List of SquarePeg Applicant Screening Customers
Salt Lake City, 84105, UT,
United States
Since 2010, our global team of researchers has been studying SquarePeg Applicant Screening 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 SquarePeg Applicant Screening for Talent Sourcing 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 SquarePeg Applicant Screening for Talent Sourcing include: Laurel, a United States based Professional Services organisation with 225 employees and revenues of $41.0 million, Stash, a United States based Banking and Financial Services organisation with 350 employees and revenues of $24.0 million, JupiterOne, a United States based Professional Services organisation with 100 employees and revenues of $12.0 million and many others.
Contact us if you need a completed and verified list of companies using SquarePeg Applicant Screening, 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 SquarePeg Applicant Screening 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 | Insight Source |
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JupiterOne | Professional Services | 100 | $12M | United States | SquarePeg | SquarePeg Applicant Screening | Talent Sourcing | 2024 | n/a | In 2024, JupiterOne implemented SquarePeg Applicant Screening to handle very high application volumes and to provide transparent, auditable AI scoring for recruiting in the United States. The deployment focused on Talent Sourcing workflows within HR, supporting roles that received more than 3,000 applicants and centralizing initial candidate evaluation. The SquarePeg Applicant Screening configuration established automated resume ingestion, AI based scoring and ranking, and collaborative review queues for hiring managers to annotate and progress candidates. An explicit integration with Workable was implemented to synchronize candidate records, screening statuses, and feedback between the applicant screening layer and the ATS. Governance centered on auditable AI scoring to increase transparency in hiring decisions and to support compliant review workflows, coupled with process changes that moved initial screening out of manual recruiter review. JupiterOne reported a 38% reduction in resume screening workload, reclaimed hours per day, and improved collaboration with hiring managers, strengthening Talent Sourcing and recruiting operations. | |
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Laurel | Professional Services | 225 | $41M | United States | SquarePeg | SquarePeg Applicant Screening | Talent Sourcing | 2024 | n/a | In 2024, Laurel implemented SquarePeg Applicant Screening to accelerate technical hiring for HR in the United States. The SquarePeg Applicant Screening deployment supported a team-of-one recruiting function tasked with reviewing large applicant pools and scaling initial candidate triage. The implementation emphasized Talent Sourcing capabilities, configuring automated resume review, candidate scoring, and rule-based screening to surface technical skills and relevant experience. SquarePeg Applicant Screening was set up so non-technical HR staff could apply screening criteria and generate prioritized shortlists without deep engineering involvement. Operationally the service was integrated with Ashby, enabling applicant records to flow into SquarePeg Applicant Screening and filtered candidate lists to be returned to Ashby for downstream tracking and interview scheduling. The deployment scope was Laurel HR in the United States and centered on shifting the manual resume review workload to an automated screening layer. Laurel reported that the integrated deployment cut resume review time dramatically, citing more than 40 hours saved on a single hiring process, and allowed non-technical staff to screen technical candidates effectively. Governance adjustments included the introduction of screening rules and recruiter validation checkpoints to align automated shortlists with hiring manager expectations. | |
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Stash | Banking and Financial Services | 350 | $24M | United States | SquarePeg | SquarePeg Applicant Screening | Talent Sourcing | 2024 | n/a | In 2024, Stash implemented SquarePeg Applicant Screening under the Talent Sourcing category to support recruiting at the company in the United States. The deployment of SquarePeg Applicant Screening was managed with vendor SquarePeg and targeted candidate intake, automated review, and recruiter prioritization within Stash's HR function. The implementation configured enrichment, automated scoring, and candidate surfacing capabilities to handle high volume applicant pools. SquarePeg Applicant Screening enriched candidate profiles, applied scoring logic, and surfaced top applicants so a single recruiter could triage and prioritize across active requisitions more efficiently. The solution integrated with Greenhouse to enrich existing ATS profiles and surface scored candidates directly within established hiring workflows, maintaining applicant context for recruiter review. Integration patterns emphasized feeding enrichment and score metadata back into Greenhouse records to preserve status and decisioning within the ATS. Operational scope focused on recruiting and hiring manager workflows across multiple roles in the United States, processing more than 270 resumes per position so the sole recruiter could review top candidates across multiple roles in about an hour. The rollout improved hiring manager satisfaction according to the implementation notes and centralized candidate shortlisting for Stash's HR team. |
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