Beetween

Background

Beetween is a French SaaS recruitment management solution (ATS, Applicant Tracking System) that helps companies digitize and optimize their entire hiring process. The platform brings application management, job ad distribution and collaboration between recruiters and managers together in a single tool.

With features for multiposting job ads to more than 180 job boards, managing applications and automating recruitment tasks, Beetween helps HR teams hire faster while improving the candidate experience.

With fierce competition for talent and the digital transformation of HR departments, Beetween wanted to accelerate new customer acquisition and strengthen its presence with HR leaders and recruitment managers.

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Objective

The goal of the partnership with Oliverlist was to build a qualified sales pipeline with companies that have significant hiring needs and want to modernize their HR processes.

The priorities were to:

• book qualified meetings with HR decision-makers
• identify companies dealing with high recruitment volumes
• position Beetween as a SaaS solution able to digitize and automate recruitment processes

Target audience

The prospecting strategy focused on the people directly involved in recruitment processes:

• HR directors
• Recruitment / Talent acquisition managers
• HR managers
• HR leads
• Operations directors at fast-growing companies

Target companies included:

• growing SMEs and mid-sized companies
• multi-site or multi-brand groups with regular hiring needs
• organizations looking to structure and digitize their application management.

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The strategy Oliverlist put in place

Identifying companies with active hiring needs

Oliverlist built audiences of companies actively hiring or looking to structure their HR processes.

Contact data enrichment

The databases were enriched to identify HR decision-makers and recruitment managers.

Multichannel campaigns

The prospecting campaigns combined:

• outbound email
• cold calling
• automated follow-up sequences

to multiply touchpoints with HR decision-makers.

Recruitment-performance messaging

The messages highlighted:

• time saved through recruitment automation
• a better candidate experience
• centralization and team collaboration around a single ATS.

Continuous campaign optimization

Audiences and messages were continuously optimized to improve:

• response rates
• the quality of the leads generated
• conversion into qualified sales meetings.

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