List of ThirdPool HiringCenter Organic Customers
San Francisco, 98072, CA,
United States
Since 2010, our global team of researchers has been studying ThirdPool HiringCenter Organic 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 ThirdPool HiringCenter Organic for Recruiting 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 ThirdPool HiringCenter Organic for Recruiting include: John L. Scott Real Estate, a United States based Construction and Real Estate organisation with 3000 employees and revenues of $14.00 billion, Roberts Brothers, Inc., a United States based Construction and Real Estate organisation with 300 employees and revenues of $50.0 million, Bickerstaff Parham Real Estate, a United States based Construction and Real Estate organisation with 200 employees and revenues of $20.0 million and many others.
Contact us if you need a completed and verified list of companies using ThirdPool HiringCenter Organic, 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 HCM software purchases.
The ThirdPool HiringCenter Organic 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 HCM 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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Bickerstaff Parham Real Estate | Construction and Real Estate | 200 | $20M | United States | ThirdPool Recruiting | ThirdPool HiringCenter Organic | Recruiting | 2016 | n/a |
In 2016, Bickerstaff Parham Real Estate deployed ThirdPool HiringCenter Organic to support Recruiting for its talent acquisition process. ThirdPool HiringCenter Organic was implemented to provide live Virtual Recruiting Assistants as the front-line capability, restating the ThirdPool HiringCenter Organic application name within the deployment narrative to clarify the solution and the Recruiting category relationship.
The implementation centered on Virtual Recruiting Assistants executing initial person-to-person candidate contacts and comprehensive pre-screening, with the explicit deliverable of a phone appointment between a Bickerstaff Parham Real Estate hiring manager and a highly screened candidate. Operationally this shifted the first-touch screening and appointment coordination out of internal hiring workflows, enabling hiring managers and executives including CXO Reynolds Bickerstaff to concentrate on interviews and selection. Governance changes emphasized a handoff workflow from ThirdPool assistants to internal interviewers, and the account is publicly listed as a customer on ThirdPool’s website, confirming the vendor relationship and operational scope within the company’s Recruiting function.
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John L. Scott Real Estate | Construction and Real Estate | 3000 | $14.0B | United States | ThirdPool Recruiting | ThirdPool HiringCenter Organic | Recruiting | 2016 | n/a |
In 2016 John L. Scott Real Estate implemented ThirdPool HiringCenter Organic to support centralized Recruiting activities across its U.S. real estate operations. The ThirdPool HiringCenter Organic deployment was adopted by talent acquisition and career success staff at the firm, and a Career Success Manager, Dina Charlton, is cited on the vendor site saying "HiringCenter helps me organize and stay focused on the wide variety of tasks that lead to recruiting success, I'm not sure how I'd do my job without it." This positions the application as a core operational tool within Recruiting for organizing day to day recruiter work.
The implementation emphasized task orchestration and workflow organization consistent with Recruiting systems, focusing on candidate tracking and pipeline organization, job requisition coordination, interview and task scheduling, and role based task ownership. Configuration and governance appear centered on recruiter and career success user roles, structured task lists, candidate status stages, and activity driven reminders to enforce process handoffs between hiring teams and career success functions. The narrative reflects a configuration oriented deployment intended to centralize recruiter task queues and standardize operational workflows for hiring teams.
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Roberts Brothers, Inc. | Construction and Real Estate | 300 | $50M | United States | ThirdPool Recruiting | ThirdPool HiringCenter Organic | Recruiting | 2015 | n/a |
In 2015, Roberts Brothers, Inc. implemented ThirdPool HiringCenter Organic, a Recruiting application, to formalize talent acquisition and hiring operations. The vendor lists Roberts Brothers as a customer and Daniel Dennis, President, stated that ThirdPool has turned recruiting into a reliable and profitable business process, and that consistent attraction of talent is critical to both short and long term success.
The implementation centered on core Recruiting capabilities typical of an applicant tracking and sourcing platform, including candidate sourcing and pipeline management, applicant tracking and stage orchestration, interview scheduling and workflow coordination, and reporting and hiring analytics. ThirdPool HiringCenter Organic was configured to support recruiting workflows and structured hiring stages, enabling hiring managers and HR to standardize candidate progression and offer handling.
Governance emphasized centralized recruitment process control and role based hiring workflows, with the HR organization and hiring managers using the system to enforce consistent intake, interview and selection practices. The deployment is described by the customer as producing a more reliable and profitable recruiting process, aligning operational hiring activities with the company statement that consistent talent attraction is critical to business success.
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Buyer Intent: Companies Evaluating ThirdPool HiringCenter Organic
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