Case Study: Riotly Social attracts 10x more candidates with Hundred5

Instagram social media agency Riotly Social used to have only around 20-30 candidates to choose from. With Hundred5, they managed to get over 200 candidates in 3 weeks and increase the overall quality of candidates. Here’s how they did it.  

About Riotly Social Media

  • Company: Riotly Social Media is an Instagram social media agency based in Hong Kong. They help people grow their Instagram with real targeted followers, increase engagement and revenue.
  • Website: https://riotlysocialmedia.com/
  • Type: B2B, B2C
  • Company size: 20
  • Position hired with Hundred5: Backend Software Engineer (remote)
  • Candidates: 238

We didn’t use to get many candidates so we didn't have that much choice either. With Hundred5, I have a lot more candidates to choose from. The overall quality of the candidates is also significantly better.

- Ho Yin Cheung, Founder @ Riotly Social Media


The challenge: Small candidate pool and lack of strong candidates

Before using Hundred5, Riotly Social Media’s main recruiting pain point was to get a larger number of candidates to apply for their jobs. They used to spend around 300-400 USD on promoting their job openings on sites like Angellist, LinkedIn, JobsDB and other local job boards, which normally resulted in getting only around 20-30 candidates.

“Getting in front of the right candidates is tough. LinkedIn is expensive, job boards have a lower quality, and it all takes a long time.”

- Ho Yin Cheung

For Riotly team, waiting 1-2 months and ending up with such a small candidate pool to choose from wasn’t worth it. They needed a more efficient way to attract a larger number of candidates - especially the ones who are skilled but aren’t actively visiting job boards - and widen their candidate selection.


The solution: Using Hundred5 skills challenges to attract more passive quality candidates

When Riotly team started hiring a remote Backend Engineer, they tried Hundred5 skills-based hiring approach to get in front of a larger number of potential candidates and increase the candidate pool to choose from. With the help from Hundred5 hiring experts, they set up the backend engineering screening test and started promoting the hiring campaign on Facebook.

“At first, we weren’t sure what skills we should test, what questions we should ask, and how we should ask them to properly screen candidates,” says Ho Yin. “Hundred5 team helped us set up a good screening test with thoroughly chosen test questions.”


The results: Significant increase in the overall quality of candidates

Within 3 weeks, Riotly Social team had received 238 candidates, out of which 37 scored very high on the screening test and were marked as ‘possible hires’. They interviewed all of them, gave them a take-home test, ran a paid 1-week test period with a few best candidates, and are currently doing a paid trial month with the candidate they want to hire.

For Riotly Social, the main benefit of Hundred5 was the ability to get in front of the right candidates, get their attention, and ultimately, have a larger pool of qualified candidates to choose from. “The best people aren't usually looking for a job, but when a great opportunity comes (literally) in front of them, they are interested. Hundred5 helped us get the attention of these people,” says Ho Yin.

He adds: “Before, we didn’t get many candidates so we didn't have that much choice either. We could only choose between 20 candidates. Now, with Hundred5, I have over 200 candidates to choose from. The overall quality of the candidates is also significantly better.” 

The best people aren't usually looking for a job, but when a great opportunity comes (literally) in front of them, they are interested. Hundred5 helped us get the attention of these people.

- Ho Yin


Normally, having 200 candidates might be seen as a negative thing because of all the work that goes into candidate screening. With Hundred5, the screening part wasn’t an issue as it was done automatically. “Hundred5 helped us get a large volume of candidates in a short period of time. And for that short time, you need a good screening system to quickly sift through the applications,” says Ho Yin.

He adds: ”I would never have time to go through all the resumes and figure out who’s good and who isn’t. You need a good screening system to quickly sift through the applications. So Hundred5’s approach is great. They first get you a large number of applicants, and they then give you a shortlist of the best candidates in that candidate pool. So, overall, the quality of candidates that you end up interviewing and hiring is higher.”

Hundred5’s approach is great. They first get you a large number of candidates, and they then pick out the best candidates in that candidate pool. So overall, the quality of the candidates that you end up interviewing and hiring is higher.


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