How an EdTech Company Built a Pre-Evaluated Talent Pipeline 6 Months Before They Needed It
800+
Candidates in pre-evaluated pool
3
Role types covered
8–9 weeks
Previous average time-to-hire
The Challenge
LearnSphere — a fast-growing EdTech platform with 2 million learners — faced a recurring talent problem: every time they needed to hire for growth marketing, product, or content roles, they were starting from scratch. Their recruiting cycles averaged 8-9 weeks, during which business decisions were delayed, team members were stretched, and they repeatedly lost good candidates to faster-moving competitors. Their Head of Talent identified the root cause: they had no pipeline. Every hire was reactive. They wanted to fix this structurally, not just for the next hiring cycle.
The Approach
LearnSphere partnered with ProveIQ to build a continuous pre-evaluated pipeline across three role types: growth marketing analyst, junior product manager, and content strategist. ProveIQ designed role-specific milestone assessments for each track. LearnSphere posted these assessments on ProveIQ as "exploratory opportunities" — not tied to specific open roles but to building a talent community. Over 6 months, 800+ candidates completed assessments across the three tracks. The top performers in each track were maintained in a live, continuously-updated talent pool. When a role opened, LearnSphere recruiters could filter the pool by assessment performance, role type, availability, and location. They moved from role-open to offer-accepted in an average of 11 days across their next 6 hires.
The Results
800+
Candidates in pre-evaluated pool
3
Role types covered
8–9 weeks
Previous average time-to-hire
11 days
New average time-to-hire
78%
Reduction in time-to-hire
4.8 / 5.0
Hiring satisfaction score (manager-rated)
“The mindset shift was the hardest part. We were used to thinking about hiring as something you do when you have an open role. ProveIQ helped us think about it as something you do continuously — building and maintaining a live pipeline of evaluated talent. Now when a role opens, we are not starting a search. We are activating a warm list. It has transformed how our whole team thinks about talent.”
Deepa Krishnamurthy
Head of Talent, LearnSphere
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