List of Able by Bullhorn Customers
Boston, 2110, MA,
United States
Since 2010, our global team of researchers has been studying Able by Bullhorn customers around the world, aggregating massive amounts of data points that form the basis of our forecast assumptions and perhaps the rise and fall of certain vendors and their products on a quarterly basis.
Each quarter our research team identifies companies that have purchased Able by Bullhorn for Onboarding from public (Press Releases, Customer References, Testimonials, Case Studies and Success Stories) and proprietary sources, including the customer size, industry, location, implementation status, partner involvement, LOB Key Stakeholders and related IT decision-makers contact details.
Companies using Able by Bullhorn for Onboarding include: MAS Medical Staffing, a United States based Professional Services organisation with 1100 employees and revenues of $300.0 million, TalentLaunch, a United States based Professional Services organisation with 1200 employees and revenues of $250.0 million, Crown Staffing, a United States based Professional Services organisation with 660 employees and revenues of $125.0 million and many others.
Contact us if you need a completed and verified list of companies using Able by Bullhorn, including the breakdown by industry (21 Verticals), Geography (Region, Country, State, City), Company Size (Revenue, Employees, Asset) and related IT Decision Makers, Key Stakeholders, business and technology executives responsible for the software purchases.
The Able by Bullhorn customer wins are being incorporated in our Enterprise Applications Buyer Insight and Technographics Customer Database which has over 100 data fields that detail company usage of software systems and their digital transformation initiatives. Apps Run The World wants to become your No. 1 technographic data source!
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| Logo | Customer | Industry | Empl. | Revenue | Country | Vendor | Application | Category | When | SI | Insight |
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Crown Staffing | Professional Services | 660 | $125M | United States | Bullhorn | Able by Bullhorn | Onboarding | 2019 | n/a |
In 2019, Crown Staffing deployed Able by Bullhorn as an ATS on its public career site to capture candidate applications and manage recruiting workflows. The Able by Bullhorn implementation embedded application intake, job posting synchronization to the career portal, candidate tracking, resume parsing, and structured applicant workflows consistent with Applicant Tracking System operations. This deployment established Able by Bullhorn as the primary application layer for sourcing and managing candidates across recruiting teams.
Configuration emphasized requisition management, stage-based interview pipelines, candidate profile consolidation, and offer workflow automation to support talent acquisition and hiring manager collaboration. The system was implemented on the website to surface live jobs and capture applicant data directly into recruiter queues, enabling standard screening and interview orchestration. Governance centered on recruiter-owned pipelines and role-based access controls to standardize hiring stages and maintain consistent recruiter and hiring manager processes.
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MAS Medical Staffing | Professional Services | 1100 | $300M | United States | Bullhorn | Able by Bullhorn | Onboarding | 2015 | n/a |
In 2015, MAS Medical Staffing implemented Able by Bullhorn. Apps Category: The deployment established Able by Bullhorn as the staffing application supporting Talent Acquisition and HR functions at MAS Medical Staffing, with operational use tied to recruiter workflows and onboarding teams including the Manchester, New Hampshire hybrid office presence noted in recruiting job postings.
Able by Bullhorn was configured to manage full life cycle recruitment workflows, including candidate profile management, intake and requisition tracking, screening and interview scheduling, offer management, and onboarding checklist orchestration. Configuration emphasized accurate candidate data entry, candidate pool development for proactive sourcing, and recruiter-facing process automation such as standardized communications and task sequencing consistent with staffing and recruiting operational practices.
Governance centered on Talent Acquisition team process controls and data stewardship, with role based access to protect candidate confidentiality and structured handoffs from sourcing through new hire setup. The implementation supported operational discipline described in job-level responsibilities, including maintaining candidate records and onboarding steps in Bullhorn, and enabled recruiting team collaboration and iterative process improvement through formal team reviews and assigned action items.
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TalentLaunch | Professional Services | 1200 | $250M | United States | Bullhorn | Able by Bullhorn | Onboarding | 2020 | n/a |
In 2020, TalentLaunch implemented Able by Bullhorn in the category. The deployment was targeted at Talent Acquisition teams within the 1,200 employee professional services firm, supporting regional and national recruitment for warehouse and manufacturing positions and embedding the applicant tracking workflow directly into daily recruiter activity.
Able by Bullhorn was configured to support candidate intake, screening workflows, interview scheduling, candidate record management, and onboarding progress tracking. Recruiters used the system to log preliminary phone interviews, update candidate information, record background and reference checks, and maintain new hire paperwork and qualification matching inside Able by Bullhorn.
Operational coverage centered on the Talent Acquisition function, with recruiters meeting weekly with clients to align hiring goals and executing at least six preliminary phone interviews per day as part of the intake cadence. The application was used to centralize candidate status across regional and national searches and to provide a single source of truth for onboarding milestones and documentation.
Governance emphasized standardized recruiter workflows and data entry practices, including documented checkpoints for background checks, skills verification, and reference validation that were recorded in the ATS. Process changes included routine client cadence and formalized sign off on new hire paperwork, with system usage embedded into daily sourcing and onboarding operations.
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