97 Lever Testimonials

“At HotelTonight, we want to empower hiring managers to help us hire the best people. In Lever, they actually own the outcome of each process because they can access the information they need.”

“I'm a huge fan of the notes and feedback sections, which make group collaboration and decision-making much more fluid and efficient - a lifesaver when we're working across time zones and different offices.”

"We rarely had metrics or reporting. Even when we had Jobvite, everything was tracked manually in spreadsheets."

“I made the mistake of trying to save on budget, but paid for that in overall recruiting costs and costs to the organization.”

“Lever is a genius piece of software.”

"Recently, we needed to ramp up a critical project that had a whole heap of issues, but none more so than the fact the Project Director was very old school! This required all the techniques we as sourcers have in our toolbox – from wording ad campaigns correctly to target the right candidates, to using tools to assist with diversity. But after all that, the interview process was what opened my eyes in keeping things simple. We started with our first panel interview, and the Project Director opened the interview with “I’ve read your CV and there are two options.You work for me or you don’t?” The candidate started to proceed in why he should work for him, after which the PD interrupted the candidate and replied, “Are you deaf?” The candidate replied ‘no’ and stated he wanted to work for him. We hired him and at the end of the interview. After the candidate left, I explained that we probably need to go into a bit more detail in the interview, to which the PD replied: “You have done your job very well, he has the right skills, the right background, you say you matched him to “my culture”, and he comes highly recommended; why do we need to waste more of his time in an interview?” We ended up hiring 21 further engineers the same way over the course of the week and the project is now motoring with the team in place."

"We were just finishing a Sourcing Sprint for Ruby on Rails Developers for an international client. It was our first time sourcing in that country, so we had no baseline data on response rates. This triggered a stage 2 in our outreach campaign. Stage 2 means that we sent a follow-up/threaded email to all candidates unresponsive to initial outreach within 3-6 business days. That ended up yielding a very strong 46.2% response rate!"

"It was around 2005, and I was the Sourcing Manager for a large global engineering firm. I was tasked with building talent pipelines for Principal and Executive Level roles. Within the space of one week, two complaints were lodged against me. Regional Managers from competitors had been informed of my sourcing efforts and were disgruntled over such underhanded tactics. Apparently, I was in breach of various gentleman’s agreements in place. I reported to the Head of Talent Acquisition globally; when he heard, he just laughed it off. I actually got a pat on the back. Whilst my efforts didn’t relate to a direct placement, that was acknowledgement that I was doing my job well from a competitor."

"In my early days as a recruiter – long before LinkedIn and the Internet existed – I would call up a company and ask for a person by title. For example, “Who’s your plant manager?’ Nine out of 10 times the person answering the call would tell me. I would then call up that person and tell them they were referred to me on a very confidential basis. I said the referrer didn’t say the person was looking; they just said the person was outstanding and someone I needed to network with. I then asked if they would be open to explore a new opportunity if one of the spots I was working on made career sense. Over 90% said yes. I use a similar technique today to get people to call me back, but in most cases the person was actually referred. Because I mention the referrer’s name, they call me back. In addition, the candidate is already prequalified to some degree. This saves a huge amount of time. The serendipity part of all of this is that since these people are semi-acquaintances vs. strangers, it’s easy to build rapport and qualify the person."

"Wow! There are so many that come to mind, but probably my favorite has to do with a really tricky developer req I once had in the early 2000’s. It was a really niche skillset, was before the days of LinkedIn and the job boards just weren’t panning out. I had networked to death, tried every creative outlet possible and was really under pressure from a difficult hiring manager. One day – my birthday, actually – I was in the longest line imaginable at the DMV and ended up striking a conversation with the guy next to me. We eventually got around to the inevitable “so what do you do?” question and, you guessed it! He started a few weeks later. Best birthday present ever."

“We do everything pertaining to hiring in LeverTRM. It’s our hiring single source of truth. Our average time to hire is now 21–30 days and Lever helped us achieve this improvement.”

"I like that LeverTRM is customizable and user-friendly. It simplifies complicated things like hiring manager feedback forms. It’s my favorite ATS."

"To make remote working successful, you need to be intentional about your workflows and you need to leverage systems and tools that facilitate communication and streamline the employee experience. You can’t sit back and expect relationships to happen."

“We’re able to automatically send nurture messages out through the Lever platform. It’s tracking through Gmail. It’s tracking through InMails. It’s tracking through all of the different integrations to make sure that our communications reach candidates.”

"We tested 10 different platforms and decided to go with Lever because it corresponds to our needs, adds an easy flow to our recruitment process including interview schedules and interviewer feedback, and it integrates with the systems we already use like BambooHR."