How we transformed our hiring process with Rippling’s Recruiting App

Alex Batson is an HR generalist at BTC Inc. Alex is a Rippling power admin user who uses the product multiple capacities to tackle complex business problems spanning from recruiting to payroll and benefits.

At BTC Inc., our mission is to promote Hyperbitcoinization. We do this in a variety of ways like Bitcoin through global conferences, a quarterly print magazine, and in-person community-building initiatives. Finding the right talent quickly and efficiently is critical in our fast-paced industry. Before using Rippling’s recruiting tools, our process was scattered and time-consuming. Now, recruiting is streamlined, centralized, and significantly more effective.

Here’s how we transformed our hiring process with Rippling Recruiting.

The problem: disconnected systems slowed down recruiting

Before Rippling, we used Lever as our applicant tracking system (ATS). While it was a functional platform, it wasn’t integrated with our people management tools. This lack of connection created several challenges:

• Data from Lever couldn’t be seamlessly transferred to our internal systems, making it difficult to track candidate progress post-hire.
• Scheduling interviews and gathering feedback required manual follow-ups and reminders.
• Once we stopped using Lever, all the data we had collected became practically unusable.

We needed a system that could integrate recruiting with our overall people management platform, providing visibility and efficiency across the entire process.

The solution: an integrated, end-to-end recruiting system

Rippling’s recruiting app gave us the tools to centralize and streamline our hiring process. Here’s how we implemented it and the results we achieved:

Step 1: streamline communications with templates

Templates have been one of the biggest game-changers for us. We created email templates tailored to every stage of the hiring process:

• Initial application review: Inform candidates when their application is being reviewed by a hiring manager.
• Interview scheduling: Provide clear instructions about who they’ll meet with, when, and what to expect.
• Rejection notifications: Send thoughtful and timely updates to candidates who aren’t moving forward.

With templates, we’ve eliminated repetitive tasks and ensured timely communication with candidates. Adding variables to the templates makes them personal and professional, enhancing the candidate experience.

Step 2: use rejection buckets for future opportunities

We’ve also implemented "bucketed rejection reasons" to categorize why candidates weren’t selected. For example:

• Overqualified for the role
• Poor questionnaire responses
• Lack of specific experience

These buckets allow us to revisit applications for future roles. For instance, if a candidate is overqualified for an associate producer role but has 15 years of production experience, we can reach out to them for more senior opportunities down the line.

Step 3: automate interview scheduling and feedback collection

Rippling’s scheduling tools have made coordinating interviews a breeze. When moving a candidate forward, we use a template to request availability, asking them to provide several time slots over a three-day period. Once the times are set, scheduling with the hiring team is seamless.

Feedback collection is also automated. Employees involved in the interview process receive reminders to submit their input promptly, keeping the pipeline moving efficiently.

Step 4: simplify offer management

When we decide to extend an offer, Rippling enables us to do so quickly and personally. Offers are sent directly through the platform, and once they’re accepted, an automatic employee profile is generated. All information gathered during the hiring and onboarding is stored in one place, eliminating duplicate data entry and making the process seamless.

The impact: faster, more transparent hiring

Integrating recruiting into Rippling has had a profound impact on our hiring process. Here are some of the key benefits:

Reduced time to hire

By automating repetitive tasks like scheduling interviews and follow-ups for feedback from employees, we’ve significantly shortened the time it takes to hire. Candidates move through the pipeline faster, and we can fill roles more quickly.

Improved candidate tracking

Having all candidate data in one platform allows us to track metrics like how far candidates make it through the pipeline, time spent in each stage, and overall hiring trends. This data informs our recruiting strategies and helps us improve efficiency.

Enhanced communication

With personalized templates and automated reminders, we’ve improved communication with candidates and hiring teams, making the process smoother for everyone involved.

Talent pipeline for future roles

Rejection buckets have helped us build a database of qualified candidates for future openings. Instead of starting from scratch, we can revisit past applicants who may now be the perfect fit.

Why Rippling stands out

Rippling’s recruiting tools are more than just an ATS—they’re a complete solution that integrates seamlessly with our people management platform. From the moment a candidate applies to the day they’re onboarded, Rippling simplifies every step of the process.

If you’re looking to streamline recruiting and find the right talent faster, Rippling could be the solution you need.

This blog is based on information available to Rippling as of February 3, 2025.

Disclaimer: Rippling and its affiliates do not provide tax, accounting, or legal advice. This material has been prepared for informational purposes only, and is not intended to provide or be relied on for tax, accounting, or legal advice. You should consult your own tax, accounting, and legal advisors before engaging in any related activities or transactions.