After looking at several other solutions, Harver chose Rippling Recruiting as their new ATS.
“Rippling came at a much lighter price tag, felt easy enough for hiring managers to use, and had a much better interface than what we had before,” Fariha said. “Going back to the motto of ‘operational efficiency,’ it made the most sense to reduce our HR tech stack to one system.”
01
New jobs posted and filled—in a fraction of the time
Instead of using a patchwork of different systems, Fariha now uses Rippling Recruiting to quickly open and post new roles, tag hiring managers (who all had existing Rippling profiles) to alert them of resumes, and schedule calls for interviews.
Once Fariha’s team lands on an applicant they’d like to hire, Rippling automatically fills the candidate’s information into an offer letter—without anyone needing to manually input any data. From there, candidates who accept the offer are automatically converted into employees.
02
Better candidate feedback
Fariha also uses Rippling Recruiting to collect candidate feedback. “It works beautifully now because Rippling is the one chasing hiring managers instead of me because they get an automated reminder to submit feedback every day.”
And the recruiters have an easier time collaborating—Fariha appreciates the platform’s comments box, where authorized hiring managers can tag and discuss candidates. She also likes Rippling Recruiting’s AI-rendered summaries comparing feedback reports from different interviewers.
03
Tight integration of all employee data
Now, all of Harver’s recruiting and HR functions coexist under the same solution. Harver’s new ATS seamlessly syncs with its other Rippling products, all of which are built on top of a single source of truth for employee data, making it easy to report on who’s joining and leaving the company.