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Coupa hires 92 skill-fit candidates in one year by using iMocha’s assessments.

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Candidates assessed
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Candidates hired
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Coupa at a glance

Coupa Software (NASDAQ: COUP) is a cloud platform for business spend management (BSM). They help customers maximize their spending under management, achieve significant cost savings, and drive profitability. Coupa provides a unified, cloud-based spend management platform that connects hundreds of organizations representing America, EMEA, and APAC with millions of suppliers globally. The Coupa platform provides greater visibility into and control over how companies spend money.

Headquarters: San Mateo, California, United States

Global Presence: Europe, Latin America and Asia Pacific

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Employees:

3000+

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Established:

2006

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Industry:

Computer Software

iMocha products used:

AI-enabled Proctoring

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the challenges
Coupa has built its brand around “Value as a Service" and believes in offering an obsessive and unwavering commitment to making their customers successful. They were looking to expand their team for multiple roles.
The challenge

The key challenges were:

  • Skills quantification
  • Traditional hiring methods
  • Lengthy hiring time

Amidst its recruiting strategy, Coupa’s hiring team struggled with skills quantification for Engineering, Cloud Computing, and Account Management. Recruiters relied on the resumes and did not have a tool that could efficiently assess candidates for them. This led to hiring managers wasting a lot of time in interviewing irrelevant candidates.

Coupa quickly realized that an automated skills assessment tool would not only help them eliminate bad hires but also enhance the candidate pipeline quality. With this in mind, Coupa vetted a few assessment tools before partnering with iMocha. The HR team created a few tests and started inviting candidates to appear for the tests. Firstly, this was an automated process where everything from the invitations to the test status, to the report, could be tracked. Secondly, it wiped out any decisions based on gut feeling or a recruiter's prerogative. All candidates that made it to the interviews performed well at the interview too.

  • During one of the weekly calls with Capgemini, our customer success team dived into their University Hiring strategy.
  • During one of the weekly calls with Capgemini, our customer success team dived into their University Hiring strategy.
  • During one of the weekly calls with Capgemini, our customer success team dived into their University Hiring strategy.
  • During one of the weekly calls with Capgemini, our customer success team dived into their University Hiring strategy.

Step by step explanation of the workflow:

  • They did not have a large recruitment team that could reach out to these universities across the USA to participate in career fairs and interact with the students. This hampered their recruitment roadmap.
  • However, more important was the lack of technical resources to evaluate candidates who applied for this role.
  • They did not have a large recruitment team that could reach out to these universities across the USA to participate in career fairs and interact with the students. This hampered their recruitment roadmap.
The result
the result

Coupa used the skills report to hire 92 candidates for engineering, cloud computing, and other technology roles. With a robust skills assessment platform in place, Coupa streamlined its recruitment strategy to garner quality candidates in its pipeline.

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