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With Handshake, Under Armour has ditched the ‘core school’ model to bring in top talent from everywhere.
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Coyote's personalized outreach to candidates results in an uptick in quality applicants and less time out of office.
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Mastercard uses virtual recruiting strategies on Handshake to meet and start conversations with students they wouldn’t have with traditional recruiting models.
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NXP leans on Handshake's Advocates to connect candidates to like-minded peers across their organization
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CDC DSEPD leverages Handshake's Advocates to create an informal, peer-to-peer space that allows candidates to learn about their fellowship experience first-hand
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Coding it Forward leverages Handshake's Advocates to connect candidates with alumni while saving their team time
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Handshake offers everything HubSpot needs to fill its early talent recruiting funnel and has been integral for HubSpot’s diversity pipeline.
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Handshake Premium has allowed Genworth to target different schools, organizations, and students to achieve a bigger applicant pool.
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Great Oaks looked to embrace virtual recruiting to maintain their talent sourcing during COVID-19, while getting set up for success in the new normal and beyond. Today, two-thirds of Great Oaks’ hires come from Handshake.
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Running campaigns on Handshake prior to campus visits generated thousands of qualified applicants and helped M&T Bank maximize visibility during on-campus events.
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With virtual events on Handshake, IBM was able to reach hundreds of under-represented engineering candidates from over 100 under-exposed universities.
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Through tailored virtual Campaigns, Raymond James uses Handshake to provide students with a personalized recruitment experience.
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Since partnering with Handshake, Box has strategically shifted from a core school list approach—recruiting at only 6 campuses—to an expansive school list approach.
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Coyote's personalized outreach to candidates results in an uptick in quality applicants and less time out of office.
“We know that if we want to make change in the tech industry, a lot of it starts with opening up roles and opportunities for early career talent. With Handshake, we’ve seen a 56% increase in students applying for roles from underrepresented backgrounds.”
Tiffiny Stevenson, Chief Talent & Inclusion Officer • Box
“Three years ago, our intern class came from only 10-12 schools. This summer, our 100 interns will come from 37 schools. I attribute that entirely to the power of Handshake.”
Tim Streeter, Head of Global Acquisition • Whirlpool
“We can now reach the whole country: small schools, big schools, close schools, far schools, and everything in between. That creates a more diverse applicant pool and better hires overall because we're actually getting to the best people out there as opposed to just the best at the schools we can visit.”
Marlena Taynor, University & Diversity Talent Attraction Lead • McDonald's
“In the last major market downturn, we made the decision to pull way back on hiring interns, and as a result, we have been challenged by a gap in our management pipeline. This challenge was exacerbated by our significant growth coming out of the recession. We are committed out the gate not to do that this time around. Handshake provides us with the end-to-end workflow we need to engage early talent and manage them through every stage from initial contact to hiring.”
Lauren Nunnally, Chief Talent Officer • Swinerton
“I realized that Handshake gave me a way of disrupting the cottage industry and how to recruit. We’ve gone from 130 schools to 2,100. It opened up the door to endless possibilities.”
Jorge Quezeda, Chief Diversity Officer • Granite Construction
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Tap into diverse talent pools, boost your brand, activate your ambassadors, and master virtual recruiting. With Handshake, get a pulse on your peers and remain one step ahead of the competition.