In May, Dallas digital hiring solutions leader Outmatch acquired Harver, an Amsterdam-based provider of volume hiring software meant to digitally transform the recruitment process at scale. The deal resulted in an all-in-one platform dedicated to solving the complex hiring challenges that organizations are facing today.
To reflect that mission, and better represent the companies’ combined capabilities, Outmatch today rebranded as Harver. From here, the company plans to continue working to develop the “world’s leading volume hiring solution for hourly and professional roles.”
“Outmatch’s extensive science and product capabilities, combined with Harver’s volume hiring solutions, have already proven to be a truly winning combination,” Jim Trimarco, CRO of Harver, said in a statement. “Together we can now provide a full-service solution that helps organizations not only overcome the challenges they face today, but also thrive in the years to come.”
Under the Harver moniker, the combined company aims to revolutionize the way volume hiring is conducted, while disrupting the recruitment industry. That approach includes four fundamental domains—matching, automation, candidate experience, business intelligence—that Harver believes can solve barriers when recruiting multiple employees for open roles.
Manual method used by many is slow-moving
According to Harver, volume hiring presents a set of obstacles that can’t be addressed through traditional solutions. Chief Customer Officer Oliver Staehelin says that the manual method used by many is slow-moving, often causing candidates to slip through the cracks.
“At scale,” she says, “this leads to major roadblocks that can stifle an organization’s growth plans.”
According to the company, the pandemic has only accentuated these problems. It’s a ripple effect—talent pools can shrink, and organizations won’t be able to compete on a global level.
That’s why Harver takes the digital approach. Its purpose-built technology aims to drastically decrease the time it takes to process candidates. The goal is a quicker, more informative and engaging application experience that simultaneously fights unconscious bias.
“With the streamlined hiring solution Harver provides, candidates have more control over their application and benefit from a more informative process,” Staehelin says. “TA leaders are freed up to make data-driven hiring decisions at scale.”
Outmatch experienced propelled growth pre-rebrand
Last year, Outmatch received a strategic majority investment from Rubicon Technology Partners, a Colorado-based private equity firm. That capital allowed the team to grow its platform organically and through strategic acquisitions within the HR tech space.
Since then the company has engaged in a whirlwind of activity. From landing new investors and making multiple acquisitions to improving their clients’ DEI in hiring, the startup is operating in continuous improvement mode.
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Outmatch was founded in 2015 to help companies hire and develop the best employees. Its goal has always been to match people with purpose. The company uses a talent intelligence platform that combines AI and machine learning with decades of behavioral science research to make people decisions more scalable, predictable, and personal.
Now as Harver, the firm wants to focus on helping global companies—like Sitel Group, Valvoline, McDonald’s, and Chili’s—digitally transform the way they find talent. The outcome, the team says, is a seamless integration and onboarding process.
Before the deal with Harver, Outmatch completed six acquisitions from 2017 to 2020. Today, the company has 250 employees spread across six global offices. Next year, it predicts it will help 1,300 clients screen 25 million candidates across 39 countries.
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