Pioneering digital transformation in talent acquisition

About the company

A leader in hybrid multicloud computing, this company transforms IT infrastructure with cutting-edge automation, scalability, and resilience. Consistently ranked a leader by top analysts, it empowers enterprises with seamless, secure, and cost-efficient solutions to drive innovation. Trusted by Fortune 500 companies, it continues to redefine the future of modern IT.

The VP of Global Talent Acquisition joined the company in 2021, right as the business entered a period of high growth. Unfortunately, his team struggled with recruiter attrition, hampered by a bloated tech stack that forced recruiters to spend too much time on workarounds — not on higher value work that would support the company’s expansion.

“We had a lot of products that had duplicate functionality that we didn't have the need for,” the VP shared. “Everything was bubble gummed and duct-taped together.” 

As he sought a solution, the VP struggled to overcome a tight budget and the all-too-common pressure to “do more with less.” He envisioned his team driving digital transformation with a reimagined tech stack, positioning themselves as a frontrunner in the AI space.

“We wanted to drive the digital and AI transformation with an enterprise solution that simplified our tech stack and opened up the aperture of the recruiting process.”

Untangling an ineffective talent tech stack

Central to the VP’s vision was the importance of creating what he called “indelible” experiences. “Our mindset is that we can only hire one person per role, but we want every candidate to walk away feeling that it was a great experience,” he said.

But it’s difficult to foster exceptional experiences with reduced budgets, pressure to expand operations globally, and recruiters burnt out using inefficient tools. His team spent far too much time manually verifying applicant information, updating candidate data in disparate tools, and building searches that delivered too few top matches.

The best recruiting teams focus on the human element, and that’s where the VP felt his organization could have the greatest impact. He saw the team as strategic advisors, collaborating with hiring managers and business leaders to inform data-driven decisions that would help the company scale and succeed in new markets.

Yesterday’s status quo wasn’t going to cut it. The days of relying on outbound for the team’s sourcing needs were over — a lack of ROI in the face of rising costs confirmed that. So, the VP and his team shifted their focus away from external channels, testing all of the industry’s newer technologies with the long term goal of achieving a full digital transformation.

Findem unlocks new transformation opportunities

The VP and his team — the Global Lead of TA Experience and Enablement and the Senior Manager of Global TA Ops — weren’t just looking to swap tools. They established a thorough evaluation process to find the right solution.

“We looked at Findem and at three other companies that compete in this space, and we had a very comprehensive set of criteria that Findem ticked off for us,” he said. “This included cost, results, user experience, how they would integrate with our systems, compliance, and world-class support.”

Findem proved to be a cut above the rest, with the 3D data, insights, and world-class support that would make the VP’s vision for talent transformation possible. His team made the unanimous decision to onboard Findem, and quickly realized the benefits of the Talent Data Cloud.

“We love that Findem gave us the full picture of a candidate,” he shared. “You could look at the data on their resume as well as the data they didn’t publish themselves, like how well the company was doing at the time.”

Findem’s Copilot for Sourcing expanded the reach of the talent team, making it easy for recruiters to find qualified candidates across every hiring channel in one place. The Global Lead of TA Experience and Enablement, who works with talent advisors around the world, felt the difference immediately.

“There was a hard-to-fill role in India that was open for 110 days,” she said. “When we implemented Findem, the talent advisor created a search and we hired the Findem candidate in just 36 days. Findem candidates are ‘gems’ that we would have never found from other sources.” 

Copilot also surfaces talent that the company might have in-house or sitting in the ATS, helping recruiters deliver larger slates of candidates that are more closely aligned to hiring manager preferences. 

“We wanted to become a hire-to-retire company and we didn’t really know who we had working at our company,” the VP shared. “If you join as a college graduate, and you're here six years later, we have your resume on file in the ATS. With Findem, we now have access to all the knowledge you’ve gained and the talent that you’ve learned since then.”

The result is a faster, more effective sourcing process that’s already achieving peak efficiency.

“We're hitting terminal velocity,” he said. “You can't do it much quicker, to be honest with you. We're not sacrificing quality. We're just removing inefficiency from the recruiting system because we have one tool  that surfaces candidates from all channels.”

Findem’s Analytics Essentials reveals a more engaged, effective recruiting team

Speed and efficiency are vital to any growing company’s goals. But the VP’s goals went beyond pace and measurable outcomes. He wanted his team — and the candidates they were engaging — to move beyond the burnout. While Copilot could help recruiters find candidates more quickly, was it leading to lower attrition rates and higher engagement?

Analytics Essentials helped them answer that question. Pre-built dashboards made it easy for the VP and his colleagues to track leading indicators of sourcing success from day zero and speed widespread adoption of Findem. In fact, recruiter engagement improved quarter-over-quarter, increasing 30 percentage points in less than a year until all 37 recruiters were using the platform.

With recruiters bought in and using the tool, the team could focus its efforts not on the rote, manual tasks of old, but becoming strategic advisors to the rest of the company.

Market insights elevate the role of the recruiting team

Findem delivers talent pool and market data directly in the platform, giving the VP’s team valuable insight on where top talent is located and how that could impact the business's overall growth. Insights reports can be generated for any role, with 3D data uncovering the attributes, geographies, and trends shaping the talent market.

“Our engineering lead wanted to diversify their talent pool away from India and asked for guidance on where else in the world we could look,” he shared. “I used the Insights Report to narrow down the top three regions, met her down the hall with a couple other VPs, and within minutes we decided where to put our resources.” 

A process that used to take weeks can happen during a casual hallway conversation, completely changing how the team collaborates with the rest of the business. “We have become the hub for other team leaders,” the Senior Manager shared. “People know they can come to us as advisors thanks to the data at our fingertips “

Talent transformation comes to life for the company

Findem has been instrumental in transforming how the TA team approaches recruiting, encouraging a shift from reactive processes to proactive, strategic practices. By leveraging Copilot, the team now prioritizes rediscovering talent from previous applicants, current employees, and referrals. This shift in mindset has resulted in a dramatic efficiency boost, reducing the time from requisition opening to first candidate submission to just 4.4 days.

The team’s improved efficiency and insights have positioned them as trusted strategic partners across the business. Through cross-functional collaboration and workforce planning supported by Analytics Essentials, the team uses data to inform decisions that have global impact.

“We help make decisions that affect the entire company,” he said. “We’re becoming trusted advisors when it comes to workforce planning. We use Findem in conjunction with our tax team, our legal team and our facilities teams to make decisions about where in the world to stand up offices or invest in talent.”

By integrating Findem’s tools into their strategy, the company has also embraced a "hire to retire" philosophy. The platform’s capabilities have unlocked new opportunities for internal talent mobility, enabling them to tap into the existing expertise within its workforce.

“We discovered that we had really talented engineers and developers who have patents and skills in all sorts of coding,” he shared. “With Findem, we can find in-house talent for thin skill set needs and move them into challenging roles, instead of hiring externally.”

The company is building the talent tech stack of the future, with Findem and its data at the foundation of every decision. This transformative shift has helped them elevate the role of its recruiters, empowering them to focus on storytelling, candidate engagement, and delivering exceptional experiences — all while driving measure business impact.