Customers
Growing companies, measurably better at hiring.
Eight of the 420 companies that run hiring on Slatework, from a 95-person software company in our hometown to a 910-person clinic network. Every number is theirs, before and after.
- Companies
- 420
- Hires last year
- 31,800
- States
- 44
- Renewal rate
- 96%
Customer stories
Industry
Showing 8 of 8 customer stories
Quillmont Insurance
Financial services · 640 employees · Akron, Ohio
Cut time to hire from 41 to 24 days across 14 offices
Quillmont moved claims and underwriting hiring off shared inboxes and onto one pipeline with weekly hiring reviews.
- Time to hire
- 41→24 days
- Interviews per hire
- 9→5
“Our branch managers stopped asking where a candidate was. They can see it, and so can the candidate.”
Fernreach Health
Healthcare · 910 employees · Asheboro, North Carolina
Filled 212 clinic roles in a year with half the agency spend
Fernreach posts nurse and front-desk roles to five boards at once and screens with short, structured phone scorecards.
- Roles filled by agencies
- 46→22%
- Time to fill
- 33→19 days
“Scorecards made our phone screens fair and fast. Every clinic manager asks the same five questions now.”
Kettleby Freight
Logistics · 420 employees · Memphis, Tennessee
Hired 60 drivers before peak season, two weeks early
Kettleby schedules road tests and yard interviews in one step, so candidates book while they are still interested.
- Apply to first interview
- 12→3 days
- Offer acceptance
- 38→61%
“Drivers book their own road test from their phone. We lost people in the gaps before.”
Corvane Robotics
Manufacturing · 180 employees · Greenville, South Carolina
Doubled engineering headcount without a second recruiter
Corvane’s two-person people team runs 25 open roles with shared pipelines and interview kits for every panel.
- Open roles per recruiter
- 11→25
- Time to hire
- 52→34 days
“Interview kits mean an engineer can run a good interview on day one. That is how we scaled.”
Pellworth Credit Union
Financial services · 310 employees · Wichita, Kansas
Produced its first affirmative action report in a day, not a month
Pellworth collects voluntary self-identification at apply and keeps it apart from hiring decisions.
- Annual report prep
- 22→1 days
- Self-ID response rate
- 61→88%
“Compliance used to be a spreadsheet hunt every spring. Now it is a filter and an export.”
Hollowell Foods
Retail and food · 750 employees · Fort Wayne, Indiana
Staffed 9 new stores with one hiring event template
Hollowell runs open-house hiring days from a reusable plan: one posting, one schedule, one offer letter.
- Store staffing lead time
- 4→1 weeks
- 90-day turnover
- 27→12%
“A store manager can run a hiring day without calling HQ. The plan is already in Slatework.”
Brightkiln Software
Technology · 95 employees · Lexington, Kentucky
Went from founder-led hiring to a real process in a week
Brightkiln set up scorecards, a careers page and offer approvals before its Series B hiring push.
- Interviews with a scorecard
- 0→100%
- Offer turnaround
- 7→2 days
“We wanted a grown-up process without a grown-up implementation project. It took a week.”
Sablewood Hotels
Hospitality · 520 employees · Lubbock, Texas
Answered every applicant within 48 hours, across six hotels
Sablewood uses stage reminders and bulk replies so no front-desk or kitchen applicant goes unanswered.
- First reply to applicants
- 9→2 days
- Candidate rating
- 3.1→4.6/5
“Candidates are guests too. Now every one of them hears back from us within two days.”
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