers and retailer customers, NZ Post aimed to transform from a traditional mail company into a reliable courier and online digital services organization. The company's goal was to expand its digital solutions and ecommerce logistics services worldwide and offer personalized customer experiences. However, IT complexities and data silos posed significant challenges. The company needed to access and gather data from disparate systems, such as parcel tracking data, contact center data, and financial data, to gain necessary insights for creating personalized customer experiences, launching innovative solutions, and expanding its ecosystem.

Global manufacturers like BMW face a complex optimization problem: scheduling their workers to achieve production targets while minimizing idle hours. The challenge lies in the wide range of possible configurations and numerous constraints. Different shops have varying production rates, and each has their own discrete set of shift schedules. Furthermore, manufacturers need to prevent overflows and shortages in the buffers between steps in the manufacturing process. The complexity of the problem is further compounded by the need to optimize across multiple variables and constraints, making it a difficult task to solve using traditional methods.

Allbirds, a rapidly growing direct-to-consumer brand, faced significant challenges in managing its global supply chain. As the company expanded, it had to deal with the complexities of managing fulfillment across multiple facilities, each with its own Standard Operating Procedures (SOPs), software, and onboarding teams. The task of adding warehouses to scale and managing automated fulfillment business rules for carriers and Service Level Agreements (SLAs) was proving to be a major undertaking. This was diverting time and resources away from the company's primary goal - growth of the brand. The challenge was to streamline and optimize the supply chain without compromising on the brand's commitment to comfort and sustainability.

Florence by mills, a skincare and beauty brand, faced a unique challenge in October 2021. The brand noticed a disconnect between the person transacting on their website and the end-user of the product. Often, it was a parent or family member buying products for a younger relative instead of someone purchasing for themselves. This presented a challenge in terms of engaging and converting both Gen Z consumers and their parents. The brand needed a solution that would guide both the end consumer and the gift-purchaser throughout their shopping journey, ensuring that the right products were recommended to the right customers.

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.