When your company often needs to fill 150-300 shifts in a matter of days, spreadsheets, emails and phone calls just won’t cut it.
More and more large companies are using Weirdly as a stand-alone ATS for their high volume roles.
Target smashes its targets for shop-floor, high volume recruitment.
Reducing time-to-hire for higher volume roles, and building a talent community in the process.
Educating candidates on culture and values, at the start of the recruitment process
Assess graduates virtually, fast and without sacrificing candidate experience.
Best-in-class candidate experience and soft skills screening for graduate roles.
Atlassian's values are at the heart of their entire recruiting strategy. Hear their Head of Talent Marketing describe how Weirdly helps assess alignment with these values at scale.
Delivering a great candidate experience is vital for Flybuys. Hear their Talent Manager describe how Weirdly has helped improve (and measure) that experience.
Uber saved over 110+ hours in recruiter screening time using Weirdly's soft skills assessments and VideoIntros. Watch their head of ANZ & Singapore recruiting tell you how, or read the transcript below.
This major Australasian supermarket retailer needs to manage high volumes while recruiting teams that would stay – improving retention rates.
A new model of media company owned career ecosystem, YUDU creates a highly engaged talent pool.
Australia and US-based, global tech company on a mission to educate candidates about their values (and increase engagement)
The 18th largest employer in the world, Sodexo knows about high volumes. Weirdly helps manage this, and provides an sector-leading candidate experience.
The world’s best airline needed a candidate experience that reflected it’s award winning consumer experience
This enterprise DIY retailer was looking to improve visibility of their diversity metrics.
Fletcher Building’s new Graduate Recruitment Campaign aimed to eliminate unconscious bias, as well as being crazy-fun for the applicants.