User Review
( votes)
2024 was a challenging year for the recruitment industry – but growth may be on the horizon. In Bullhorn’s most recent GRID Industry Trends Report, nearly 70% of the 1,500+ staffing professionals we surveyed predicted that revenue will increase in 2025.
That optimism especially holds for those who are investing in technology. The same report found that automating key recruitment tasks, relying on data, and leveraging AI correlates strongly with revenue growth. Furthermore, 43% of respondents are focused on using technology to improve recruiter productivity as a means of seeing business growth in the year to come.
But the key to success isn’t just about adopting new tools, but instead strategically building a tech stack that aligns with your business goals, enhances productivity, and drives measurable results. And those that focus on building and optimizing their tech stack in 2025 stand to gain a considerable competitive edge.
At Engage London 2024, we gathered with industry leaders to hear their insights on how to define problems, select the right solutions, ensure smooth implementation, and measure success. Moderated by Amy Vine, the panel featured tech experts, including Liran Kotzer (CEO & Co-founder, Woo), Luke McNeil (CRO, CloudCall), and Pretyush Sharma (Enterprise Sales Manager, Whatfix), who unpacked their best practices for building a tech stack that truly delivers.
Setting the foundation for success
Before investing in technology, recruitment firms must clearly define their business challenges and objectives. As Kotzer pointed out, successful implementation starts with strategic alignment. “Every business has different needs,” he said. “Some want to defend against competition, others aim to improve operational performance, and many just want to boost revenue. Without a clear goal, it’s impossible to identify the right solutions.”
The panelists stressed the importance of internal alignment from the outset. “Different stakeholders will have different priorities,” said McNeil. “Bringing them together early ensures you’re evaluating tech solutions that will drive company-wide success.”
Choosing the right technology
Once objectives are clear, the next step is selecting the right tools. But with countless vendors offering similar solutions, how do firms make the right choice?
“A strong partnership is key,” McNeil explained. “It’s not just about what a tool can do — it’s about how it helps you achieve your business goals. If a vendor can’t articulate how their solution directly impacts your KPIs, they might not be the right fit.”
The panel also highlighted the importance of ongoing partnerships. “A true partner’s success is tied to your success,” Sharma noted. “Evaluate how a vendor supports adoption, provides training, and adapts the product to evolving needs.”
Driving adoption
Buying a tool is just the beginning. Implementation requires careful planning, resource allocation, and a phased approach to minimize disruption.
“Recruitment firms are not tech companies,” Kotzer said. “You need a champion — someone who owns the implementation, aligns teams, and drives adoption.”
To keep projects on track, Sharma recommended detailed effort estimation. “Rank tasks by department, define a clear timeline, and ensure internal teams are ready before launch. Surprises derail implementation.”
Even the best tools fail without user adoption. The panelists emphasized fostering a culture that embraces technology.
“You can’t have digital transformation without culture transformation,” McNeil asserted. “Recruiters need to see how tech improves their day-to-day work. Success stories and internal advocacy drive engagement.”
According to Sharma, breaking adoption into stages is crucial. “Start with mission-critical applications tied to revenue. Win early adopters, build advocacy, and scale gradually.”
Measuring success
The final step in the tech stack journey is measuring performance. Firms must establish clear success metrics from the outset and track them over time.
“Sometimes measurement happens too early,” Kotzer warned. “Tech adoption takes time. Start with qualitative feedback — do users find the tool helpful? Then, transition to hard metrics like time-to-hire and placement rates.”
McNeil shared an example of a client who differentiated themselves by focusing on candidate experience. “They implemented CloudCall to improve recruiter-candidate communication and measured success through feedback surveys. Aligning tech with business outcomes ensured they had strong ROI.”
Future-proofing your tech stack
The recruitment industry is at a turning point, with AI, automation, and data analytics playing a larger role in shaping hiring strategies. The panelists urged firms to stay agile, embrace emerging trends, and continuously refine their tech stack.
By building an outcome-driven strategy for tech adoption and implementation, recruitment firms can not only survive but thrive in an increasingly digital world. Whether you’re evaluating new tools, implementing AI, or optimizing workflows, the key is aligning tech investments with business goals, fostering adoption, and measuring impact every step of the way.
