Section4 is a fast-growing startup with a mission of democratizing business education -- it’s where professionals can access high-quality content and networks that help drive value for their companies. Section4 worked with Dover to build out a team during a period of significant growth, and there’s no signs of slowing down ahead: the company will be close to 100 people by the end of this year.
Greg Shove, the CEO of Section4, came to Dover because he needed to move quickly while also maintaining a high quality bar for his initial set of foundational hires. Rather than work with an agency on a contingency-basis, he preferred using Dover’s software platform, citing Dover’s model and offering as “simple and aligned to the customer.” Dover’s calibration process, benchmark reporting, and scalability were critical value-adds for Section4’s growth goals, as well.
“We are hiring 50 more people next quarter – it is simply not possible to hit our hiring goals without Dover.”
When Section4 started to ramp up hiring 6 months ago, they knew they needed to bring in new people across every department of the company -- without a dedicated recruiting function in place.
Greg Shove, Section4’s CEO, describes the company’s experience of growing demand: “We couldn’t slow down. Product-market fit was accelerating, so we didn’t have time to put in a recruiter or HR generalist in place. We used Dover to kickstart and accelerate these processes quickly.”
As is the case with many early-stage companies who use Dover, Section4 was able to get the ball rolling immediately: the product manages all of your candidate channels -- outbound, inbound, and referrals -- and surfaces them where you work. Each hiring manager reviews candidates directly in Slack, which then feeds a calibration process. Having the ability to review and calibrate candidates and align on expectations “early and often” was key to the company’s success in hiring.
Greg describes his experience with Dover’s integrations across various ATS and Slack: “The product integrations are very smart and quick, nimble, which makes the hiring process very smooth.”
"We couldn’t slow down. Product-market fit was accelerating, so we didn’t have time to put in a recruiter or HR generalist in place. We used Dover to kickstart and accelerate these processes quickly."
Dover’s data-driven approach helped the team move quickly. Given the product’s ability to benchmark interest and conversion rates through the hiring funnel against other positions, the team was able to hold themselves accountable to the hiring process. Greg and his executive team always had a sense of time-to-hire to close key positions when working with Dover.
In doing so, they were able to move at a very fast pace, and close key hires to the team. The metrics-driven approach was one of the key draws for Greg as he was building out his early recruiting strategy, because he needed to be able to quickly forecast and get a sense of the talent pipeline.
Greg described the way the product was able to cover additional hiring managers’ workflows as time went on: “The product works quickly for one position and then works quickly for others, which allows Dover to scale through the organization easily.”
Dover has worked with and helped hire for managers on Section4's Marketing, Product, Content, Design, Community and the Enterprise Business teams. Given each hiring manager’s ability to use Dover independently, the company is in a good place to continue using the playbook they have developed over the past six months: “We are hiring 50 more people next quarter -- it is simply not possible to hit our hiring goals without Dover.”