How Flatiron Health Provides a Thoughtful Candidate Experience

“All employers are in the business of health.”

These words, which surfaced in a recent Forbes article about inclusion, should resonate with any organization that cares about its employees, no matter what product or service it provides. And, of course, it couldn’t be more true for healthcare technology company Flatiron Health. The organization works to improve lives by learning from the experience of every cancer patient. They make smart decisions through listening and learning, and their passion for changing lives makes them better at what they do.

It’s inspiring to see they’ve applied this same strategy to their thoughtful candidate experience that allows them to hire the best talent dedicated to the fight against cancer. We caught up with Flatiron Health Recruiter Danielle Tierney to learn more about how the company brings their people-first philosophy to life in their candidate experience.

GH: Why do you feel it’s important to create a winning candidate experience?

Danielle: As a company, the quality of our people makes what we do possible. A key piece to hiring passionate people to help us achieve our goals, is ensuring we give everyone an amazing candidate experience, from the first reachout through onboarding. Offering a top-notch experience allows each candidate who applies to take a “look under the hood” to understand our values and learn what makes Flatiron so unique.

GH: What challenges have you come across when attempting to create a positive candidate experience?

Danielle: One of the biggest challenges is navigating unforeseen circumstances such as interviewer schedule changes or client conflicts, which can often lengthen the total process. While many factors can often be out of your control, sending updates to candidates and setting clear expectations along the way makes all the difference. On the applicant side, we have an emergency email alias where candidates can write in to make sure we can triage or help with any last-minute scheduling issues.

As we’ve grown as a company, we’ve also learned that managing our employees’ interview load can improve overall candidate experience. Specifically in our engineering organization, we’ve started a pilot program to cap interview load for individual interviewers, and also increase the efficiency of our process.

GH: What techniques are you using to keep your hiring teams engaged so you can win at every candidate touchpoint?

Danielle: Building a strong relationship between the recruiting team and hiring managers can be key to creating a smooth experience. When both groups meet regularly and share updates openly, the candidate definitely benefits! At Flatiron, we've mapped out specific accountabilities for the coordinators, recruiters and the hiring teams. This enables each of us to clearly understand and deliver on our responsibilities.

During the interview process, we’ve also tried to incorporate more informal breaks or meals into our process. This helps the candidate and the team learn more about one another in a more casual environment.

GH: What advice do you have to help recruiting teams make candidate experience a company-wide priority?

Danielle: While pipelines and interviews can certainly build up, it’s important to try and keep the experience of each candidate in mind. Learning from all your wins and losses can help improve your processes over time. To help keep experience front of mind, it’s helpful to find ways to regularly update the company on hiring progress. We send out quarterly newsletters to keep the company up to date on all things recruiting.

Getting employees involved in interviewing is key to keep teams connected to the hiring process. For all of our roles, we include not only direct team members but cross-functional folks from other teams as well. It gives the candidate the opportunity to meet more people across the company.

To celebrate a successful hire, Flatiron has a #ringthehiringbell channel on Slack where we congratulate coordinators, sourcers, hiring managers and the whole interview team for a job well done on closing an open role. When thinking about the time our employees spend helping us with our hiring goals, we’ve also begun tracking capacity to ensure we’re not burning out our interviewers. We also recognize employees for the time they spend interviewing through our “Interviewer of the Month” shoutouts.

GH: How are you tracking and measuring candidate experience initiatives?

Danielle: The main way we track and measure candidate experience is through a monthly, anonymous survey that is sent to our interviewees. This survey not only gives us quantitative data, but also qualitative data that we can use to pinpoint potential areas for improvement. The raw data is sent out to the whole recruiting team for transparency. It’s also a time when we can celebrate wins, and brainstorm ways to improve. We review the trends from the survey monthly to track progress.


From the speed in which you respond to candidate emails, to the style of your careers webpage (meaning ensuring it doesn’t look like it’s from 1995), every candidate touchpoint matters. Apply these tips from Flatiron Health, and you’ll be on your way to not only meeting candidate expectations, but blowing them out of the water. You’ll leave those who might not have even received an offer feeling valued, cared for and ready to refer your organization to others.

Your hiring process doesn’t stop after you make the hire. Find out how you can create harmony between the candidate experience and the new hire experience.

Micah G

Micah is the Content & Community Manager at Greenhouse. She was previously an Engagement Strategist at VICE where she worked on consumer brands ranging from ice cream to TV shows. When she's not in the office, she enjoys green parks and NYC rooftops. Keep the conversation growing with Micah on our Greenhouse LinkedIn, Twitter, Facebook, and Instagram.

Filed Under:


Candidate Experience