Same team. Significantly higher output.
Enterprise HR teams are accountable for hiring velocity across multiple business units, geographies, and role types - with recruiting teams that have not scaled proportionally with the business. Gigin scales the output without the headcount ask.
The problem
The enterprise hiring problem
Most enterprise CHROs are managing a structural tension: the business is growing at a rate that requires a faster, larger recruiting function - but headcount additions to the recruiting team are slow to approve, expensive to justify, and slow to ramp. The result is a perpetual gap between what the business needs and what the team can deliver.
The enterprise version of this problem is harder than the mid-market version because the volume is higher, the roles are more complex, the stakeholders are more numerous, and the reporting requirements are more rigorous. A gap in one business unit affects the others. A delayed hire in the technology group affects a product launch. A stalled search in finance delays a quarter close.
At enterprise scale, the pre-hire workflow bottleneck multiplies. A team managing 50 concurrent open roles across 5 business units cannot manually source, call, and shortlist candidates for every role. The roles that get recruiter attention are the ones that are squeakiest - not the ones that are most business-critical. Every other role waits.
The bottleneck
Why adding recruiters is not the answer at scale
The enterprise hiring bottleneck is not headcount - it is process. Every recruiter on the team is running the same process for every role: source manually, call down a list, screen, shortlist, manage the ATS, coordinate the hiring manager. Adding a recruiter adds one more person running the same process. The per-role cost of that process does not change.
Hiring more recruiters to handle more roles is a linear solution to an exponential problem. Each additional recruiter adds roughly the same capacity - handling 10–15 roles at a time, spending 60% of their time on pre-hire screening and sourcing work that does not require human judgment. Gia scales non-linearly - adding a new role means adding one Gia configuration, not one recruiter.
What changes the unit economics of enterprise hiring is eliminating the per-role manual cost of the pre-hire process. When Gia handles sourcing, calling, and shortlisting for every role simultaneously - across every business unit, every geography, every role type - the recruiting team's capacity scales without the team scaling.
At scale
How Gigin runs the pre-hire workflow at enterprise scale
50
Open roles means 50 active Gia workflows - each configured per BU and role type
Per BU
Each business unit configures its own GIA Loop - tech, finance, sales run differently
100M+
Profiles searched for every open role in parallel
1:1
Shortlist per recruiter per role - no single centralised queue
Shared
Cross-BU talent pool checked before any role is posted publicly
Enterprise capabilities
Enterprise-specific capabilities
1
CHRO dashboard across all BUs, with filtered views per team
Per BU
Custom GIA Loop workflows - configured once, reused forever
SAML
SSO via Okta, Azure AD, or your existing identity provider
RBAC
Role-based access - recruiter, hiring manager, Head of TA, CHRO
US
Data residency - candidate data on US-region AWS infrastructure
Named
Dedicated CSM, custom onboarding, quarterly business reviews
Custom
SLA - response time commitments documented in your contract
SOC 2
DPA, sub-processor list, and security documentation under NDA
Leadership reporting
What leadership reports look like
The three questions every CHRO needs to answer at the board level - and where the data lives in Gigin.
90 days
Rolling time-to-fill vs target by BU - weekly CHRO dashboard
6 months
Cost-per-hire and agency escalation trend - monthly analytics
Quarterly
Roles closed per recruiter vs plan - pipeline velocity by BU
Stack integration
How Gigin fits the enterprise stack
Workday
Shortlists feed Workday Recruiting - offer acceptance triggers onboarding
Greenhouse
Shortlists at the configured stage, assessment notes on the profile
Eightfold
Or Phenom - Gia adds the execution layer to your talent intelligence
HRIS
ADP, Rippling - post-offer data transfers for onboarding, no re-entry
BI
Tableau, Power BI - analytics exportable via API
SSO
Okta, Azure AD via SAML - Enterprise plan
FAQ
Frequently asked questions.
Yes. Gigin offers US data residency, SOC 2 controls documentation, DPA, sub-processor list, and SAML SSO for enterprise customers. Security documentation is available under NDA upon request. Send the request to sales@gigin.ai - we respond within one business day.
Yes. Each business unit configures its own GIA Loop - the assessment criteria, question set, scoring rubric, and escalation logic for each role type within the BU. A tech engineering BU configuration is entirely separate from a finance BU configuration. Configurations are reused across every future role of that type within the BU.
Enterprise onboarding is scoped during the sales process. Standard enterprise onboarding - covering SSO setup, integration configuration, and initial GIA Loop setup for 2–3 role types across 2–3 BUs - typically takes 1–2 weeks. The first Gia-generated shortlist from a live role can arrive within the first week.
The CHRO dashboard shows all open roles across all business units - role name, BU, recruiter assigned, candidate count per stage, days open, and risk flags for roles that have stalled. Time-to-fill trend and agency escalation rate are visible at the enterprise level. Each BU can be filtered independently.
Both paths are available. For enterprises deeply invested in Greenhouse or Workday, Gigin integrates as the agentic pre-hire layer - Gia handles sourcing, calling, and shortlisting; candidates appear in your ATS at the configured stage. For enterprises evaluating ATS alternatives, Gigin's native ATS covers the full pipeline management workflow and can replace the existing ATS at contract renewal.
Have questions? We're here to help.
Reach out to our team and we usually reply within one business day.
Let's talk
Talk to enterprise sales.
Tell us your team size, hiring volume, current stack, and the biggest constraint in your recruiting operation. We will build a plan around your workflow.
