Case Study: Crush Empire

How Crush Empire Vets Candidates 10x Faster Than Before

About Crush Empire

Crush Empire is an online education company revolutionizing the test prep industry. They intend to disrupt the current learning landscape with innovation and product development. Located in a brand new, completely decked-out office in Sorrento Valley, CA, their team is growing rapidly. The amazing and talented employees of Crush Empire come from a wide range of professional backgrounds, bringing together unique perspectives to revolutionize the digital learning space. They pride themselves on being an agile and motivated company that combines the best and brightest minds from around the country.

Goals for Video Interviewing

Crush Empire wanted to improve the quality of candidates they brought to the office for in-person interviews. As a small startup, the hiring team consisted of the company’s executives, who needed to make great hires fast so they could get back to building the business.

Q&A with CEO, Bryce Welker:

Q:

What inspired you to look into video interviewing?

A:

Our hiring team, consisting of myself and our COO, was performing so many interviews per week with very little return. This meant less time for us to bring in sales, publish new content, and grow our business. As a quickly growing company, it was imperative we continue hiring new talented employees, but the interviewing process was costing us a combined 40 hours of work, enough to fill a full-time position.

Not only that, but we noticed our hiring process was creating bottlenecks for our current employees’ workflow so we knew something had to change.

Q:

Did Spark Hire replace a similar tool or is this the first time your team is using video interviewing?

A:

This is the first time I’ve used video interviewing.

Q:

Describe your selection process and what you found most attractive about Spark Hire when signing up.

A:

I wanted a platform that offered a simple, affordable, and effective way to streamline our interview process. We also wanted to quickly filter out unqualified applicants. Spark Hire fit the bill in what we were looking for. Two years later, I couldn’t be happier that we chose Spark Hire.

Q:

What are some of the results you’ve seen with Spark Hire?

A:

In our last two years of doing business, our team has increased nearly 10 times over, and our screening process is now 10 times faster than before. What used to cost our team 40 hours per week now only takes 4. Our conversion rate has doubled, and we have saved thousands of dollars each year. Because of our growth, we’ve been able to nearly triple our gross annual revenue.

Q:

What was your team’s hiring process prior to using Spark Hire?

A:

Myself and James Edge, our COO, were performing upwards of 20 in-person interviews each week. Those interviews only resulted in hiring the smallest percent of candidates.

Q:

How does video interviewing fit into your hiring process?

A:

At Crush Empire, we place a lot of value in creating a strong team connection, and to do that we need to know what type of person we’re hiring. After a resume screen, we invite candidates to a one-way video interview.

When developing interview questions for a specific job on Spark Hire, we ask the standard questions but emphasize getting to know these people on a core level – their likes and dislikes, communicative abilities, favorite animals, etc.

With video interviews, we are able to gauge both an applicant’s professional background and their personality, which vastly facilitates our search. From there, we tend to pick the candidates of best fit and set up time for an “official” in-person interview.

Q:

What is the biggest impact that video interviewing has on your hiring process?

A:

The insights we get on our candidates are so complete, we have found those who make it through with a thumbs up from their one-way interview usually get the job.

Q:

Why should other companies look into video interviewing?

A:

Spark Hire has been an incredible route to allow us to hire new, talented employees. The ROI is readily apparent. Video interviewing is our first line of defense for hiring new team members.

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