Matlen Silver is an established name in US IT staffing and recruiting, with over 300 employees working across eight offices. Founded forty years ago, the business has built its reputation on attracting, engaging and onboarding top-tier technology talent, and has been working with idibu since 2020.
As a fast-growing technology recruiter, Matlen Silver wanted to spend less time advertising roles and more time placing candidates. Just as importantly, they wanted to bring their valuable candidate data together in one place, and finally get a clear view of which sources were actually delivering a return on their investment.
With a team of their size spread across multiple offices, they also needed a solution that worked as one with Bullhorn rather than sitting alongside it, simplifying workflows for consultants instead of adding another system to juggle.
For a business the size of Matlen Silver, success was never going to come from simply switching the platform on and walking away. It started with a detailed kick-off call involving their Sales Director and Service Delivery Manager, where we worked through their workflows, their challenges and the areas of the business they most wanted to move the needle on, alongside the practical logistics of setting up the account and the training the team would need.
From there, set-up covered everything needed to make idibu feel like a natural extension of how Matlen Silver already worked: collating the job boards they post to and logging their credentials, mapping out their branch, team and user structure, configuring user permissions and notifications, and setting up their candidate engagement requirements. Nothing left to chance, and nothing left for their team to figure out alone.
We've always believed that one size doesn't fit all, and Matlen Silver was a perfect example of why. Training began with account administrators and 'super users', consultants we bring up to expert status so they can support their colleagues from the inside. Followed by a series of online sessions capped at fifteen people each, so every consultant got proper attention rather than being lost in a crowd, and backed those up with links to our Knowledge Base of step-by-step guides and short how-to videos.
When it became clear that some teams leaned heavily on CV Search, we ran a separate, in-depth session dedicated to that feature alone, because the teams that get the most from idibu are the ones trained on the parts that matter most to them.
Once training wrapped up, our Account Management team ran Q&A sessions across all users, with regular touchpoints throughout onboarding to make sure new workflows were genuinely being put into practice rather than quietly forgotten.
We scheduled structured review meetings at three, six and nine months, each built around a clear agenda: are their workflows still efficient, where are the current pain points, how's their social media and attraction strategy shaping up, and crucially, are they still getting real value for money from idibu.
That's supported by short monthly webinars on a rotating range of topics, and an eight-week onboarding email sequence pointing the team to further guides, articles, videos and past webinars, all designed to embed the learning so it sticks long after the initial rollout.
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