New Features That Delight

Easier Hiring Events & Interview Scheduling

Interviews and hiring events are essential to having a well-planned hiring strategy in place. One that focuses on reducing complexity and improving the candidate experience.
Grayscale’s scheduling is a comprehensive solution for managing virtual and in-person hiring events. It is designed to enhance attendee experiences, increase engagement, and provide valuable insights for event organizers and hiring managers. Grayscale is revolutionizing the way we hire and hold interviews by offering a dynamic and interactive solution for all types of events.

We’ve enhanced our user experience for 1-1 Events, Group Events, and added an additional event type - Event Registrations for all scheduling customers. You can simplify and streamline interviews to improve the candidate experience and expedite the hiring process:

Event Registrations

  • Perfect for Hiring Events, and can also be used for Corporate Events, Team Events, and a whole lot more!
  • Create events with name, descriptions, location, and slots with capacity limits for attendees to register for a specific day and time 
  • Send automatic email and text reminders to increase participation rate
  • Provide unique scheduling URLs for existing candidates to autofill their candidate details and make registration as simple as a few clicks
  • Use public URLs that can be posted on social media, sent in email, or distributed via QR codes to increase attendance 
  • Set registration deadlines and automatically hide past dates and slots
  • Collect registrant name, email, phone number, and SMS consent in the Talent Pool for future texting
  • Bulk message all registrants for an event or target communication to specific time slots


Grayscale Hiring Event


In addition, you will see the following additional improvements to Scheduling:

  • Improved calendar configuration process 
  • View metrics by event name, event type, and creator
  • Report on the number of registrants who booked, rescheduled, or canceled their event
  • View upcoming events across all event types in our streamlined Upcoming Events Tab


Grayscale App Scheduling


This builds upon the existing 1-1 Events & Group Event functionality:

  • Send unique booking links so that candidates can self-schedule for the right kind of interview on the right calendar at a time that works for both them and the interviewer
  • Video conferencing for remote meetings or location details for in-person events
  • Automate email and text confirmations
  • Book on behalf of others’ calendars 
  • Allow candidates to self-register, reschedule, or cancel their interviews


Grayscale Events & Group Event functionality


It's essential to keep candidates engaged throughout the hiring process. When you combine interview scheduling software with texting and automation / AI you improve show-rates and keep your candidates engaged by sending automated reminders, keeping them informed about the status of their application and the next steps in the hiring process.

What are you waiting for?

Empowering the Hiring Manager

Empowering the Hiring Manager

Hiring managers are more than just the person responsible for making the final hiring decision. They are the frontline warriors, sifting through resumes, conducting interviews, and ultimately deciding who joins the team.

The hiring manager is like the GM of your favorite sports team, hoping to construct a winning workforce. To truly maximize the potential of these talented individuals, it is essential to empower them further in their roles. By doing so, organizations can unleash their full potential and accelerate the hiring process.

Empowering hiring managers means providing them with the necessary tools, resources, and authority to make informed decisions. It's all about recognizing their expertise and entrusting them to act as stewards of the company culture and values during the hiring process.

When HR professionals feel equipped and trusted, organizations can tap into their acute knowledge of role requirements, team dynamics, and desired skill sets, enabling them to make better-informed choices. Choices that extend past hiring and into the retention of an engaged workforce.

Ultimately, empowering your hiring managers accelerates the time to fill. When managers are equipped with tools that let them self-schedule interviews and communicate at scale with candidates, they can expedite the process by swiftly identifying the right candidates, conducting efficient interviews, and making timely offers. This saves valuable time and resources while also ensuring that top talent doesn’t slip away due to an arduous hiring process.

Furthermore, empowerment fosters confidence in your HR teams. When given the freedom to act like an owner and make decisions definitively, they become more proactive and assertive in their approach…to their entire set of responsibilities. This confidence radiates during interviews and interactions with candidates leaving a positive lasting impression.

Empowering hiring managers breeds “ownership thinking,” which in turn leads to the hiring and retention of a high-quality workforce.

In the rat race to quickly hire frontline employees in volume, the role of the hiring manager is far too often overlooked as a key contributor to a company's success. It’s imperative that buyers acknowledge they cannot afford to ignore the hiring manager's influence. By doing so they may unknowingly leave money on the table as their HR teams continue to lean on outdated tools and tech rather than chasing innovative solutions.

When buyers recognize the significance of the hiring manager’s role, they kick open the door to a wealth of untapped potential! By engaging with the team member and understanding their perspective, buyers can gain valuable insights into the ever-evolving talent landscape, emerging trends, and fresh HR solutions. This collaboration enables buyers to make well-informed decisions, align their hiring strategies with key business objectives, and ultimately find a cost and time savings.

Grayscale offers simple, customizable solutions that check all the boxes! Spend time connecting with potential team members while Grayscale handles the rest. We’ll manage your calendar while you manage relationships. We offer full visibility into all conversations and interviews the hiring manager is having, ensuring job offers are made swiftly to increase acceptance rates.

When partnering with Grayscale, organizations can see a 51% decrease in no-shows and ghosting during the hiring process. By focusing on fostering an unparalleled experience for the hiring managers as well as the candidates, we’re able to help build and retain the engaged frontline workforce you’ll need for success.

Supporting Hiring Managers, ft. Dick's Sporting Goods

Supporting Hiring Managers, ft. Dick's Sporting Goods

We had an insightful fireside chat with Rick Jordan on how Dick's Sporting Good's leans into creating both a great candidate experience, but also a great hiring manager experience.


Ty Abernethy:

I know a big stakeholder at Dick's is your many hiring managers, and I wanna spend a few minutes there, just what you're thinking about, what you're working towards, and just the importance of supporting that manager in this total equation.


Rick Jordan:

So we think about our hiring managers as, 'we bring 50% of this equation and you bring the other 50%', true partnership. I can't hire without you, you can't hire without me. So I think the first thing for us as TA professionals, we have to make it really easy for our hiring managers.

And then when it is easy, we expect them to show up. But you are a partner, you're side by side with us. And then we strategize.

I think our brand gets the candidate's interest. You love sports. You played sports, your kids play sports. So the brand gets us in the door, but then we join and stay with a company because of the people we work with and work for.

That all starts with that hiring manager. We are in this together and one of the things we look for, and then what we expect is building really dynamic teams.

It's part of your job as a leader. And we've got hiring managers here that really get it, and we look at them like, 'you are an asset to us as we're trying to recruit talent'.


Ty Abernethy:

Yeah, making clear the importance of hiring, and their role in that. And so making sure that experience. Isn't just great from the TA team and then stops once they get to the store. So that continuity-


Rick Jordan:

Ty, specifically for our stores, we've been working on this journey where we're changing that mindset. Your role as the head coach of our store is always thinking about your team, and recruitment has to be a priority.

Now, we have phenomenal support at our most senior space at the organization that talks about talent all the time.

Building inclusive, diverse, engaged, inspired teams. That's one of their top priorities. So it takes a shift that recruiting might not be your day job, but it's gonna be a solid piece of your day job.


Ty Abernethy:

Yeah, that makes total sense. And when you're thinking about supporting those store managers effectively, I imagine you probably have a whole other set of challenges to implement technology to help support those stores from a recruiting standpoint, because all the stores maybe do things a little bit different.

Is that then a factor here, or is it more about just meeting the store manager where they are or, more about standardizing everything and making sure they just are brought up into the fold?


Rick Jordan:

We do understand all the dynamic pieces of running these massive Dick's Sporting Good stores. We never take that for granted that there's so much going on in that store, that we can't just push technology. We can't just say, 'Hey guys, tomorrow start doing this'. So it does make you really empathetic, really in their shoes.

So when we go out and spend time in stores and realize, wow, there are a lot of competing priorities, so we think about that quite a bit. And anything that we do out in our field organization, we're gonna test, we're gonna pilot, we're gonna get feedback from people that are doing it in that space, before we would take something out to our entire chain.

It's not as simple as rolling something out to a recruiting team of 50 people. We're talking 850+ stores that we wanna change the process.

And it does go back to 'just make it really easy for the hiring managers'. Help them build their teams, don't overcomplicate processes. Don't overcomplicate systems you have to click 13 times just to get the candidate's resume.

How easy is it for them to bring their 50% to the table?


Ty Abernethy:

Yeah, it's almost like you're doing the same type of work for the candidate journey as you are for the store manager journey, right? Ease of use, eliminate friction, keep it simple, it's just like a mantra over and over.


Rick Jordan:

It's the story of life in recruiting, and people that have done it know it, you've got so many stakeholders. You want a great candidate experience, but you need a great hiring manager experience. And neither one is more important, everyone has to feel the love from the TA folks.