HighLevel’s philosophy around building their team:
HighLevel strongly believes in hiring folks who are better than the existing team members. Their hiring philosophy is focused on finding high-quality candidates who are a good fit for the company culture and can contribute to the success of the team. They accordingly keep trying different strategies to build a strong employer brand and attract the right people in today’s dynamic market.
In addition to attracting top talent, they also invest in employee development and training to ensure that the team has the skills and support they need to succeed.
An Overview of HighLevel’s recruitment process:
The company is focused on increasing the number of hires and improving the quality of those hires. They keep hiring for multiple roles like frontend, backend, QA and so on with strong tech skills in Javascript, React.js, Angular and Node.js.
They value experience in product-based companies and look for candidates who are adaptable and able to thrive in a fast-paced and agile environment. Since the company operates on a remote-friendly model, integrity is a non-negotiable characteristic for them. A strong emphasis is kept on collaboration and communication as well. Folks with a history of stability also get browny points during the process.
Hiring process at HighLevel
HighLevel uses a rigorous recruitment and selection process to identify the best fits. The process starts with an initial HR round, which is followed by three technical rounds and a final cultural fitment round. The whole process takes 3-4 weeks before the offer roll out.
Major hiring challenges faced by the team
Before Cutshort, HighLevel used multiple recruitment platforms but faced the following challenges in scaling their team:
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Finding a pool of top quality folks from product companies, or from high growth Saas startups was not easy. The applications they received didn’t meet their quality bar.
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The competitive market made it difficult for them to attract top folks to apply to their company.
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Lack of structured process made application screening difficult and effort intensive for the team.
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Maintaining a healthy offer to joining ratio was becoming a struggle.
What helped HighLevel pace up their hiring using Cutshort?
HighLevel majorly uses Cutshort for their engineering and product roles. Here is what has helped Apoorva, their Global HR Partner, streamline their hiring process-
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AI match-making to find quality and relevant candidates
The platform's match-making algorithm helps them narrow down the pool of applicants and identify the ones that are most relevant for their open positions, enabling them to identify the best candidates more quickly and effectively. This saves a lot of their time and effort in the search process.
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Job distribution to multiple partner sites
Their jobs posted here give them a larger pool of candidates as they are shared with our partners such as LinkedIn and Google Jobs without any extra cost.
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Collaboration with hiring managers
Cutshort helps HighLevel’s recruitment team collaborate with their hiring managers on the platform itself. This reduces their operations around internal coordination and has helped increase their hiring pace over the last few quarters.
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Workflow to manage all their applicants:
Since HighLevel has not yet implemented an applicant tracking system (ATS), Cutshort provides similar benefits in terms of organising and managing the hiring process. Its features helped them streamline their hiring process.
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Automations to make candidate engagement effortless
Voila, their AI assistant on the platform, helps them automate repetitive tasks like scheduling interviews and sending follow-ups, thus eliminating the need for manual scheduling and coordination with the candidates.
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Ease of using the platform
Cutshort’s easy-to-use interface allowed HighLevel to quickly and easily find and review resumes and profiles, saving time and effort in the search process.
Impact of implementing Cutshort
After HighLevel implemented Cutshort, they saw results in the initial few months itself:
- A streamlined hiring process with smooth coordination among the recruiters and the hiring managers
- 20+ closed roles and a ramped up hiring pace
- Built 1 of their product teams mostly through Cutshort
- More than 50% roles in the last 6 months were closed via Cutshort.
