Salesforce transitioned from a fully remote to a hub-based workforce model, requiring experienced Go To Market and Technology professionals in specific cities like San Francisco, Atlanta, and Toronto. Despite high application volumes, the company faced a significant gap in acquiring quality, diverse candidates for mid-to-senior roles willing to work from these new hub locations. Traditional hiring channels proved insufficient to meet these new, specific talent acquisition challenges. Salesforce partnered with PowerToFly to adopt a targeted, multi-channel hiring approach. They conducted 8 dedicated hiring events where diverse Salesforce engineering leaders provided direct insights into the company's technical challenges and culture. This strategy, combined with PowerToFly's platform, Summit, and Virtual Job Fair participation, aimed to attract engaged and pre-qualified candidates who were a better fit for their new hub-based model. The partnership yielded significant outcomes, including 57 hires across Go To Market and Technology roles, with an average of 7 hires within 8 weeks of each event. Remarkably, 96% of these hires remained employed at Salesforce after 7 years, showcasing strong long-term retention. Additionally, 26% of the new hires were promoted within 1-3 years, and Salesforce observed a 28% average brand lift, increasing job seekers' willingness to consider employment.

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RebelMouse, a creative agency powered by a leading publishing platform, prioritized Diversity, Equity, Inclusion, and Belonging (DEIB). They faced the challenge of continuously updating and enhancing strategies to attract, develop, and promote talent from underrepresented groups. It was crucial for them to ensure their teams were aligned with the company's DEIB values, aiming to build a remote work environment where diverse talent could thrive. PowerToFly partnered with RebelMouse, providing a comprehensive DEIB solution. This included a curated company page and branded content on PowerToFly's platform, which effectively engaged diverse talent and built brand awareness within a community of over 200 million professionals. Additionally, PowerToFly delivered classroom-style DEIB training sessions, featuring breakout spaces and in-depth content, to educate employees on biases, their business impact, and how to actively foster a more inclusive workplace. The partnership yielded significant positive impacts for RebelMouse. Training participants gave overwhelmingly positive feedback, with 90% positive thoughts on the first training and 100% on the second. Post-training surveys showed that 90% of participants experienced increased feelings of belonging, and 97% understood DEIB's importance. Furthermore, RebelMouse's Company Pageviews increased more than 10x, which improved their conversion rates and led to the hiring of an SEO strategist, alongside reductions in attrition rates and improvements in employee eNPS, retention, productivity, and overall sales.

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As a global sports and media business, the NBA needed to position itself as a varied organization to attract diverse talent beyond basketball. They faced a challenge in attracting talent from underrepresented backgrounds, particularly women of color, for their engineering and product roles. The NBA aimed to unify their voice, refresh their narrative, and highlight stories of women at work to encourage more applications and improve representation in tech. PowerToFly partnered with the NBA, providing Employer Branding and Talent Acquisition services to address these challenges. They created custom videos showcasing the NBA team and encouraging diverse candidates to apply, along with career advice. A dedicated company page was built on the PowerToFly site to share DEIB efforts, and blog posts featured personal stories of women employees. Targeted events were also organized, proving effective in finding diverse mid-senior engineering and product candidates. With PowerToFly's support, the NBA successfully raised awareness about the benefits of working for their organization, aligning their brand positioning with their target audience. They made five offers and completed four hires to build their product team, including critical roles like Cloud Security Engineer and Senior Native Mobile Engineer. This demonstrated the advantages of embedding diversity, equity, inclusion, and belonging into their recruitment process, brand identity, and retention initiatives.

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Measurabl, a leading ESG data management solution for real estate, needed to enhance its employee integration and evolve its company culture. With rapid growth and a global employee population, they sought a holistic DEIB solution to transition from an in-office culture to an inclusive remote environment. The goal was to maintain dominance by fostering innovation, creativity, and problem-solving through diversity, addressing challenges tied to cultural expansion and integrating new global hires. A customized DEIB strategy was developed, guiding Measurabl to hire diverse talent and retain high-performing staff. A comprehensive employee resource groups (ERGs) program was also created and implemented to build a culture of inclusion and belonging. This program included a communication plan, ERG applications, HR sponsors, a leader nomination process, and project management to ensure successful integration and employee engagement. The launched ERGs successfully improved work conditions, fostered community, and created safer spaces for employees to share knowledge and experiences. They also helped identify and develop overlooked leaders, reducing frustration and creating positive environments for all. Measurabl achieved 100% increased understanding among attendees regarding colleagues' potential struggles, and 4 out of 5 attendees reported comfort discussing DEIB within the workplace.

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One of the company's main challenges stemmed from growing its headcount too quickly, making it hard to align its team with its diversity, equity, inclusion, and belonging goals. As an organization, they needed holistic DEIB solutions if they wanted to attract and engage diverse women candidates to fill their open engineering positions. PowerToFly partnered with the healthcare provider's recruiting team to identify the target audience and conduct outreach. They presented virtual events featuring keynote addresses, product demos, and interactive panels with audience Q&A. This was supported by a multi-step targeted promotion campaign and continued post-event candidate lead engagement. The events were highly successful, attracting over 231 confirmed attendees from across the country. One targeted event achieved an 80% attendance rate and an 8.2 out of 10 event rating. Another resulted in a 95.5% intent rate and a 55% increase in attendees' likelihood to consider the company as an employer, ultimately leading to 2 hires of highly skilled women.

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The healthcare provider, employing over 3,000 individuals, needed to implement a comprehensive hiring plan. This plan specifically aimed to prioritize diversity and inclusion from the initial stages of the recruitment funnel. The company sought to fill specialized engineering and sales positions, requiring engagement with skilled, diverse talent across North Carolina, Utah, and Florida. PowerToFly partnered with the healthcare provider's recruiting team to define the target audience and implement a multi-step promotional campaign. A virtual event was organized, featuring a keynote address, a product demonstration, and an interactive panel with audience Q&A. This format was chosen to maximize direct audience interaction and reach a broad, diverse talent pool. PowerToFly also provided event moderation, logistics, content creation, and post-event candidate lead engagement support. The targeted virtual event successfully generated brand awareness and engaged diverse candidates. It achieved an impressive 86% intent rate among attendees and a 40% post-event brand lift. The event also saw a 40% attendance rate and received a high satisfaction rating of 7.8 out of 10 from participants. This initiative effectively helped to familiarize underrepresented talent with the company and funnel diverse candidates into the interview pipeline.

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A leading, globally integrated payments company sought to ensure its workforce reflected the diversity of its customers and communities. They valued unique perspectives and experiences and needed a strategic partner to advance their path toward true workplace inclusion by connecting with underrepresented talent. The company partnered with PowerToFly, leveraging their Virtual Job Fair solution. They participated specifically in the Pride at Work Virtual Job Fair in June 2021, an event designed to connect companies with talent from the LGBTQIA+ community and showcase the company’s culture and benefits. Through their participation, the financial services provider successfully hired a female product owner with over 15 years of experience. The event attracted more than 2,800 registrants and 1,100 attendees, many of whom possessed mid to senior-level professional experience, helping to increase job applications and brand awareness among diverse talent.

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Chubbies, a men's apparel brand, lacked diversity across the board, partly due to its "fraternity mentality" origin. They aimed to achieve a clear strategy for broader inclusivity and demonstrate their DEIB focus to customers, reflecting the US population in five years. Their team significantly lacked diversity at all levels, necessitating a change in image and internal culture. PowerToFly's DEIB team partnered with Chubbies to develop a data-driven strategy across five pillars: Team Equity, Inclusive Recruiting, Inclusive Content, Inclusive Accountability, and Charitable Donations. They conducted in-depth research, facilitated DEIB-focus groups and company-wide training, and defined audits for accountability. This comprehensive approach included a pay equity analysis and inclusive hiring best practices. Chubbies exceeded its one-year gender diversity target and marketing representation goals. They nearly matched the US demographics for race and gender in just one year, a goal originally set for five years. The company also launched Foundation43, scored 90+ on its inclusion survey, and improved both employee engagement and retention.

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DHI Group faced significant challenges impacting its team members due to global events and needed to provide robust support. They sought a partner to help charter a comprehensive, inclusive learning and development (L&D) program. Additionally, they required assistance in identifying metrics, recognizing risk areas, prioritizing initiatives, and gauging the program's overall impact beyond simple numbers. DHI Group partnered with PowerToFly, whose mission aligned with their own talent acquisition work. PowerToFly provided a holistic, customized plan, retaining leadership strategy and consultation services for DHI. These services covered inclusive leadership, conflict resolution, embedding DEIB within the company, and amplifying employee engagement, alongside facilitating Listening Circles for team members. The partnership yielded substantial results, with a customized training program rolled out after thorough introductions. DHI Group received consistently positive feedback from staff post-training, noting comfort and a sense of being heard. Critically, an annual engagement survey revealed a 23-point lift in employees' feeling of equality, placing DHI in the upper percentile of organizations. Further employee surveys indicated that 97.47% understood training concepts, 91.12% knew improvement techniques, and 98.73% felt committed to creating an inclusive environment. The partnership also led to the establishment of an Inclusive Hiring Consultancy and four Employee Resource Groups (ERGs) with direct access to senior leadership.

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Autodesk faced a significant challenge in filling mid-senior tech roles across the US and Canada, needing to scale rapidly due to growing customer demand. Despite high application volumes, the company struggled to find a sufficient pipeline of qualified and diverse candidates, particularly for specialized senior positions like principal software engineers. Traditional recruiting channels were failing to deliver the deep expertise and diverse perspectives (women, Black, Latinx candidates) Autodesk sought, necessitating a partner capable of connecting them with the right talent. To address this, Autodesk partnered with PowerToFly, adopting a talent acquisition strategy centered on genuine connection rather than broad job distribution. This involved dedicated hiring events with source and screen support, where Autodesk engineers shared first-hand insights into their projects and workplace culture. PowerToFly’s engaged talent pipeline provided direct access to active job seekers and successfully converted passive candidates into the selection process, leveraging a multi-channel approach that included the PowerPro platform, virtual job fairs, and employer branding content. The partnership yielded impressive results, including 30 hires across diverse technical roles such as principal software engineers and senior UX designers. Autodesk achieved an average of 5 hires within six weeks of each event, significantly accelerating their time-to-hire. An exceptional 85% of these hires remained employed at Autodesk after five years, demonstrating high-quality placements and retention, while candidate willingness to consider Autodesk as an employer increased by 55% after attending an event, with up to 20% of hires promoted within 1-2 years.

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