How FinBox Upgraded Recruitment Operations with Reczee ATS

Client Background

FinBox is a leading credit infrastructure and risk intelligence company empowering enterprises to offer modern credit products at scale. Their full-stack platform allows companies to seamlessly launch and manage embedded credit programs while FinBox handles the underlying complexity.

As FinBox continued to expand its footprint across the fintech ecosystem, the need for a more structured, scalable recruitment system became evident.

The Need for Change

As FinBox scaled its hiring efforts, the recruitment team realized its existing ATS had started falling short in a lot of important areas of recruitment. They sought a solution that could better support their growing needs and ensure smoother coordination across stakeholders.

1. Fragmented Candidate Journeys

Applications came in through LinkedIn, job boards, referrals, and direct emails, making it challenging to maintain a centralized, end-to-end view of each candidate's progress. This sometimes led to duplicated efforts, slower shortlisting, and limited visibility for hiring managers across these diverse channels. .

2. Manual Offer Workflows

The offer management process involved drafting letters manually, coordinating updates across teams via email, and individually tracking candidate responses. While functional, it required a lot of back-and-forth and lacked automation, making it time-consuming and challenging to scale efficiently.

3. Limited Feedback Access & Accountability

The previous ATS had limitations around the number of user accounts. As a result, not all interviewers were onboarded, which made structured feedback collection challenging. Since only a few users had access, feedback often had to be relayed manually or followed up over email—causing delays, reducing accountability, and making it harder to maintain a clear audit trail.

4. Screening at Scale

To keep candidate drop-offs minimal, FinBox kept screening questions short. But when applications grew in volume, manually reviewing resumes to filter based on specific criteria like notice period or current employer became challenging. Their previous ATS didn’t support advanced parsing or in-depth search filters to assist with shortlisting at scale.

5. Scheduling Done Outside the Platform

Interview coordination was handled manually using calendar invites and email threads. Without an integrated system, recruiters had to track availability, send invites, and follow up for confirmations on their own. This often led to scheduling conflicts, missed reminders, and delays in coordinating between candidates and interviewers. 

6. Email Conversations Lacked Visibility

Most candidate-related communication—whether updates, reminders, or interview confirmations—happened via email, outside of the ATS. This scattered approach made it hard to keep track of all interactions in one place. Recruiters had to manually check emails for context, which increased turnaround time and reduced decision-making efficiency. 

7. Complex Referral Management

The team wanted a better way to capture, track, and manage employee referrals. Without a dedicated referral flow, employees didn’t have visibility into the status of their referrals, and the recruitment team had to manage everything manually, slowing down the process for some of the most relevant candidates.

8. Agency Interactions on Spreadsheets

Recruitment agencies were an active part of FinBox’s hiring process, but submissions and updates were handled through emails and spreadsheets. This created a disjointed experience, with no centralized view of agency-referred candidates or their current status. 

The Reczee ATS Solution

1. Centralized Candidate Management

All applications—from LinkedIn, job boards, referrals, and agencies—were captured directly within Reczee ATS. This gave the TA team a single source of truth for every candidate interaction.

2. Smart Screening & Boolean Search

With Reczee’s smart screening features, FinBox could quickly filter through thousands of applications using Boolean search. The system scanned resume content accurately, helping recruiters zero in on relevant profiles in seconds.

3. Feedback Tracking with Accountability

Every interview round captured detailed, customizable feedback that was automatically added to the candidate’s timeline. Interviewers received evaluation links directly via calendar invites, and timely reminders ensured no stage was skipped—boosting accountability and consistency.

4. End-to-End Offer Management

Reczee’s offer module allowed FinBox to generate offers using pre-set templates and track candidate responses in real time. The entire offer process—from creation to acceptance—was now managed within the platform, eliminating the need for external coordination.

5. Referral Tracking Made Easy

All FinBox employees were onboarded to the platform. Referred candidates were tagged in the system, and employees could easily view the progress of their referrals—creating a more transparent and engaging referral process.

6. Consolidated Communication

Interview scheduling, email communication, and internal updates were handled entirely within Reczee. This eliminated tool-switching, ensured real-time sync, and helped keep the entire team aligned.

7. Seamless Scheduling

Interview scheduling was fully managed on Reczee. The team could pick from multiple scheduling options—calendar-based, automated slots, or even with a single voice/text prompt using Reczee’s AI Assistant.

8. Bidirectional Email Sync

Reczee’s bidirectional email sync brought all candidate and panel communications into the platform. Automated emails could be customized per role or stage, ensuring nothing slipped through the cracks.

9. Agency Collaboration on Platform

Agency workflows were handled via a dedicated module. Agencies could submit candidates directly, track their status, and collaborate seamlessly with the internal team—eliminating email chains and spreadsheets.

Results & Impact

Streamlined Recruitment Workflows

Every step of the hiring process—from sourcing and screening to feedback and offers—was now handled in one place, reducing manual overhead and confusion.

Seamless Collaboration

Recruiters, hiring managers, and agency partners could collaborate in real time with the help of structured access controls and transparent activity tracking.

Faster, Data-Driven Decisions

With complete visibility into pipelines and consolidated feedback, hiring decisions became quicker and more informed.

Prepared for Scale

With automation-ready offer flows and upcoming requisition approvals, FinBox is now set up with a future-ready recruitment infrastructure.

Smarter Interview Scheduling

Interview scheduling was now done within Reczee, using a range of options including one-click voice/text prompts—eliminating back-and-forth and reducing missed syncs.

Full Email Sync & Automation

With Reczee’s two-way email sync, all communication—whether with candidates or panelists—was tracked on-platform. Customizable automations also ensured timely follow-ups and improved visibility.

Agency Collaboration Made Simple

All agency interactions were moved to Reczee’s dedicated agency module. This replaced scattered spreadsheets with structured workflows, offering real-time tracking of agency submissions and performance.

Conclusion

By making the switch from their old ATS to Reczee, FinBox didn’t just upgrade their ATS—they transformed how hiring works across their organization.

From smart screening and structured feedback to seamless integrations and future-ready workflows, Reczee is helping FinBox build a faster, more candidate-friendly, and scalable recruitment engine.

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