Montgomery, 36117, AL,
United States
ASK Technographics
Discover the latest software purchases and digital transformation initiatives being undertaken by ASK and its business and technology executives. Each quarter our research team identifies on-prem and cloud applications that are being used by the 350 ASK employees from the public (Press Releases, Customer References, Testimonials, Case Studies and Success Stories) and proprietary sources.
During our research, we have identified that ASK has purchased the following applications: Criteria Assesments for Talent Assessment in 2019, Microsoft 365 for Collaboration in 2017, FullStory for Customer Experience in 2022 and the related IT decision-makers and key stakeholders.
Our database provides customer insight and contextual information on which enterprise applications and software systems ASK is running and its propensity to invest more and deepen its relationship with Criteria , Microsoft , FullStory or identify new suppliers as part of their overall Digital and IT transformation projects to stay competitive, fend off threats from disruptive forces, or comply with internal mandates to improve overall enterprise efficiency.
We have been analyzing ASK revenues, which have grown to $40.0 million in 2024, plus its IT budget and roadmap, cloud software purchases, aggregating massive amounts of data points that form the basis of our forecast assumptions for ASK intention to invest in emerging technologies such as AI, Machine Learning, IoT, Blockchain, Autonomous Database or in cloud-based ERP, HCM, CRM, EPM, Procurement or Treasury applications.
HCM
Vendor |
Previous System |
Application |
Category |
Market |
VAR/SI |
When |
Live |
Insight |
|---|---|---|---|---|---|---|---|---|
| Criteria | Legacy | Criteria Assesments | Talent Assessment | HCM | n/a | 2019 | 2019 |
In 2019, ASK implemented Criteria Assesments in the Talent Assessment category to improve hiring outcomes for its inbound call center. The deployment targeted high-volume recruiting for customer service representatives at ASK, a United States based professional services firm with approximately 350 employees, and was positioned as the primary screening gate in the application intake process using Criteria Assesments.
ASK administered a combination of tests from Criteria Assesments, specifically the Criteria Basic Skills Test CBST to assess job readiness and trainability, the Employee Personality Profile EPP as a general personality inventory, and a Typing Test to measure typing proficiency. These assessment modules were applied to all incoming candidates at the start of the application workflow, and assessment scores were used to prioritize which applicants would be invited to the interview stage, aligning screening and interview triage with observable job relevant capabilities.
Operationally the assessment program was embedded into ASK's recruiting and HR workflow and informed downstream quality control and frontline supervision. The functional coverage included candidate screening, interview prioritization, and ongoing quality monitoring by managers and supervisors who listened to calls. The implementation supported ASK moving to direct hire recruiting, replacing prior reliance on temporary agency staffing for the roles in scope.
Governance was centralized in HR, with the Director of Human Resources leading screening rules and candidate selection based on assessment results, which reduced the number of interviews required per hiring target. ASK applied the testing consistently to all incoming applicants to standardize selection, and hiring managers and quality teams used assessment-informed shortlists to structure interviews and onboarding decisions.
Outcomes reported by ASK are explicit and tied to the assessment rollout. In a 15-week period before testing while using temporary agency sourcing ASK hired 172 people and lost 127, a 74 percent turnover rate for new hires. In the 15-week period after introducing direct hire screened with Criteria Assesments ASK hired 172 people and lost 52, a 30 percent turnover rate, representing a 44 percentage point reduction and a 59 percent reduction in turnover. Interview load fell from an estimated 40 hours per week to 17 hours per week, saving 23 hours weekly and roughly 1,200 hours annually, and managers, quality control staff, and clients reported marked improvements in on-the-job quality.
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Collaboration
Vendor |
Previous System |
Application |
Category |
Market |
VAR/SI |
When |
Live |
Insight |
|---|---|---|---|---|---|---|---|---|
| Microsoft | Legacy | Microsoft 365 | Collaboration | Collaboration | n/a | 2017 | 2017 |
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CRM
Vendor |
Previous System |
Application |
Category |
Market |
VAR/SI |
When |
Live |
Insight |
|---|---|---|---|---|---|---|---|---|
| FullStory | Legacy | FullStory | Customer Experience | CRM | n/a | 2022 | 2022 |
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ITSM
Vendor |
Previous System |
Application |
Category |
Market |
VAR/SI |
When |
Live |
Insight |
|---|---|---|---|---|---|---|---|---|
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IT Service Management | ITSM |
|
2020 | 2020 |
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IaaS
Vendor |
Previous System |
Application |
Category |
Market |
VAR/SI |
When |
Live |
Insight |
|---|---|---|---|---|---|---|---|---|
|
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Application Hosting and Computing Services | IaaS |
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2014 | 2014 |
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Application Hosting and Computing Services | IaaS |
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2020 | 2020 |
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Content Delivery Network | IaaS |
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2020 | 2020 |
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