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Hiring tips, actionable insights and recruiting hacks that'll help you hire smarter.
Case study: Scoro Fills Two Demanding Tech Roles in Less Than a Month
Scoro faced obstacles in attracting quality talent for their more demanding roles. By adding Hundred5 to their recruitment process, they were able to attract the right candidates and fill two roles in less than a month. Continue ›
Case Study: Refresh Conference partners found 165 qualified candidates in a one-day event.
This is a story about how the Refresh Conference and Hundred5 helped event sponsors build an innovative way to get attendees excited about applying for their open positions. As a result of a one-day event, eight companies received a total of 802 applicants, of which 165 met the employer expectations. Continue ›
Case Study: Monese speeds up hiring by starting the process with Hundred5’s skills assessments
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. Continue ›
Case Study: Mooncascade makes candidate selection faster and objective with Hundred5
A software and product development company Mooncascade wanted to make their first candidate selection step more efficient. By replacing the CV with Hundred5 skills tests, they managed to quickly and objectively pick up the 6 best candidates from the total of 246. Here’s how they did it. Continue ›
Case Study: Listonic keeps bias out of hiring with Hundred5
Listonic needed a better and faster way to get an objective view of candidates’ competence and job fit. Here’s how they achieved it with Hundred5. Continue ›
Case study: Schedugram screens candidates 80% faster with Hundred5
Schedugram's job openings get hundreds of applications, making candidate screening extremely time-consuming and difficult. With Hundred5 skills tests, they managed to cut the screening time by 80% and the overall hiring time by 50%. Here’s how they did it. Continue ›