Improving hiring manager engagement with Wego

Founded in 2005 and headquartered in Singapore, Wego is a Global Travel Tech organization working on making travel more accessible. They provide award-winning travel search websites and top ranked mobile apps for ​travellers living in the Asia Pacific and Middle East regions.

What were your recruitment challenges prior to Teamtailor?

We didn't have an ATS at all and everything was being dealt with manually for the most part. We didn't know most of the problems we had until we had Teamtailor to make us see there's a lot of things that can be done better from scheduling, feedback loops, internal communication and more.

What made you choose Teamtailor?

A few things but if i had to boil it down, we wanted something that can scale fast and was plug and play. Our team had to be able to learn how to use it easily without a lot of work on the backend. The team I worked with at Teamtailor in getting the deal closed, they were very supportive. I actually reached out to external parties for their feedback on Teamtailor and they always said the support was available to get things moving. The cost vs competitors was also a deciding factor.

Which Teamtailor features and functionalities do you use the most?

Scheduling is probably the biggest feature we're using to make our lives easier. Ultimately, in recruitment, your time optimization is how good you are in the job and anything that saves us time allows us to be a better team for the company

What are some of the concrete ways Teamtailor has helped you?

Our employee engagement has risen a lot more with an ATS - a lot more of our staff are engaging with our job openings. We've been able to successfully create an internal job process because of the capabilities within Teamtailor, which is now allowing us to work on future job architecture, and job levelling and mapping off the back of it. We've seen internal movements happen because people are more aware and engaged with our jobs.

What tips do you have for others in the industry?

Recruitment goes past the job you're recruiting right now. You want both the recruiter and the hiring manager to think about the next 2-5 years every time they hire one job. By being conscious of this, you give better feedback to candidates, you deliver a better experience and you make sure people want to come back. More so, if you encourage your hiring manager to actually put real feedback into the ATS it helps you reevaluate a candidate if they ever reapplied (and if you're a good company that people want to work with, candidates WILL reapply). If you don't get feedback into the ATS, you will start speaking to candidates you've spoken to in the past who will tell you they have interviewed before and you'll feel silly because you don't have it properly logged on your side and you can't assess them on areas of improvements since their last meeting.