Smarter Onboarding in Financial Services: $1.5M Total ROI & 1,200 Hours Back

This case study has been anonymized at our customer’s request.

Success Metrics:

1,200 hours

saved in admin work, more than 7 months

⚙️

The Challenge: Managing Onboarding in Hyper Growth Hiring

What happens when your hiring volume scales faster than your onboarding processes can handle? That’s the challenge one U.K.-based financial services organization faced as the company grew to recruit 1,000 people annually across business, tech, and customer operations. Despite having a strong employer brand and an engaging interview process, the candidate experience during preboarding had taken a hit.

A hiring team member recalled her poor onboarding experience: “I had no communication before my first day – things got missed.” That’s because the whole onboarding process was being run manually. Hiring coordinators sent individual emails to candidates, chased IT for laptops, and tracked it all in a “hellish” spreadsheet. It took 40 clicks per candidate to get them ready for day one, adding up to 40,000 clicks annually for all new hires. The team spent nearly 100 hours per month on repetitive admin tasks.

They needed a solution that would drive efficiency as hiring scaled while reducing human error and creating a more engaging candidate experience.

💡

The Solution: Personalized Journeys Without the Manual Burden

“We looked at using our ATS for onboarding, but it was lacking in what we needed for customization and personalization, and there was too much hard coding needed to make changes,” said the hiring team member. “It was an easy decision for us to go with Enboarder.”

That’s because the team had very specific tech requirements, from the timing of different sequences to the specific reports that were needed. “We knew we’d made the right choice with Enboarder in just being able to customize the word ‘employee.’ We don’t use the term ’employee’ when we talk about colleagues at our company. That tiny little touch of customization and personalization really gave it the edge for us.”

Using Enboarder, the team was able to create onboarding journeys that achieve efficient personalization: “Having both is quite unique. We could personalize the journeys manually, but the efficiency would be terrible. It’s that personalization and efficiency for candidates and internal stakeholders that’s been the big save for us.”

One example of hyper personalization is the team is using logic to automatically deliver different content to new hires depending on the specific area of the business they’re joining: “Interns in engineering receive an org chart before day one so they can literally see their role in the business. We also deliver role-based learning content to get them up to speed quickly.”

Using Enboarder has also streamlined the cross-functional collaboration needed to get new hires onboarded quickly, including laptop ordering: “Previously our tech team had to go into the massive spreadsheet and see if their click was done and then put it into another system. Now they’re just getting the messages they need to see. This also helps them manage stock, using Enboarder dashboards to forecast how many laptops are needed from week to week. We weren’t able to do that before.”

The learning and development team is also using Enboarder to gather data about new hire cohorts: “The data insights we have now have really unblocked the team quite a bit. For example, we send a ‘get to know you’ survey to candidates before they start, which then goes to the learning and development team so they can chat about the results in their first week. A little bit of pre-engagement has been quite helpful and it allows the candidates to feel like they’re part of the team before they start.”

👑

The Results: Fewer Candidate Dropouts & $1.5M Total ROI

After implementing Enboarder, the team has seen an 11% reduction in withdrawals before day one: “We’re getting our candidates engaged early and things aren’t being missed. Everyone now gets a much more consistent experience, which has helped reduce that dropout rate.”

When you add up the cost of having a vacant role, including the lost revenue and hiring and recruitment costs, the team is seeing an ROI of about $1.5M just by reducing the dropout rate.

Another win: Streamlining how the team manages occupational health requests. “We were paying for every new hire to be referred to our vendor because we didn’t have an automated way to ask people ahead of time if they needed occupational health assistance. Now it’s in one of the first sequences we send and we’re only referring people who need it.” This simple solution is saving the team $50,000 annually.

Beyond the time and cost savings, the partnership and trust the team has built with Enboarder is unparalleled: “We have a really strong relationship with Brogan and Danielle and that’s really enabled our success. Enboarder is easily my favorite supplier to work with. Other suppliers have downtime issues and that’s never the case with Enboarder. It’s built a lot of confidence internally that we don’t have with other systems.”