"We hire tens of thousands of people per year in one of the most competitive industries for hiring. Our experience has proven that changes to your digital and artificial intelligence recruitment process can drive great economic return."

“When we started to realize the full suite of capabilities Paradox had, we were sold.”

"Paradox operates as if we've hired additional administrative support for all our restaurants, freeing up more time for managers to support team members and provide an exceptional guest experience."

"Olivia allowed us to redeploy our resources to better support not just candidates, but our employees."

“Olivia has reduced our time to hire by more than 60% in just over a year.”

"You find a vendor that's a match made in technology heaven, and that's what Paradox ended up being for Zillow."

"If somebody that you trust vouches for something that will make things easier for your managers and help source a better workforce, you’re going to listen to them."

"The key to hiring in our industry is to make the first contact as quickly as possible and hire on the spot. Olivia helps us be competitive in making that happen."

"Speed is everything. When you are looking to hire at the volumes and the roles we’re hiring for, and you’ve got massive competition, a part of the driving force is making that experience for the candidate seamless—fast and fluid."

"When Checkers & Rally’s — a traditional American fast food chain that serves up burgers, fries, and shakes across the continental U.S. — was faced with the challenge of operating over 800 total."

"We have enjoyed working with Olivia for about a year and a half now and I don’t know how we got along without her."

"I could not imagine doing my job as a recruiter without the use of Olivia, and I hope I never have to. Thank you for making my job easier and more fun."

“Meeting the candidates where they are is the best way that we're getting in front of the entire market, and not just a small subset of candidates.”

"You had all these people sitting in a room, making those phone calls. The energy that was there — people [were] feeding off of that."

“There was a feeling that manufacturing candidates didn’t engage with technology like some of the other roles would. We didn’t have any data that said that, so we used to draw conclusions based on assumptions that we’re not getting candidates for manufacturing because our application is too robust, too technical …