Myridius, founded in 1974 and headquartered in New Jersey, is a global technology services provider specializing in digital solutions, cloud services, data and analytics, and digital transformation. With operations spanning the United States, Philippines, and India, and a workforce of 1,000–5,000 employees, the company serves leading clients across banking and financial services, insurance, health sciences, travel and hospitality, and consumer sectors.
Myridius’ mission is built on the philosophy of bringing genius together — blending human ingenuity with cutting-edge technology to solve the most complex client challenges. As the company expanded globally, talent acquisition emerged as a critical enabler of success, demanding a seamless, candidate-centric recruitment experience that matched the organization’s digital-first identity.
The talent acquisition landscape at Myridius was constrained by outdated, manual processes that slowed hiring, created inefficiencies, and left candidates dissatisfied. Recruiters struggled with fragmented systems for managing profiles, resulting in duplications and inconsistent tracking across regions. Manual scheduling, feedback collection, and offer creation created bottlenecks that extended hiring timelines, while MIS reporting consumed recruiter time that could have been spent on candidate engagement.
Referral programs were run via email, lacking transparency and systematic tracking. Candidates frequently complained of unclear communication and poor visibility into their status, creating uncertainty and eroding trust. Meanwhile, hiring managers had limited real-time visibility into recruitment progress, making collaboration difficult and slowing decision-making.
These challenges had wider business implications. Extended time-to-fill limited Myridius’ ability to respond to client needs, while inconsistent candidate experiences threatened the company’s employer brand in competitive technology markets. With global operations across three geographies, the absence of standardized processes also meant inefficiencies multiplied at scale. It became clear that a digital transformation of the recruitment function was necessary, both to improve operations and to reflect Myridius’ promise as a digital transformation partner.
Myridius partnered with RippleHire to launch a comprehensive digital recruitment platform that reimagined the candidate journey. The strategy was built on three pillars: transparency, timeliness, and personalization. By mapping the process through the candidate’s perspective, Myridius identified critical touchpoints that shaped perceptions and redesigned them to deliver consistency and impact.
The technology platform enabled seamless applications through mobile-optimized forms and AI-powered job description builders. Automated, personalized communications provided real-time updates to candidates, replacing uncertainty with transparency. Recruiters benefited from integrated scheduling tools, structured interview feedback, and direct calendar integrations with MS Teams, while managers gained visibility and accountability through system-driven prompts.
Offer generation, previously a manual and error-prone process, was digitized with dynamic templates across employment types in the USA, India, and the Philippines. Electronic signatures and leadership welcome notes made the process faster and more engaging. Pre-onboarding was transformed through digital document submission portals, automated workflows, and personalized communications, reducing delays and creating a seamless transition from candidate to employee.
Stage 1: Application and Engagement
Applications were simplified and mobile-enabled, ensuring accessibility and ease of use. Candidates could submit profiles with minimal friction, while recruiters leveraged AI-generated job descriptions that were clear, accurate, and inclusive.
Stage 2: Communication and Transparency
Real-time status updates, automated yet personalized communication, and transparent timelines replaced fragmented and inconsistent outreach. Candidates gained clarity on next steps and greater trust in the process.
Stage 3: Interview and Offer
Automated scheduling and structured digital feedback streamlined interview management. Processing time was reduced from 8–12 hours to just 5 minutes. Offers were generated digitally within 48 hours, using dynamic templates that adapted to role, location, and employment type. Candidates received customized contracts, transparent breakdowns of compensation, and personal notes from leadership, enhancing engagement.
Stage 4: Pre-Onboarding and Feedback
Candidates uploaded documents directly into the system, reducing the collection process from days to an average of three business days. Automated approval workflows eliminated manual follow-ups, while welcome communications and resources prepared candidates for a smooth integration. Feedback surveys at critical stages captured candidate perceptions, creating a continuous loop of improvement.
Candidate feedback rating
Time for interview scheduling (reduced from 8–12 hours)
Time for processing offers
Time for document submission (reduced from 5)
Candidate & vendor status updates
The transformation yielded measurable outcomes across recruiter productivity, candidate satisfaction, and compliance. Interview scheduling time was reduced from nearly half a day to just five minutes. Feedback collection, once offline, became structured and timely, with automated reminders ensuring responses within 24 hours. Offer generation and acceptance, previously managed outside the ATS, were digitized, ensuring accuracy and completion within 48 hours.
Candidate documentation, once requiring five business days, is now completed in three. Vendors gained real-time visibility into their candidates’ status, reducing dependency on email updates. Most importantly, candidate satisfaction rose to 4.8 out of 5, with candidates praising the transparency, professionalism, and speed of the process. These outcomes strengthened Myridius’ employer brand and positioned the company as an employer of choice in highly competitive talent markets.
For Myridius, the candidate experience transformation is a foundation for ongoing innovation. Future initiatives include leveraging AI to personalize communications by role and career stage, expanding self-service options for candidates to schedule interviews and access resources, and deploying predictive analytics to identify and resolve bottlenecks before they impact candidates.
Deeper onboarding integration is also planned, creating a seamless handover from recruitment to employee lifecycle systems. Gamified referrals and expanded use of social sourcing will further strengthen pipelines. With a candidate-centric philosophy and technology-enabled foundation, Myridius is committed to continuously evolving its recruitment practices to stay ahead of market expectations.
Myridius’ transformation journey demonstrates how digital innovation can turn candidate experience into a strategic advantage. By redesigning processes through the candidate’s lens and leveraging RippleHire’s technology, the company reduced recruitment cycle times, improved transparency, and achieved a candidate satisfaction score of 4.8 out of 5.
This Brandon Hall award-winning initiative highlights that exceptional candidate experience is not simply about efficiency but about building trust, engagement, and brand advocacy. Myridius has shown that by aligning recruitment practices with its digital-first identity, it can attract, engage, and retain the talent needed to deliver exceptional outcomes for its clients