As one of the world’s largest employers, with 2.1 million employees and over 10,000 stores globally, Walmart needed to ensure a steady talent pipeline. The company was grappling with inefficiencies in managing interview schedules and coordinating events with multiple schools, and lacked clear analytics to identify which schools provided the highest quality candidates. To address these challenges, Walmart’s MBA Relationship Manager, Morgan Lemley, used the 12twenty Hiring Cloud, which includes four hubs specifically designed to streamline workflows. This tool allowed Walmart to effortlessly coordinate aspects of the hiring process, from recruiting and scheduling to interviewing and event management, through one centralized platform. With the Multischool Interviews Hub, Walmart was able to interview 732 applicants from 19 business schools, eliminating the need for travel for on-campus interviews. The results were significant. Walmart saved over $400K in on-campus interview expenses, with costs normally reaching $24,705 per event. Additionally, each recruiter saved 10-12 hours in scheduling time over a 4-week recruitment process. Email communication about interviews was eliminated as all interactions could be managed through the platform, enhancing user experience. Moreover, robust analytics from the Recruiting Intelligence Hub allowed Walmart to identify schools that yielded the highest return on investment, leading to a more efficient recruitment process.

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Dow Chemical faced several critical hiring challenges as it sought to maintain its leadership position in the industry. The company needed to sustain the size and quality of its MBA Leadership Development internship program, but it was encountering difficulties in identifying and attracting top-tier candidates from non-target schools. Additionally, the lack of specialized recruitment tools hindered their ability to streamline the hiring process, potentially missing out on valuable talent pools. To address these challenges, Dow Chemical implemented the Talent Acquisition Hub on 12twenty. This enabled them to broaden their candidate pool by discovering previously unknown full-time MBA graduates from non-target schools. The advanced candidate search functionalities allowed the team to streamline their recruitment processes, quickly engaging and hiring highly qualified candidates. By using data-driven insights, Dow refined its recruitment strategies to align better with organizational goals. The adoption of 12twenty's solution resulted in significant improvements in their hiring strategy. Dow Chemical discovered a diverse pool of previously untapped candidates, enriching its talent pipeline with fresh perspectives and skills. The company optimized resource allocation and time management, leading to enhanced hiring efficiency. Their strengthened talent acquisition strategy attracted top-tier talent, thereby maintaining their leadership presence in the global market.

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A rapidly expanding Fortune 500 textile company faced significant challenges in campus recruiting. The company needed a strategic approach to fill niche design roles and essential MBA positions in finance, marketing, and operations. Lack of clear direction and difficulty in accessing top design schools and MBA programs made it challenging to find candidates with the appropriate skills. The company shifted its focus to quality over quantity in their recruitment efforts. This strategic refinement now consistently attracts top-tier candidates who precisely match their specialized needs. The changes implemented through 12twenty’s Hiring Cloud have been crucial to this success: promoting their 20 most critical roles, expanding their talent pool, and streamlining the hiring process. The shift in the company's recruiting strategy yielded remarkable outcomes. By focusing on quality and strategically promoting their most critical roles, the company significantly enhanced its ability to attract and engage top-tier talent. Results showed a 2250% increase in year-over-year profile views, a 601.8% boost in promoted post views, a 387% rise in applications, and a 363.5% growth in job posting views.

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Rice University sought to enhance their career services by improving data accuracy, increasing student engagement, and streamlining their internal processes. The university needed a solution to elevate their knowledge rate from an already high 95% to ensure even more precise and actionable insights. Additionally, they aimed to increase attendance at career events and appointments among first-year undergraduates and required tools to simplify data access and reporting. Rice University leveraged the full capabilities of 12twenty’s Career Cloud to address these challenges. Centralized access to employer meeting notes streamlined workflows and improved data accuracy. Appointment analytics provided insights into appointment data, enabling analysis without requiring custom reports expertise. Dashboards allowed the creation of visually engaging reports, empowering university leaders to quickly respond to student outcomes and engagement data inquiries. As a result of these implementations, Rice University achieved a knowledge rate increase from 95% to 97%, with a 17% boost in salary knowledge rate. Student engagement improved, evidenced by a 16% rise in overall appointments and a 60% rise in bookings by first-year students. Additionally, the efficiency of reporting and data visualization processes improved, enabling quicker responses to leadership inquiries and reducing the time spent on data handling.

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Rhode Island School of Design (RISD) faced the challenge of needing a highly customizable platform to meet the distinct demands of their arts-oriented community. The complexity of managing experiential learning approvals across 22 majors, each with 154 unique configurations, required a robust system. Additionally, RISD faced difficulties in efficiently managing career events for over 1,000 students and 200 companies, highlighting the need for centralized operations to improve decision-making. To address these challenges, RISD implemented 12twenty's Career Cloud platform, tailored specifically to their creative disciplines. The platform offered a user-friendly, visually appealing interface for all stakeholders. It also managed the 154 unique approval processes effectively, and the OCI Lottery along with the Virtual Interview Command Center eased career event management. By centralizing career services activities and using integrated reporting tools, RISD improved both operational efficiency and decision-making. As a result of these implementations, RISD achieved increased student engagement, particularly in career events and experiential learning opportunities. The new system reduced stress for students involved in career fairs and interviews, streamlining the overall event management processes. The centralized operations not only improved management but also led to faster and better informed decision-making, thereby enhancing the overall efficiency of RISD's career services.

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Career fairs at Iowa State University (ISU) are a massive undertaking. With over 17,000 attendees across 12 events in just two months, managing the logistics required more than spreadsheets and goodwill—it needed a platform built to deliver results. After 15 years on the same career services system, ISU sought more than just a new tool. They wanted a partner who could innovate, collaborate, and adapt to their needs. The decision to switch came with ambitious goals: modernize career fairs, streamline campus-wide operations, and deliver measurable results—all on a tight timeline. One of ISU’s top priorities was implementing event kiosks to handle career fair check-ins. 12twenty worked closely with ISU to develop and pilot the system, incorporating their feedback to create a solution tailored to their needs. The impact was immediate. At the flagship Engineering Career Fair, over 17,000 attendees participated across 12 events, with 80% using kiosks for seamless check-ins. This transformed a historically challenging process into an effortless experience. In just three months, ISU launched its first module, completed the rollout of new tools across nine centers, and automated over 1,800 invoices using the Orders API. These tools didn’t just improve efficiency—they elevated the experience for students and employers alike. With 30,000 active users and 351 admins operating on one platform, ISU now delivers a cohesive experience for everyone involved. By leveraging technology, teamwork, and a shared vision, ISU delivered measurable success for its students, employers, and staff.

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Syracuse University College of Law's career services team faced significant operational challenges that hindered their ability to support the 800 students relying on their services. The outdated CRM system and manual processes for job postings, externships, and career fairs created inefficiencies and limited employer engagement. To overcome these hurdles, they needed a modern career management platform that could streamline their operations, improve student engagement, and strengthen employer connections. To address their challenges, Syracuse Law adopted 12twenty’s Career Cloud, a platform designed to modernize career services. Within just two months, the platform was fully implemented, launching in time for the Fall On-Campus Interview (OCI) program. Key features that made a significant impact included the Experiential Learning Module, which simplified externship tracking, and the Job Board, which allowed employers to post jobs directly. The platform also provided real-time employment insights, streamlining event management and centralizing career resources for student access. As a result, Syracuse Law's Fall OCI program saw record-high participation with more employers connecting with students. The automation of externship tracking reduced administrative burdens, and streamlined processes improved employer relationships. With stronger employer engagement and data-driven decision-making tools, Syracuse Law set a new standard for career services within two months, significantly enhancing their operational efficiency and student opportunities.

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When L.E.K. Consulting set their 2021 hiring goals, one thing was clear — sticking to their typical target schools wasn't going to work. LEK wanted to double their MBA intern hires from 25 to 50 without compromising candidate quality during one of the most competitive hiring seasons. That’s why they turned to 12twenty’s industry-leading inventory of high-quality MBA talent. L.E.K. found that 12twenty offered a higher volume of ideal candidates and the tools to engage them. Recruiting Manager Renee Go used Global Candidate Search to connect with MBA students and Virtual Events to engage them—no on-campus visits needed. L.E.K. utilized exclusive relationships with over 140 MBA programs, including 24 of the top 25, to tap into a broader talent pool. As a result, L.E.K. achieved a 124% increase in hiring volume, successfully hiring 56 new MBA interns. 50 of these new hires received return offers due to their exceptional fit within the company. Moreover, their virtual engagement strategy resulted in 545K+ impressions, broadening their reach and enhancing engagement with top talent across diverse locations.

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In 2014, women working full-time in the United States earned just 79 cents for every dollar earned by men, according to U.S. Census data. Emily Taylor, Director of MBA Career Education and Communication at UCLA Anderson, was well aware of this gap. She had long seen how a lack of salary transparency left graduates—especially women—underprepared to negotiate offers or understand their market value. Two years later, in 2016, Taylor noticed something surprising in UCLA’s MBA salary data. The wage gap between men and women had nearly disappeared. After adopting 12twenty’s data and analytics tools, female graduates were now earning 98.6 cents for every dollar earned by their male peers at 12twenty partner schools. Taylor credits the shift to transparency. By giving students access to real salary data—filterable by industry, job function, location, and demographics—12twenty made it easier for students to benchmark their value and advocate for competitive compensation. The results were significant. Women MBA graduates across 12twenty’s partner institutions earned an average of 97 cents to the dollar, a marked improvement over national MBA trends. This progress provided female graduates with better negotiation positions and helped bridge the pay gap, contributing to a 7% yearly increase in average base salaries for all graduates.

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