Mid-market teams usually do not outgrow Lever because pipeline management breaks. They outgrow it because screening gets noisy, interviews stay too manual, and decision-making still
If your hiring process still works at 500 applicants a month, that does not mean it will survive at 5,000. As scaling hiring ramps up,
You know the feeling. Five hundred applications hit your inbox in 48 hours. Half are irrelevant. Your recruiter is manually copying and pasting interview links
Executive Summary ROI is a simple formula on paper: (Value – Cost) ÷ Cost. Getting finance to sign off on it is a whole other
Let me guess: your hiring process is a mess of job boards, a shared inbox, and that one spreadsheet your recruiter put together back in
You post a role, the applications flood in, and suddenly three people are drowning in resumes while a hiring manager Slacks you asking “where are
You know the drill. A role goes live, resumes start piling in, and suddenly your inbox is a second job. You’re copy-pasting names into a
You posted a senior developer role on three job boards and got 60 applications in a week. Now you have a spreadsheet with five tabs,
You’ve got 200 resumes in your inbox for one open role. Half aren’t even remotely qualified. Your hiring manager is texting you for the third
You’re probably here because your inbox is full of resumes that don’t match the job, your hiring process is a mess of spreadsheets and Slack
