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applicant tracking system reviews

Customer story

Stride is a Customer Data Platform that empowers marketers to create personalized and engaging customer experiences, all without IT or engineering.

The challenge

The first time Stride evaluated ATSs, they made their decision based on price, but they quickly learned after going live that their system would not support their hiring needs. Hiring remained too slow, manual, and time consuming.

The solution

Stride knew it was the right thing for the company to switch their ATS. On Lever, the team could finally stay on top of their recruiting workload and move candidates quickly through the recruiting process.

The results

With Lever, Stride has increased efficiency and freed up time for hiring managers to focus on their full-time jobs. Stride’s average time to submit feedback is just seven hours from interview completion (well above the 24 or 48-hour targets many companies set), they’ve reduced time spent per email to candidates by over 80%, and 46% of hires are sourced.

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

Tim Fletcher

CEO, Stride

Stride knew they needed an ATS when the team was stretched too thin.

At what moment do companies need an applicant tracking system? For Stride CEO Tim Fletcher, it was when top candidates started falling through the cracks.

Recruiting responsibility is shared across the whole team at Stride, and hiring managers were burning the midnight oil trying to manage their recruiting workload along with their full-time responsibilities. Back then with a small team of eight, nobody had much time to spare, and candidates were bound to fall through the cracks. Tim knew he needed to make things faster and easier for his team.

At first, Stride chose price over value.

Stride knew they wanted an applicant tracking system to streamline recruiting, but they ultimately made their purchase decision based on price, and realized too late that functionality they needed was missing.

“I had a hard time making the business case to myself for a more full-featured solution,” says Tim of his initial decision. “It’s hard to foresee the costs of your team’s time, of not having your CTO working on the product, or not making that one hire and paying more on agencies until it happens.”

On their previous system, team members struggled to understand where their candidates were in the process, and what actions they needed to take. What’s more, they were still spending time that they didn’t have on manual data-entry.

Critically, there was little visibility into recruiting performance. This made improving their process nearly impossible. How did candidates convert through the funnel? What were their best sources of hire? They had questions, but they didn’t have the answers.

In the end, says Tim, “I made the mistake of trying to save on budget, but paid for that in overall recruiting costs and costs to the organization.” With eight months left on their old contract, the Stride team decided that it was worth it to eat the costs and upgrade to Lever.

Recruiting runs efficiently and everyone has more time back in their day with Lever.

Now with Lever, the team recruits faster. Candidates no longer fall through the cracks, feedback is submitted in an average of just seven hours, and previously time-consuming tasks like emailing candidates and scheduling interviews take half the time, or less. “What used to take two to three minutes and loads of copy and paste per candidate email now takes me less than 30 seconds with Lever,” says Operations Manager Hailey Clausen.

Process improvements like these are what make it possible for Stride to make hires in less than 10 days, as they did recently with a critical engineering candidate. The candidate started interviewing with Stride when he was well into the process with other companies, but Stride’s streamlined process with Lever allowed them get an offer out before anyone else.

Finally, Stride has the analytics they were missing before to become a more data-driven team. One example is when they realized they were bringing too many candidates onsite who weren’t making it to the next stage. They’ve since tightened the screening process and saved their interviewers valuable time. Armed with insights, Stride looks forward to continuing to grow, and improve, with Lever.



Molly Stark testimonial
“I had a hard time making the business case to myself for a more full-featured solution. It’s hard to foresee the costs of your team’s time, of not having your CTO working on the product, or not making that one hire and paying more on agencies until it happens."
Tim Fletcher
CEO, Stride

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