Lever · Moving Upmarket
Lever · Moving Upmarket
Case Study · Lever
How we proved Lever could operate at enterprise scale. First by eliminating implementation friction, then by building enterprise-grade user management.
37%
Q1 Engagement
Days → Min
Migration Time
12+
CAB Customers
Context & Mission
Lever was moving upmarket. Enterprise customers expected automatic HRIS integration, self-serve data migration, and workflows that didn't break when managers were unavailable. But Lever required manual provisioning, Support-dependent candidate uploads that took days, and workarounds for basic approval flows. This friction blocked deals, frustrated IT admins, and created operational overhead. If we couldn't prove Lever could operate at enterprise scale, the upmarket expansion would stall.
Enterprise implementations were bottlenecked by manual data migration. Customers emailed bulk candidate files to Support, who queued uploads in Amazon S3. Turnaround time: 3-4 business days. Errors in files meant additional back-and-forth, stretching timelines to weeks.
Enterprise customers needed Lever to work like the rest of their IT stack: automatic provisioning via SCIM, real-time sync with HRIS, and org-aware workflows. Instead, they faced manual user creation, stale data, and broken approval chains.
Who we were serving
We were building for multiple stakeholders across implementation, IT infrastructure, and recruiting operations, each facing different bottlenecks but all blocked by the same core issue: Lever wasn't built for enterprise scale.
Customers emailed bulk files to Support, who used backend processes to upload via Amazon S3. Turnaround: 3-4 days. Errors extended timelines to weeks.
IT admins manually created and updated 50+ users per month. User data went stale between HRIS and Lever. No SCIM support meant Lever didn't meet enterprise security standards.
When managers were OOO, approvals stalled or required manual reassignment. Teams worked around Lever by routing approvals outside the system.
Building for enterprise scale
We approached Lever's upmarket challenge in two phases: first, prove we could operate efficiently at scale by eliminating implementation friction. Then, prove the product itself could integrate like enterprise infrastructure.
We started by eliminating the biggest implementation bottleneck: manual data migration. I partnered with the Top of Funnel team to build a self-serve bulk importer. Drag-and-drop CSV upload, real-time validation, specific error messages for failed rows. This cut migration time from days to minutes.
With implementation efficiency proven, we built HRIS Sync to solve the product integration gap. I built the Orion platform team from scratch (0 → 7 people) and led deep discovery with 12+ CAB customers. We anchored on SCIM as the industry standard and launched with Proxy Approval.
Implementation bottlenecks were blocking enterprise deals immediately. Building the bulk importer delivered fast value and bought time to build the deeper HRIS Sync platform work.
We evaluated Merge.dev but chose SCIM for long-term flexibility. Every enterprise IT stack supported it. Customers could self-implement. We retained full control.
Recruiting teams cared about Time to Hire and Time to Fill. Approval bottlenecks hurt both. Launching with manager approval proved HRIS Sync solved real workflow problems.
What we shipped
These became the reusable building blocks for Lever's enterprise readiness, proving we could operate efficiently and integrate seamlessly.
Drag-and-drop CSV upload with real-time validation and specific error messages for failed rows. Customers could migrate candidates in minutes instead of waiting days for Support.
IT admins configured SCIM once and user data, name, email, job title, manager, synced automatically from HRIS to Lever. No manual provisioning, no stale data.
Synced HRIS fields like job title, manager, department, and location, giving recruiting teams better context and enabling org-aware workflows.
Managers could approve requisitions, offers, and postings on behalf of unavailable direct reports. The system automatically routed approvals up the org chart when needed.
See it in action
Click any image to view full size.
How we stayed on track
Moving Lever upmarket required partnering across teams, building new capabilities from scratch, and sequencing work to deliver value early.
I partnered with the Top of Funnel team to build the self-serve bulk importer. This wasn't my direct team, but the work was critical. I helped shape requirements, worked with implementation teams, and ensured smooth integration.
I started HRIS Sync with zero dedicated resources. I led discovery with 12+ CAB customers while simultaneously building the Orion platform team. By Fall 2022, we had grown to 7 people.
We worked closely with 12+ CAB customers throughout development. This helped us understand edge cases, validate SCIM decisions, and ensure the product worked for both IT and recruiters.
Within HRIS Sync, Proxy Approval was the most direct path to measurable impact. By launching it first, we proved HRIS Sync could solve real workflow problems immediately.
What changed after launch
The Bulk Importer cut candidate upload time from days to minutes, freeing Support and Implementation teams for strategic work.
37% of eligible customers engaged with HRIS Sync features in Q1 following launch, proving immediate value for enterprise workflows.
Proxy Approval eliminated manual reassignment when managers were OOO, directly improving Time to Hire and Time to Fill.
HRIS Sync created the foundation for future capabilities, headcount planning, internal mobility, that depended on reliable org data.
Where the work was hardest
Early 2022
The Bulk Importer was built by the Top of Funnel team, not my direct reports. I had to influence without authority, shaping requirements and coordinating with implementation teams while letting them own execution.
Spring 2022
I started HRIS Sync with no dedicated resources. I conducted deep discovery with 12+ CAB customers while simultaneously building the Orion platform team from 0 to 7 people.
Summer 2022
SCIM was the right long-term choice for universal compatibility. Both small and large orgs can use SCIM, and it gave us full control while aligning with enterprise IT standards.
Fall 2022 → Spring 2023
HRIS Sync was built for enterprise, but Lever served SMB too. We had to ensure features didn't add unnecessary complexity for smaller teams.
How this shaped my approach
Starting with the Bulk Importer delivered fast value and built confidence before tackling the longer HRIS Sync work. Enterprise transformation doesn't have to be all-or-nothing.
SCIM was table stakes for IT, but Proxy Approval was what recruiting teams cared about. Starting with manager approval proved HRIS Sync solved real workflow problems.
The Bulk Importer freed Support and Implementation teams for strategic work. Every workflow we could shift to self-service paid compound dividends.
The Bulk Importer wasn't my team, but it was critical. Partnering across teams required building trust and coordinating without slowing execution.