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.
| Dimension | What Happens at Enterprise Scale |
|---|---|
| Simultaneous role coverage | Gia runs a separate workflow for every open role across every business unit simultaneously. 50 open roles means 50 active Gia workflows — each configured for the role type, the BU's criteria, and the hiring manager's requirements. |
| Workflow differentiation by role type | Each business unit configures its own GIA Loop — the assessment criteria for a tech engineering role are different from a finance role, which are different from a sales role. Gia executes the right workflow for the right role automatically. |
| Parallel sourcing | Gia searches the 75M+ candidate database for all 50 open roles simultaneously. Passive candidates who match are surfaced to the relevant recruiter across every BU in parallel. |
| Shortlist delivery at speed | Each recruiter receives the shortlist for their roles — not a single centralised queue. Every recruiter starts their day at the decision point for their specific roles. |
| Cross-BU talent pool | Every candidate Gia touches across every BU is added to a shared talent pool — tagged by role type and specialty. When a role opens in a new BU, Gia checks the enterprise pool before posting publicly. |
Enterprise capabilities
Enterprise-specific capabilities.
| Capability | Description | Why It Matters at Enterprise Scale |
|---|---|---|
| Multi-team dashboards | One CHRO dashboard showing all open roles across all BUs. Filtered recruiter views per team. | CHRO sees the full picture without aggregating spreadsheets from 5 team leads |
| Custom workflows per BU | Each business unit configures its own GIA Loop — different criteria, different questions, different stages. | Tech recruiting and ops recruiting run on different criteria — both configured once, reused forever |
| SSO via SAML | Single sign-on via your existing identity provider (Okta, Azure AD, etc.) | No separate Gigin credential management — every user logs in via the corporate IdP |
| Advanced permissions | Role-based access — recruiter, hiring manager, Head of TA, CHRO. Each role sees what they need and nothing else. | Hiring managers see their roles. CHROs see everything. Recruiters see their pipeline. |
| US data residency | Candidate data processed and stored in US-region AWS infrastructure. | Required for enterprise compliance teams and regulated industry hiring |
| Dedicated customer success | Named Gigin CSM managing your account. Custom onboarding. Quarterly business reviews. | Enterprise accounts are not on a shared support queue — you have a team member. |
| Custom SLA | Response time commitments documented in your contract. | Predictable support reliability for enterprise procurement requirements |
| DPA and security documentation | Data Processing Agreement, sub-processor list, SOC 2 status documentation — available under NDA. | Standard requirement for enterprise security review and vendor onboarding |
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.
| Board-level question | What Gigin Shows | Frequency |
|---|---|---|
| Are we hiring fast enough to meet the growth plan? | Time-to-fill per role type vs target — with trend over rolling 90 days by BU | Weekly CHRO dashboard |
| What is our cost per hire and are we reducing agency dependency? | Internal fill rate vs agency escalation rate. Cost-per-hire trend over rolling 6 months. | Monthly analytics |
| Is our recruiting team productive? | Roles closed per recruiter per month vs plan. Pipeline velocity by recruiter and BU. | Quarterly business review |
Stack integration
How Gigin fits the enterprise stack.
| System | Integration Path |
|---|---|
| Workday HCM | Gigin integrates with Workday Recruiting module. Gia's shortlists feed the Workday pipeline. HRIS handoff on offer acceptance triggers onboarding workflow in Workday. |
| Greenhouse (enterprise) | Full integration — Gia's shortlists appear in Greenhouse at the configured stage. Assessment notes attached to candidate profile. |
| Eightfold / Phenom | If your enterprise has invested in a talent intelligence platform, Gigin's agentic sourcing and calling layer adds the execution capability that complements Eightfold's intelligence layer. |
| HRIS (ADP, Rippling) | Post-offer candidate data transfers to your HRIS for onboarding initiation. No manual re-entry. |
| BI tools (Tableau, Power BI) | Analytics data exportable via API for integration with your enterprise BI environment. |
| Identity provider (Okta, Azure AD) | SSO via SAML — Enterprise plan only. |
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.
