Bigfoot Biomedical’s Story
“Today, our recruiting process is 100 percent owned by everyone..Lever has increased our organizational capability to hire and we treat recruiting as a critical organizational competency we all need to excel at.”
Lynn ButlerVice President of Human Resources, Bigfoot Biomedical
Bigfoot Biomedical's Story
Accelerating hiring efficiency while increasing diversity
Bigfoot Biomedical was managing their recruiting priorities in several different places. Candidate resumes lived in the team’s email inboxes, candidate information was stored in several spreadsheets, and their interviews were scheduled in Google calendar. On top of all that, there wasn’t a centralized place online where they could discuss candidates, which prolonged the time it took to get feedback from stakeholders.
With Lever, they are hiring more efficiently than ever before. Take the time required for candidates to submit applications and screen them, for example. If you ask Bigfoot’s Vice President of Human Resources, Lynn Butler, “Lever helped us cut our candidate screening process down from a couple weeks to a couple minutes.”
But how? For starters, Lever’s ease-of-use has brought everyone into one seamless system and process to manage all recruiting efforts, with minimal training. At past organizations, Lynn remembers that not even recruiters would use the ATS. Now, even the CEO utilizes Lever to review candidates, and leadership communicates constantly using Lever @-mentions about how candidates are progressing. “Today, our recruiting process is 100 percent owned by everyone,” explains Lynn. “Lever has increased our organizational capability to hire and we treat recruiting as a critical organizational competency we all need to excel at.” Indeed, Lever’s user-friendly design and intuitiveness has won over even the most skeptical user according to Lynn, with this person now a power user of the system.
Lever’s analytics capabilities have also empowered the team to measure and improve their success. For example, when the
recruiting team discovers their most rewarding source of hire, they’ll decide to ramp up their efforts in that area. “With Lever, I can show our leadership team how long it’s taking for us to fill certain roles,” Lynn says. “That way, they understand that when I ask to open up requisitions sooner, it’s necessary to achieve our hiring plan.”
Bigfoot also believes Lever has helped them build their increasingly diverse team, which today is comprised of 40 percent women and employees from more than a dozen countries. From a technical standpoint, the company is actively sourcing diverse candidates and uses Lever’s LinkedIn Recruiter System Connect integration to efficiently engage and manage candidates across platforms. “Because we can save time on scheduling interviews with candidates, we can devote more time to engaging with a wide spectrum of talent interested in joining Bigfoot,” Lynn elaborates.
But at the end of the day, Lynn credits the best practices found in Lever’s Diversity and Inclusion Handbook to be the biggest difference maker when it comes to broadening their diversity initiatives and ultimate hires. Bigfoot’s use of inclusive photos, messaging, and stories, which contributed to a surge of interest in conversion from diverse candidates, was supported and reinforced by many of the recommendations in the handbook. As Lynn recounts, “I call your Diversity and Inclusion Handbook a valuable field guide to help me think through all of the facets of recruiting a diverse group of talented employees while on the go.”
Since investing in Lever, BPM has saved $900,000 in agency fees and proactively sourced 40 percent of their hires.
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