JANE

The Challenge.The start-up engaged JANE to streamline the recruitment process, and optimize their selection practices around the types of professionals they needed to hire. They initially needed help making their first sales hire who would need to thrive in a less structured environment, and work closely with the CEO and founding team. Since then they have trusted JANE to manage the recruitment process for technical, sales, marketing, and client success roles across the org. The Solution. IncentFit was paired with a JANE hiring specialist. After defining the profiles of the types of candidates IncentFit was trying to attract, their hiring specialist developed the job ads, recruitment plan, screening process, and set up the following process within IncentFit’s applicant tracking system:Job ads marketed through major national sites as well as niche local groups, startup sites and communities, and technology focused outlets.Passive candidates sourced for more senior and technical roles.Candidates shortlisted and qualified candidates advanced to pre-screening by JANE hiring specialistPhone screens conducted and assessment sent by JANE hiring specialistWork sample exercises administered for relevant roles by JANE hiring specialistIn-person interviews scheduled by JANE hiring specialistCandidate correspondence and follow up managed by JANE hiring specialistThe Outcome.IncentFit hired their first full time sales professional through JANE. Since then that sales hire has been promoted into a sales management role and has worked with JANE to further build out the sales team. Additionally, JANE has implemented and managed the recruitment process for IncentFit for the following roles: Content Writers and Marketers, Customer Success Representatives, Product Marketing Managers, Sales Development Representatives, and entry-level and senior-level Software Engineers.

Starting in November 2016, Character Lab has transitioned all their hiring activities over to JANE’s system and specialists. The open positions that Character Lab has hired for through JANE have included Director of Design, Director of External Affairs, Director of School Partnerships, Director of Strategic Partnerships, School Partnership Managers, Research Partnership Managers, Executive Assistant, Software Engineers, Education Manager, Program Manager, Project Manager, Research Manager, UX Designer, Visual Designer, and Interns.Over the last 4 years of working together, JANE has developed a diverse pool of more than 8,000 candidates, out of which Character Lab has hired over 35 employees through JANE

KickUp collaborated with JANE to align their hiring plan around their budget and growth goals.Recruitment Process Management for Marketing Coordinator position:JANE onboarded and collaborated with key stakeholders to update and make adjustments to ideal candidate profiles and criteriaDesigned and set up the hiring process in KickUp’s ATS, which enabled JANE to transparently and collaboratively manage the hiring processCreated job ad, and developed and executed on the job marketing and passive candidate sourcing strategy based on ideal candidate profileShortlisted and pre-qualified candidatesConducting structured phone interviews with candidates with detailed scorecardsCoordinated video and interviews with the top candidates and interview teamEnsured positive candidate experience through timely and friendly candidate correspondence and follow upPassive candidate pipeline development for engineering positions:Collaborated with the leadership team to establish ideal candidate profiles, supporting materials and the process for these rolesCalibrated with the leadership team on real passive candidate profilesIdentified and created tailored passive pipelines consisting of qualified candidates from diverse backgroundsConducted outreach to passive candidates, cultivated interest, answer questions, and funneled interested passive candidates into the appropriate pipelines within KickUp’s ATS

The Challenge.The Wharton School engaged JANE to streamline the recruitment process, and optimize their selection practices to attract the right technical talent for Product Managers, Software Engineers, and a Director of Engineering who would be developing the platform for an ambitious research project on creating enduring behavior change.The Solution.The Wharton School engaged JANE to implement a best practice hiring process for these technical positions, and then manage the recruitment and selection process. JANE collaborated with the leadership team to develop ideal candidate profiles, and then put in place a talent sourcing and selection process that consisted of: Onboard and collaborate with key stakeholders to update and make adjustments to ideal candidate profiles and criteriaDesigning and setting up the hiring process in Wharton’s Applicant Tracking System (ATS), which enabled JANE to transparently and collaboratively manage the hiring processCreating job ads, and developing and executing on the job marketing and passive candidate sourcing strategy based on ideal candidate profilesShortlisting and pre-qualifying candidatesConducting structured phone interviews with candidates with detailed scorecardsCoordinating video, and in-person interviews with the top candidates and interview teamEnsuring positive candidate experience through timely and friendly candidate correspondence and follow upGathering feedback and iterating on the process until all the roles were filledThe Outcome.Product Manager, Director of Software Engineer and Full Stack Developers were all hired within 3-months of engagement with JANE with an average time to fill of 68 days. The leadership team and stakeholders were able to focus on interviewing and making the best possible decisions, while the JANE team cultivated the diverse technical talent pipelines, narrowed down the pool, and managed the process.