GET MORE QUALIFIED CANDIDATES, FASTER AND SMARTER

Right now, SmashFly’s software is proactively and automatically building pipelines of tens of thousands of qualified candidates for market-leading brands you know like Nestle Purina, The Cheesecake Factory, CDW, CH2M and many more. That means their recruiters can make great hires faster and be ready to support future hiring needs on demand.

Capture 1,000 new candidate leads per day in your talent network

Drive 2x more qualified applicants into your ATS

Save and/or reallocate $100,000 from underperforming sources

Case Studies

Attract and Convert More Qualified Candidates

Bright House Networks

Challenge

Bright House Networks’ requisition-based recruiting strategy was outdated. Recruiters were falling behind on hiring goals, pouring over resumes but finding very little quality.

Solution

SmashFly enabled Bright House Networks to extend its recruitment reach and nurture more passive candidates by creating a custom talent network form in the apply flow to capture interested candidates who dropped off during the application process.

Result

Bright House Networks is able to not only greatly increase applicant flow, but also attract qualified candidates with the skills and background they are seeking. Its talent network increased to 260,000 contacts in 3 years, resulting in more qualified applicants for the 2,150 external hires made, particularly in the hard-to-fill customer service jobs.

Attract and Convert More Qualified Candidates

Bright House Networks
Challenge
Solution
Result
Bright House Networks’ requisition-based recruiting strategy was outdated. Recruiters were falling behind on hiring goals, pouring over resumes but finding very little quality.
SmashFly enabled Bright House Networks to extend its recruitment reach and nurture more passive candidates by creating a custom talent network form in the apply flow to capture interested candidates who dropped off during the application process.
Bright House Networks is able to not only greatly increase applicant flow, but also attract qualified candidates with the skills and background they are seeking. Its talent network increased to 260,000 contacts in 3 years, resulting in more qualified applicants for the 2,150 external hires made, particularly in the hard-to-fill customer service jobs.

Improve Decision Making with Trustworthy Real-Time Data

CH2M

Challenge

Recruiting in 180+ countries with job boards varying by region and industry, CH2M’s existing job distribution vendor was not cost-effective for global recruiting. Plus, CH2M needed to ensure its job marketing was integrated with its ATS in order to track candidates through each stage in the application process, all the way to hire.

Solution

SmashFly integrated seamlessly with CH2M’s ATS Kenexa Brassring in just 6 weeks. With SmashFly’s automated and instant Job Distribution and end-to-end Recruitment Analytics, CH2M could now track and analyze which boards performed best in generating qualified applicants, providing visibility into the best hire sources by geography and by function.

Result

CH2M leveraged SmashFly’s powerful analytics to eliminate underperforming job boards, saving $750,000 in traditional job advertising, and re-invested in more effective recruitment marketing channels including content marketing, PPC and retargeting. The company’s cost per hire is now $4,300—a more than 50% savings.

Improve Decision Making with Trustworthy Real-Time Data

CH2M
Challenge
Solution
Result
Recruiting in 180+ countries with job boards varying by region and industry, CH2M’s existing job distribution vendor was not cost-effective for global recruiting. Plus, CH2M needed to ensure its job marketing was integrated with its ATS in order to track candidates through each stage in the application process, all the way to hire.
SmashFly integrated seamlessly with CH2M’s ATS Kenexa Brassring in just 6 weeks. With SmashFly’s automated and instant Job Distribution and end-to-end Recruitment Analytics, CH2M could now track and analyze which boards performed best in generating qualified applicants, providing visibility into the best hire sources by geography and by function.
CH2M leveraged SmashFly’s powerful analytics to eliminate underperforming job boards, saving $750,000 in traditional job advertising, and re-invested in more effective recruitment marketing channels including content marketing, PPC and retargeting. The company’s cost per hire is now $4,300—a more than 50% savings.

How Eaton powers their recruiting with SmashFly

Eaton

Challenge

In 2013, Eaton’s talent acquisition leaders set out to improve the team’s use of job boards and were evaluating several vendors to replace its existing job distribution provider. At the same time, Eaton’s existing candidate relationship management (CRM) system was difficult to use and not fully adopted by Eaton’s global recruiting team.

Solution

After considering several options, Eaton expanded its procurement scope and selected SmashFly’s Total Recruitment Marketing Platform™ in order to take a holistic approach to candidate attraction and nurturing. Eaton decided to replace the multiple systems it used for job distribution, CRM, career sites, landing pages and talent community with one solution from SmashFly.

Result

Replacing Eaton’s disparate tools with SmashFly’s Total Recruitment Marketing Platform was straightforward, enabling Eaton to roll out the new functionality to its regional recruiting teams in a phased approach over 4 months. A key reason implementation went smoothly is that Eaton’s talent acquisition leaders ensured there was buy-in from senior managers in each regional team and trained super-users with the help of SmashFly to serve as local experts in each geography.

How Eaton powers their recruiting with SmashFly

Eaton
Challenge
Solution
Result
In 2013, Eaton’s talent acquisition leaders set out to improve the team’s use of job boards and were evaluating several vendors to replace its existing job distribution provider. At the same time, Eaton’s existing candidate relationship management (CRM) system was difficult to use and not fully adopted by Eaton’s global recruiting team.
After considering several options, Eaton expanded its procurement scope and selected SmashFly’s Total Recruitment Marketing Platform™ in order to take a holistic approach to candidate attraction and nurturing. Eaton decided to replace the multiple systems it used for job distribution, CRM, career sites, landing pages and talent community with one solution from SmashFly.
Replacing Eaton’s disparate tools with SmashFly’s Total Recruitment Marketing Platform was straightforward, enabling Eaton to roll out the new functionality to its regional recruiting teams in a phased approach over 4 months. A key reason implementation went smoothly is that Eaton’s talent acquisition leaders ensured there was buy-in from senior managers in each regional team and trained super-users with the help of SmashFly to serve as local experts in each geography.

Effectively Engaging Prospective Candidates

CDW

Challenge

In 2012, CDW experienced powerful expansion in its business and was positioning itself to expand its services business. This growth and new business expansion meant talent acquisition executives at the company needed to transform how they identified, engaged with, and hired talent in order to stay competitive in a tight talent market.

Solution

In 2013, CDW implemented SmashFly’s recruitment marketing platform, which integrated marketing solutions with the company’s preexisting ATS. This created the ability to build a large pool of passive candidates who could help satisfy CDW’s need for high-quality talent.

Result

The solution was launched during the third quarter of 2013; as of the end of 2015, CDW’s recruiters have not only become more efficient in their talent searches, they have also used new recruitment marketing strategies to expand their talent pool by more than 90,000 people. Further, by analyzing data from the platform, the company is now able to predict with great accuracy the number of sourced candidates needed and how long it will take to fill positions, as well as model how many resources will be required to achieve the results.

Effectively Engaging Prospective Candidates

CDW
Challenge
Solution
Result
In 2012, CDW experienced powerful expansion in its business and was positioning itself to expand its services business. This growth and new business expansion meant talent acquisition executives at the company needed to transform how they identified, engaged with, and hired talent in order to stay competitive in a tight talent market.
In 2013, CDW implemented SmashFly’s recruitment marketing platform, which integrated marketing solutions with the company’s preexisting ATS. This created the ability to build a large pool of passive candidates who could help satisfy CDW’s need for high-quality talent.
The solution was launched during the third quarter of 2013; as of the end of 2015, CDW’s recruiters have not only become more efficient in their talent searches, they have also used new recruitment marketing strategies to expand their talent pool by more than 90,000 people. Further, by analyzing data from the platform, the company is now able to predict with great accuracy the number of sourced candidates needed and how long it will take to fill positions, as well as model how many resources will be required to achieve the results.
Our recruiters were using spreadsheets to keep track of their leads. We were missing a lot of talent. What we really needed was one direction: SmashFly. We looked at a lot of providers, but we decided to partner with SmashFly because of their level of integration and understanding of Taleo. They also really understood recruitment marketing and provided a custom, very consultative approach to meet CDW’s pretty complex talent acquisition processes. Jen Sommesi Employment Branding and Talent Acquisition Leader // CDW
With SmashFly, we can track which social and recruiting channels are performing the best, as well as which content category drives the most engagement and applications. One example: We found that while military content is what we posted most frequently, it was our lowest engaging type of content. With that data, we changed our social strategy for military recruiting and allocated more posts to content that was better engaging. The end result was more engagement with our pre-applicants. Derina Adamczak Global Recruitment Marketing and Sourcing Manager // CH2M
My favorite way to talk about SmashFly analytics is an “agnostic source of truth.” There have been so many times over the past years that job boards have claimed X and X data, and when we look at our data from the SmashFly platform, we can tell they are double counting or are more proud of the fact that they have views and clicks, but what counts is applicants, interviews and hires. With the ability to track the full lifecycle in SmashFly, we are able to track what really matters to us in terms of sources and what it costs to use those sources. Stacey Montalto Senior Business Analyst // The Cheesecake Factory
SmashFly has afforded us the ability to make our recruiters more of professionals versus just filling jobs. Jennifer Tracy Senior Director of Talent Acquisition and Diversity // Bright House Networks

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