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Executive summary
It’s not uncommon for remote companies to receive hundreds, if not thousands, of applications per open role. Sorting through all these candidates to find the perfect fit is never easy, especially in the early stages of company growth, when titles are fluid and needs change every quarter.
Next Lotto, a company focused on transforming traditional state lotteries, was a remote-first startup with just 15 employees and no HR manager. It was looking to grow to 25 employees within just a couple of months.
Hours saved per candidate
Roles filled at once as a team of 15
Team growth achieved with ease
Faster time-to-hire
The challenge
Being a remote-first company, Next Lotto often receives over 100 applications per role. They also tend to hire for many different roles at once, leading them to juggle hundreds of candidates at once. As a small startup, it was just too much volume for them to speak with every candidate individually.
As a result, Next Lotto struggled to find the right candidates, describing it like finding a needle in a haystack.
To make matters worse, job titles and roles are constantly evolving, making it difficult to match the right candidates with what they’re looking for.
For example, someone who used to be called a videographer now has the title of “content creator”, and roles like Chief Revenue Officer often no longer exist under that name, even though the same work is still needed.
Next Lotto knew that if they wanted to make their hiring process smoother and more efficient, they needed to find a way to pre-screen applicants who might be a good fit. That’s when they started looking into skills tests to shortlist candidates for an interview.
The number of applications often overwhelms us. We found that we were not able to filter the best candidates with the most-needed skills, which made our hiring process frustrating and often inaccurate.
The solution
Next Lotto wanted to set up tests that would screen candidates’ English proficiency and critical thinking skills. They were initially drawn to Toggl Hire’s extensive test library of over 200 skills tests. “We found the test library to be very thorough and helped us in finding targeted questions for each role,” Philipp Loew-Albrecht, CEO of Next Lotto, explains.
But Toggl Hire’s test library templates are just the start. Philipp continues, “We have had great experiences with the AI assistant to come up with open-ended free-text questions.” Creating and saving these custom questions for every role is extremely helpful, since they can vary greatly from position to position.
An application form
A Toggl Hire skills test and video introduction recording
An interview
The results
Since introducing Toggl Hire to its new hiring process, Next Lotto has saved 1.5 hours per candidate and reduced its recruitment process from six to just four weeks.
“Without Toggl Hire, we’d have to invest a lot of time and energy into filtering the right candidates just to interview [...] We are now able to pre-screen potential candidates, saving us a significant amount of time.”
But the real power spreads beyond individual open roles. The magic of Toggl Hire lies in how it impacted their ability to fill multiple roles at once.
“Thanks to the skill-based tests, we are able to efficiently screen candidates and successfully fill up to five roles simultaneously.”
Not too shabby for a team of 15.
Philipp noticed this new process led to an additional benefit he never would’ve predicted — it helped them hire a more diverse team with some unlikely star players.
“It’s very interesting for us,” he says. “We chose to hire applicants who may not have had the most impressive CV or worked for well-known companies, but they showed better results in their assessment tests. [...] They also turned out to be our best culture fit!”
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