Office App Case Study

Office App is a recruitment platform that helps the company to come up with their own most efficient recruitment pipeline from recruitment to interviews to training and operation and monitoring systems to ensure quality assurance.

In this era of technology, every piece of software charges the business based on the number of users it may have. If you want to have several thousand users, you have to pay a hefty price to CRMs like SalesForce, Zendesk, Zoho, etc. to accommodate your business. Furthermore, none of the CRMs out there are calibrated to what you need. They give you a lot more than you need, which causes a confusing and long training process for new team members. This is where Office App came into the picture. Our client needed a recruitment platform that can be easily modified to take the users into multiple stages of recruitment ( Application → Interview → Training → Operation ). Super simple process, which has made the training as easy as just a few hours. Since the platform is custom made, it allows the client to add/remove/edit EVERY part of the platform without going through a rigorous technology team process. Most importantly, since the launch of the platform, it has increased productivity by 300%.

In CRM world, as a company expands, the cost and customizability becomes a bigger issue. Office App needs to recruit thousands of candidates per month, and going based on CRM pricing models which are cost per user, it was not making financial sense. Other than cost, a lot of CRMs are made for multiple industries and are more complicated to train the team leaders to work with them rather than having a simple process that is curated to only Office App needs. Office App is a simple recruitment process pipeline to funnel most qualified candidates in a shortest amount of time.

Listening to each department leader, we wanted them to move from the tedious Google spreadsheet process that each department ( recruitment, training, operation, and QA ) had to bring everything to one place. We interviewed each leader, and understood their process, and brought it to life using hand-holding mechanisms to process each candidate from one department to another.