Fountain, the world’s leading applicant tracking system (ATS) for high-volume hiring, today announces new recruiter tools that support seamless scheduling and interviewing.
Scheduling and conducting interviews are the highest-friction points in hourly hiring and a time-intensive activity for recruiting teams. Recent updates to the Fountain platform support scheduling for in-person and virtual interviews, making it quick and easy for candidates to book time on recruiters’ calendars.
“Fountain is leveraging automation to create a customizable, user-friendly software experience that is simple and fast for recruiters,” said Sean Behr, CEO of Fountain. “Creating an optimized recruiter experience is paramount to allowing organizations to qualify and hire talent faster. By investing in the recruiter experience, we are opening doors to more opportunities that help recruiters invest time in other areas of the business.”
Fountain customers across a variety of industries, including retail, hospitality, food and beverage, logistics, and more, have seen positive results upon integrating the platform with their existing Human Resource Information Systems (HRIS). Fountain’s customizability is adaptive to the varying requirements of job openings, locations, and even seasonality. Most recently, Fountain donated its platform to the San Francisco Fire Department to assist in the annual SF Firefighters Toy Program donation drive.
“The customizability of the workflows has allowed us to use Fountain for multiple things during this year’s SF Firefighters Toy Program drive,” says Jill Peeler, a representative of the San Francisco Fire Department. “It has allowed us to get the application out there, take requests for toy bins and events, and help even more families.”
“Today’s current talent acquisition (TA) landscape is more challenging than ever before,” says Daphne Carmeli, Fountain Advisory Board member, former Target executive, and founder of Deliv and Metreo. “Particularly for organizations who are hiring for hourly roles, recruitment teams are constantly trying to fill positions with employees who are ready to work. To address evolving economic needs, TA teams should identify their current ineffective and time-intensive hiring processes, and look for ways to automate and streamline efficiencies.”
For more information, visit fountain.com.
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