Your Most Productive Hires Aren't Job Hunting. Array HQ Finds Them Anyway.

Most recruiting still runs on the same assumption: post the job, wait for it to get seen by whoever happens to be scrolling that day. That reaches maybe a third of the workers who'd are qualified and would be impactful in the role. The other two thirds already have jobs and aren't looking, which means every recruiter chasing "found" applicants is fishing in the same small pond as everyone else. 

Array HQ built its recruitment advertising to fish somewhere else. Job boards, social, search, display, and retargeting run together instead of in isolation, and Array's advertising specialists place and maximize every campaign, shifting spend daily toward whichever channel is converting that week. That reach puts a job in front of nearly six times as many people than a standard job post gets, most of whom weren't job hunting at all. The specialists handle the placement. Customers get their week back to do the part that actually needs a human: reviewing candidates and deciding who's worth a shift. 

Here's where it used to fall apart. A recruiter could run a great campaign, generate a strong pool, and still lose the thread the moment those applicants hit the tracking system. Manual re-entry. Screening questions that didn't carry over. A candidate experience that reset to zero the second someone clicked apply. Array HQ now integrates with most major applicant tracking system, so that handoff disappears. Candidates flow straight into the system a team already runs, with the intake rules already set, and nobody's copying data between two platforms that don't talk to each other. 

What makes the two pieces work together is what happens after someone's hired. Array HQ doesn't stop tracking once an offer's accepted. Workers get rewarded for hitting defined goals, and managers see the financial impact in real time instead of in a performance review three months later with no connection to results. A problem on a shift gets caught on that shift. 

That's also what makes the recruiting side smarter over time. Managers build a profile of what a top performer looks like on their floor or their route, then screen new candidates against that profile instead of a generic job description. Better hires sharpen the profile. A sharper profile produces better hires. Array customers running this loop are seeing productivity gains of up to 2x. 

"Our customers succeed when the people they hire are productive, not just when a seat gets filled," said David LeStrat, President at Array Corp. "Posting a job on a board and hoping the right person finds it doesn't get you there anymore, so we invested in recruitment advertising to help companies find that more productive talent faster. And we built a system that follows a hire from their application through their individual productivity and production impact on the P&L. That is the whole point of Array HQ." 

Recruiting itself doesn't carry a per-seat price tag. Outside of ad spend, customers pay only when they make a hire. 

Array HQ will be at RecFest USA 2026, September 23 and 24 in Nashville, booth 31.