How Agencies Start Seeing Value With Ember Quickly

What Onboarding With Ember Actually Looks Like

When agencies consider new technology, one question always comes up:

How difficult will onboarding be?

Many teams have experienced software implementations that take months before anyone sees real value.

Ember was designed to be different.

Our onboarding process focuses on helping agencies start seeing results quickly while setting recruiters up for long-term success.

Here’s what that typically looks like.

Step 1: Connect Ember to Your ATS

Getting started is simple.

Once an agreement is signed, your team requests an API key from your ATS so Ember can securely connect to your system.

This allows our platform to begin analyzing candidate activity and identifying opportunities within your database.

Step 2: Historical Data Activation

Next, we run a historical data review across your recent recruiting activity.

What we consistently see is that valuable candidate information exists but isn’t structured in a way recruiters can easily use.

Through this process, agencies typically see around 60% of the candidate profiles they’ve engaged with in the last six months enriched or updated.

This alone often surfaces opportunities recruiters didn’t realize were already in their database.

This phase usually takes about two weeks.

Step 3: Recruiter Training

Once the system is ready, we host live training sessions with your recruiting team.

These sessions focus on integrating Ember directly into their existing workflows so they can start seeing value immediately.

Within about four weeks, most teams are fully up and running.

Step 4: Ongoing Support

After onboarding, we continue working closely with agency leadership.

This includes:

• monthly leadership check-ins

• product updates

• occasional refresher trainings

Our goal is to ensure your team continues getting more value from the platform over time.

The Long-Term Impact

When agencies begin working with Ember, we often see them actively engaging with only about 1.5% of their candidate database.

Within the first several months, that number typically doubles, and often continues growing from there.

As more candidate profiles stay updated and accessible, recruiters can move faster and build stronger candidate relationships.

That’s when the database becomes more than a storage system.

It becomes a growth engine.

Learn more at www.emberhiring.com/contactus