Overview
ClassDojo, a fast-growing education technology company, has been focused on expanding its engineering team. Meagan Neider, who manages recruiting, doesn't have the time to spend hours sourcing candidates. To speed up the process and make quick, quality hires, Meagan turned to Tofu's marketplace to tap into a pool of pre-vetted talent.
The Challenge
As ClassDojo ramped up its engineering hiring, Meagan faced a few key challenges:
- Lean Recruiting Team: With limited recruiting resources, she couldn't afford to spend hours manually sourcing candidates.
- Need for Speed: Meagan needed a way to find top engineering talent quickly, without sacrificing the quality of candidates.
- Avoiding Inefficient Sourcing: Traditional methods requiring outreach to 50+ candidates were too slow for ClassDojo's fast-growing hiring needs.
How Tofu Helped
Tofu's marketplace provided Meagan with the solution she needed to streamline her engineering hiring efforts:
- Access to Pre-Vetted Talent: With Tofu's active network of pre-vetted candidates, Meagan was able to tap into a talent pool right away, without spending time on manual sourcing.
- More Efficient Candidate Engagement: Since Tofu's candidates are pre-vetted and come from a more refined talent pool, Meagan didn't need to engage large numbers of candidates to build a quality pipeline. With an 81%+ candidate response rate, she could confidently reach out to 15 candidates and expect to hear back from 12, drastically cutting down the time and effort she spent sourcing.
Impact
Tofu made a significant difference in Meagan's recruitment process at ClassDojo:
- Two Candidates Hired in 3 Weeks: Meagan was able to hire two top engineering candidates in just 3 weeks, meeting her hiring goals quickly and efficiently.
- 17% Reduction in Time to Hire: With Tofu, Meagan reduced her time to hire by 17%, allowing her to engage fewer candidates while maintaining high-quality hiring standards.
- Streamlined Recruiting Process: Tofu's marketplace allowed Meagan to focus on high-quality candidates, improving overall hiring efficiency and freeing up time for other critical tasks.
Conclusion
Tofu's marketplace has become an essential part of Meagan Neider's recruiting strategy at ClassDojo. By reducing the time spent sourcing and engaging with pre-vetted talent, Meagan was able to make fast, confident hires, accelerating ClassDojo's engineering growth while keeping her lean recruiting process efficient.