cord
The cost per hire - especially in non-tech - worked out phenomenally
"On cord, we’re seeing a far more senior calibre of candidate"
28 days
average time to hire4
direct hires madecord usage
4 direct hires
4 positions
2 users
Oxfordshire
About Dexory
Dexory is a rapidly growing company that is revolutionising warehouse operations. Working with major industry leaders in logistics and warehousing, Dexory’s solutions integrate automation, data intelligence and digital twin technology, to make operations cost-efficient, less time-consuming and more profitable for its customers.
View websiteView cord profileOur Goal
We wanted to reach a broader audience beyond the saturated and repetitive pool of candidates encountered on other platforms like LinkedIn and job boards.
Our Situation
Break the Cycle
Before discovering cord, we relied too much on LinkedIn and other job boards, constantly seeing the same applicants. This made it hard to find new, diverse talent for our tech startup. Our main challenge was breaking out of this cycle to fill specialised roles like PR Manager and Sales Director.
Using cord
Quality and Quantity
One of the main features of cord that helped us at Dexory was its ability to reach a broader audience outside of the tech industry. With cord, we received an excellent response rate from high-quality non-tech candidates; for example, for the PR Manager role, we received 67 applicants, spoke to about 50% of them, and a good portion of those went through the interview stages. Not only did we receive a high quantity of quality candidates, but we also found that the responsiveness of people on cord was significantly faster compared to other job boards and LinkedIn. We noticed that users on cord were more active, replying almost immediately. This efficiency helped reduce our time to hire, as shown by how we filled our Sales Director role in just 28 days.
Comprehensive Profiles and Senior Candidates
The quality of profiles on cord simplified our sourcing process, making it much easier to identify suitable candidates quickly. Unlike LinkedIn, where candidates might list only some of their skills, cord requires candidates to detail their skill sets. The fact that you can scan profiles based on percentage matches made the sourcing process much smoother, helping us to quickly find candidates with the right skills. Moreover, the seniority of candidates coming through on cord was notably higher than on other platforms. As a startup, our capacity to train junior staff is limited, so having access to a pool of senior candidates was very beneficial.