Dr. Richard Izquierdo Health and Science Charter School spans grades 6-12, and is located in Bronx, New York.
Dr Richard Izquierdo Health and Science Charter School (HSCS) had no point person for hiring or applicant tracking system in place. Their entire recruiting process was decentralized and managed ad-hoc throughout the year.
Lever centralizes all candidate communication, which enables the team to quickly reach hiring decisions and streamline candidate experience. The school has also been able to standardize their candidate pipeline and interview rubrics – increasing the objectivity of their evaluations.
Since overhauling their recruiting strategies and investing in Lever, HSCS has nearly tripled in size to reach 140 employees. Furthermore, they’ve cut their time to fill in half and doubled team-wide involvement in hiring.
Dr. Richard Izquierdo Health and Science Charter School's Story
Overhauling a decentralized process to nail strategic scaling
After its founding in 2010, HSCS began adding a new grade of more than 100 students each year. By 2016, the school spanned grades 6-12, and they needed to hire more employees quickly to manage all their new students. The core obstacle, however, was that their recruiting process was far from standardized.
Resume screening, for example, worked like this: first, the principal’s assistant would print out candidate resumes and put them on the principal’s desk. Then, they’d sit there until he had time to choose which he liked and write down the name of whoever he wanted to reach out to. Finally, his assistant would give the resumes to the hiring committee so they could conduct the phone screens. Methods like these were inefficient; to match their employee count with student growth, they had to make some significant changes.
Leah Weiser, Lead Teacher at Dr Richard Izquierdo Charter School, decided to take charge of their recruiting process. With the help of the school principal and rest of the hiring committee, she worked to standardize every stage. The first step she took was investing in an applicant tracking system.
After completing demos with 4 or 5 solutions, Leah and her team ultimately chose Lever. “I liked that Lever centralized all candidate profiles and interactions,” remembers Leah. “I knew I wouldn’t receive paper or email resumes in different ways – all communication could be in one portal.” Leah also loved that she could communicate with her hiring committee through @
mentions, then easily message all candidates. “I was managing hiring for dozens of candidates and I was still teaching, so I needed it to be easy,” reflects Leah.
Since implementing Lever, Leah estimates that they’ve cut time to hire in half. Through streamlining additional processes like interview feedback, the hours spent have simply melted away. “In the past, you would do a phone interview and the candidate wouldn’t move forward in the process for two weeks. I remember having a great conversation with a candidate, but we didn’t ask him to come in for an onsite for 2.5 weeks.” Now, we get back to candidates in five days or less.
When Leah joined the school in 2014, they had 48 employees, 7 of whom were involved in hiring. Today, there are 140 employees and counting, 16 of whom are hugely involved in hiring. In large part, Leah attributes that increase to Lever’s ease-of-use. “Lever automates everything for us,” says Leah. “We went from having everything on paper and, honestly, in people’s memories, to having it all documented and streamlined by Lever.”
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