Customers

Hollaroo implemented a Talent Pipeline solution for two communities - Open Talent for anyone interested in working at ISS and Qualified Talent which is managed as invitation only for pre-qualified candidates. The solution provides an adaptive experience for candidates based on their needs and current job seeking preferences. Using the platform ISS can engage with their talent and create a talent pipeline that the recruitment team can shortlist from for their pending roles r

The Hollaroo platform branded 'The Ricoh Lounge' was chosen to help Ricoh provide an easy to use platform for their employees to transition furloughed and remote-working employees back to the workplace. The 'Ricoh Lounge' became a single place to stayed engaged with the business and colleagues as well as planning for a safe return. Along with content delivery, checklists for employees and groups for discussions. There is even a 'social wall' where people can share their ex

With the Hollaroo Onboarding Community platform, a sense of community was created, and trainees can access all the information they need in one place including what to expect during their training contracts, regular updates about life at Sidley, and the firms’ social feeds. Read more...

LOCOG worked with Hollaroo to give their employees a unique opportunity to engage with future employers, partners and sponsors to prepare them for the next step in their career. A chance to engage outside of the short term and pressured environment of the classic job- focused process. Read more...

Screwfix recognised that they couldn’t follow the same formula used by other employers, who typically engage with candidates only at the point a role/job match has been identified. They knew that they needed to be smart in the way they engaged with talent, built relationships with successful (and unsuccessful) candidates and developed their Talent Pool. Read more...

Working with Veolia, we implemented Hollaroo’s Talent Pipelining platform to manage engagement with passive talent, delivering a premium candidate experience for those not yet ready to enter the active selection process. In addition, Hollaroo’s Talent Pipelining facilitates ‘recycling’ of ‘silver medal’ candidates who would otherwise be filtered out of the recruitment process. This cyclical approach ensures that the effort and time spent to build brand advocacy isn’t lost, an

Dentons are on a journey to build a ‘best in class’ hiring function, raising their profile as an employer of choice vs the typical magic circle firms as the target for candidates. An important focus of this transformation is improving the candidate experience from first contact to becoming an employee. As with all law firms (and early careers recruitment in general), Dentons have a long period, typically two years, between a trainee candidate completing the offer process and

Capgemini has digital transformation at the heart of its organisation but understands that business value cannot be achieved through technology alone. For Capgemini, it starts with people: experts working together to get to the heart of individual business objectives and develop the most adapted solutions to fit these requirements. The UK team recognised that the way they onboarded new hires needed to be reviewed and improved. This was a critical point in their relationship