Mom Corps, a rapidly growing national recruitment firm, was facing challenges with its previous software solution. The software was not fully integrated, required too many steps for candidates and clients to use effectively, and necessitated additional software solutions. The company was in need of a comprehensive solution that would allow all sales and recruiting staff to share the same information. The new solution also needed to support their virtual employees and integrate well with their existing back office software. Furthermore, Mom Corps wanted to avoid dealing with software upgrades and IT infrastructure.

Allen Recruitment Consulting, a Dublin-based recruitment firm, was facing several challenges in its operations. The company was struggling to find a solution that could seamlessly post job vacancies on their website and integrate candidate data into the Bullhorn platform. This lack of integration was causing frustration among recruiters who wanted to generate more candidates online and reduce the time spent on manual data entry. Additionally, the firm was not satisfied with the candidate experience provided by other job site solutions, which failed to convert website visitors into candidates effectively. The company also faced the challenge of building a branded corporate job site from scratch, which would have cost thousands of euros and consumed significant time and resources. The firm wanted to avoid using its scarce internal development resources and did not have the time to wait for a modern job site to be completed.

Swift Worldwide Resources, a leading specialist supplier in the Oil & Gas sector, experienced rapid growth, expanding from six offices to 24 between 2006 and 2012, a 400 percent increase. This growth posed a significant challenge in terms of business scalability. The company needed to create an infrastructure that would not only support its short-term growth but also enable it to plan for longer-term expansion. The recruitment process in the oil and gas sector is subject to rigid and complex contracting requirements, making Swift’s existing candidate management processes resource-intensive and not easily scalable. Prospective and current candidates were meticulously tracked and managed throughout their contracts, a process that created a cycle of repeat business, a key source of revenue for Swift. However, manually updated spreadsheets were proving difficult to maintain during business expansion, leading to an urgent need for a technology that would reduce the risk of human error.

Harvey Nash, a global recruitment and IT outsourcing service provider, was facing significant challenges due to the disparate and underperforming systems of its newly acquired companies. The company needed to replace these systems with a unified solution that could synchronize their global teams and integrate the new companies quickly. The existing systems were inhibiting Harvey Nash from leveraging existing company data, improving sales process management, and boosting candidate sourcing capabilities. Being a global organization, Harvey Nash required a solution that was accessible at any time and from anywhere, easy to support, and quick to implement. They also needed a faster way to parse resumes and make them searchable within the databases of email, calendars, and recruiting tools, while the ability to integrate with new social networking phenomena such as LinkedIn and ZoomInfo was becoming increasingly important.

HireMinds, a leading search firm in Boston/Cambridge and San Francisco, faced several challenges in centralizing its social recruiting activity while maintaining brand consistency across social media channels. The firm's president, David Hayes, recognized the need for a tool that could streamline this process, but was aware that introducing new software into the recruiters' workflow could be a lengthy process without a well-planned strategy. The challenges included change management, infrastructure, internal promotion, and measurement. The firm needed to carefully plan and communicate the change to all team members. The introduction of a new tool required key processes to be in place and streamlined. Promoting the success of the product internally was another hurdle. Lastly, the firm lacked a way to measure its team's social recruiting activity, making it difficult to manage and improve processes.

Adams Consulting Group (ACG), a recruiting and temporary staffing agency, was facing significant challenges with its legacy system. The system was server-based, slow to update, and lacked remote capabilities and robust reporting. It was unable to provide an end-to-end solution for ACG's needs at every stage of the recruiting life cycle. The software was antiquated and not robust enough to keep up with the business demands. The lack of remote capability meant that the team was tethered to a server, limiting their flexibility and efficiency. The system also lacked the ability to provide valuable insights through reporting, which was crucial for promoting efficiency and accountability among the staff.

Aditi Staffing, a leading IT staffing firm based in Bellevue, WA, faced a significant challenge in managing their VMS-based clients, which are integral to their business model. With over 30 clients releasing approximately 1500 jobs per month from 10 different Vendor Management Systems (VMS), the previous tool they used was unable to support the variety of VMS. This resulted in a situation where the order status in Bullhorn, their recruitment software, was never updated. The recruiters were unable to manually enter all the jobs, leading to inefficiencies and inaccuracies in their recruitment process.

Hired by Matrix, a professional staffing firm for Fortune 500 companies since 1986, faced a significant challenge with their Vendor Management System (VMS). Many of their customers had chosen to use VMS, a market known for its dynamic nature, requiring a flexible and agile solution. Prior to using Bullhorn, Hired by Matrix had automated their VMS process, and there was no way they could revert to manual data entry. They needed a solution that could match or surpass their existing system's efficiency and reliability.

Staffgroup, a global recruitment agency, was facing challenges with its legacy system which was unable to scale with the company's growth. The company needed a system that could be easily implemented across multiple offices, including its Earthstaff and Eurostaff divisions based in the UK and Germany. The former Applicant Tracking System (ATS) required extensive training for staff, which was not feasible given the company's expansion plans. The old hosted solution was failing to keep pace with the company's recent expansion in Berlin and future growth plans, which included new office openings in Hamburg and Houston.

Queen Associates, a consulting and staffing firm, was grappling with an antiquated back office system that lacked integration with timekeeping and reporting tools. The system required manual data entry for time and expense reporting and invoicing, which was labor-intensive and prone to errors. The system also had limited flexibility and customization, making it difficult for the firm to adapt to changing business needs. The firm's president, Robin Pugh, recognized that the outdated system was not providing an excellent experience for their clients and candidates, and was determined to find a better solution. The challenge was to find a comprehensive system that was flexible, highly customizable, easily integrated, and scalable for future growth.

Masiello Employment Services, a family-owned staffing agency based in Keene, New Hampshire, was facing significant challenges with their previous Applicant Tracking System (ATS), MaxHire. The system was slow, had poor email integration, and an unintuitive user interface. The search function was outdated, making it overly complicated to build custom searches. This inefficiency was hindering the company's ability to quickly and effectively place candidates in temp and temp-to-hire positions within light industrial and office administrative roles. The company's President and CEO, Jason Chagnon, recognized the need for a more efficient, user-friendly system that could adapt to the changing needs of the business.

Curate Partners, a startup in the Information Technology industry, was faced with the challenge of maximizing efficiency and minimizing onboarding time with minimal training. The company was in need of a comprehensive suite that could handle their business needs from front to back. Additionally, they sought a partner who understood their business and its unique challenges. The team at Curate Partners was also looking for a solution that could offer unparalleled customer service and a foundation on which to build a strong and lasting partnership. They needed a system that was intuitive, easy to use, and could enable their team to ramp up quickly.

TopLine Comms, a B2B digital marketing consultancy based in London, was grappling with the rapidly evolving definition of PR, which now encompasses social media, content marketing, search marketing, and more. The intertwining of PR with advertising, marketing, and creative, coupled with the management of multiple divisions and teams operating multiple accounts, made managing relationships both internally and externally complex and time-consuming. The company needed a CRM system that could address the specific business needs of PR agencies while providing the scalability and performance of a long-established, world-class platform. They needed a solution to manage and nurture their diverse and complex relationships seamlessly.

Callidus Executive, a hybrid executive search agency and consultancy specializing in pharmaceuticals and energy recruitment within German-speaking markets, was facing challenges with its existing applicant tracking system (ATS), Meffert. The software had limited functionality and customization options, and it lacked scalability, making it unsuitable for Callidus' rapidly growing operations. The support provided by Meffert was also unreliable, further complicating the situation. Callidus needed an ATS that could match its speed and potential, and provide a competitive edge in the recruitment industry. The ideal solution would need to accommodate the company's growth and work efficiently even with a larger number of users.

Integrity Staffing, a North American company specializing in industrial, manufacturing, accounting, and HR staffing, was facing a series of challenges that were hindering its growth. The existing system they were using could not sustain the new growth they were experiencing. They were losing valuable time on an outdated data entry process, and their existing tracking system was prone to errors, leading to candidates getting lost in the system. The company's growth had plateaued, and they were not seeing strong avenues for growth. They were using FileMaker, spreadsheets, and QuickBooks to organize their contacts, which was time-consuming and prone to errors. To move forward, they needed to invest in the right technology.

Protrans Personnel Service, a company providing placement for temporary and contract positions, was facing challenges with its existing system. The in-house system of spreadsheets and databases could not keep up with the company's rapid growth and expansion into new fields. The system was unable to handle the increasing volume of data, leading to inefficiencies in placements. The company also required full transparency throughout the placement process, which was not possible with the existing system. After making an acquisition in 2012, Protrans leadership realized the urgent need for an upgrade.

Procom, a leader in the staffing industry with 14 offices throughout North America, was facing challenges with its legacy, home-grown applicant tracking system. The system had become too expensive to maintain and lacked essential features such as email tracking and real-time reporting capabilities. The IT resources were spread thin and the system had become unreliable. The company was at a crossroads, deciding whether to invest time and money in overhauling their existing system or to find a new software solution from a trusted company. The new software needed to be affordable, able to go live quickly with minimal in-house configuration, provide email tracking and visibility, and offer the ability to run valuable, real-time reports.

Loop Recruiting, a company offering a full circle of human resource solutions, was founded in 2015 by Jason Kennedy and Charlie Wall. Initially focusing on the technology industry, they soon expanded their operation to include the health care, industrial, financial, and consumer relations industries. However, a month into their business, they realized the need for a solution to properly maintain their growing business. They needed an affordable system that could go live quickly, streamline processes by reducing manual data entry, and provide flexible solutions with future growth options. After considering several solutions, they narrowed their search down to Bullhorn and iCIMS, guided by third-party review sites and customer feedback.

Prestige Staffing, a staffing firm serving the healthcare and technology industries, was facing significant challenges with its back office operations. The company was initially using MaxHire front office software for recruiting, but as the business expanded to include hundreds of contractors and more than a hundred clients, the manual processes became increasingly error-prone. Employees were burdened with faxing paper timesheets, and contractors had to physically walk their documents down to their manager's office for signatures. The middle and back office processes were lengthy and cumbersome, with the billing employee having to manually match up timesheets to invoices, scan them back to herself, and then email them out individually. As the company grew, it became increasingly difficult to keep track of everything.

Resolvit, LLC, a US-based company providing world-class staffing and consulting services for information technology leadership since 2002, was facing significant challenges with their Applicant Tracking System (ATS). Their previous ATS, PCRecruiter, was not user-friendly and lacked customization, leading to inefficiencies and wasted time in database searches. The sales team at Resolvit also required Customer Relationship Management (CRM) capabilities to streamline their operations. The company was in dire need of an improved platform that was intuitive, easy-to-use, allowed users to ramp up quickly, offered a variety of customizations, provided CRM capabilities, and improved database organization and sourcing capabilities.

Peoplebank, Australia’s largest information technology recruitment company, was facing significant challenges with its legacy system. The system was slow, inefficient, and lacked scalability, causing recruiters to experience lag times of 3-4 seconds per request, which significantly slowed down workflow. The system was not integrated, forcing recruiters to use multiple platforms, which proved to be highly inefficient. Recruiters also wasted valuable time on manual tasks like entering placement data. The company needed a system that could be automated and customised to its needs, and that could support its growth in the APAC region.

Fuse Recruitment, an Australian-born recruitment agency, was in need of a reliable and adaptable recruitment CRM that could scale with the company's growth. The company, which was established in 2010, expected to grow quickly and expand its operations internationally. Therefore, the ideal CRM solution needed to be cloud-based to connect new offices across different locations. The software also needed to be from a trusted vendor, capable of managing the demanding requirements of the business and serving candidate needs effectively.

Ronin Ltd., a procurement recruitment agency, was facing significant challenges with their original system. For three years, the team was restricted by a system that had limited functionality and hidden costs. The system was server-based and lacked remote access, which meant that all work had to be done in the office. This was a significant constraint for the team, which often needed to work on-the-go. The system's limited functionality and hidden costs were also a major concern, as they were hindering the agency's growth and efficiency. The team realized that their cost-based decision to choose this system had left them feeling restricted and was not supporting their long-term growth goals.

Design and Construct, a technical recruitment agency based in Sydney, Australia, faced a significant challenge in 2010. The company had been experiencing impressive expansion and needed to reform its data practices to support this growth. The ideal solution would be a cloud-based Customer Relationship Management (CRM) system that was recruitment-specific and from a trusted vendor. The CRM needed to be adaptable and capable of supporting Design and Construct as it continued to grow. The company also needed a solution that would allow it to better manage internal workflow and improve efficiency, particularly in the wake of the Global Financial Crisis of 2007-2009, which had significantly impacted the market.

Salling Search, a young recruitment and headhunting agency based in Singapore, was in need of a recruitment software suite that would provide a strong foundation for its operations. As a single-user operation, the agency prioritized efficiency and time savings. The software needed to be user-friendly and stable to support the agency's specialized focus on the shipping and marine industry. The agency's success was directly tied to the personal resources of its Managing Director, Soeren Salling, making efficiency a top priority. Having used other CRM providers in the past, Salling was looking for a solution that offered ease of use and customizability.

Element GmbH, a Germany-based consultancy firm, was facing challenges in managing its rapidly expanding candidate network. The company, which prides itself on providing exceptional and active personal support, was finding it increasingly difficult to maintain this level of service for its network of over 30,000 candidates. The CRM system they initially adopted was unable to keep up with the company's growth and the increasing demands of relationship management. The system's performance was poor and lacked consistency, making it difficult for Element GmbH to effectively manage its expanding database.

Thornley Corporate Solutions, a recruitment agency specializing in the engineering sector, was facing challenges due to its rapid growth. The company's success in placing clients and candidates quickly was becoming a hindrance as it struggled to maintain its performance due to the lack of a robust database. The team was unable to communicate effectively with its extensive engineering network across the world, which was limiting its expansion. As the candidate list and stored information grew, the company found it increasingly difficult to uphold the efficient culture it was built upon. The company needed a new CRM system to maintain the current in-house database and enable further rapid expansion.

Tiro Partners, a niche IT consultancy firm, was struggling with an outdated tool that was lacking in both visual appeal and functionality. The firm was experiencing poor internal communication due to consultants using disconnected systems for communication and candidate search, or not entering data at all. This situation was hindering the firm's ability to uphold its restorative and customer service-focused ethos. The firm's co-founders, Paul Conaghan and William Excell, were seeking a solution that would not only improve internal operations but also align with their principles of strong candidate-client relationships and exceptional customer experience.

Skills Alliance, a life science recruitment agency, was facing challenges in managing its internal structure and fostering its culture of close client communication within specialist teams of the drug development cycle. The agency was looking for a tool that could assist in its international growth in the ever-expanding life science markets across the globe. The tool needed to be service-focused, flexible, and responsive to the changing needs of the industry. It also needed to mirror the full drug development lifecycle that Skills Alliance recruits for, with specialist teams responsible for each vertical area, from the preclinical discovery phase to drug commercialisation. The agency wanted a tool that enabled it to develop a “client and candidate list quickly.” Most importantly, the agency wanted a service-focused tool with an international viewpoint so that proximity to the market could be ensured through a seamless global approach.

Think IT, a specialist consultancy firm in the UK, was grappling with an outdated CRM system that was hindering its efficiency and growth. The previous system was server-based, inflexible, and offered limited functionality. It was a 'painfully manual process' that required payments for updates and upgrades, subjected the company to a tedious support process, and caused downtime and backup problems. The system was not scalable to accommodate the company's growth and did not support its focus on client-candidate communication. The company needed a new, modern system that could streamline its operations, enhance its client-candidate communication, and support its expansion.