How evenito built structured hiring from a one-person operation

evenito is a Zurich-based B2B SaaS company building enterprise event management software for some of the largest organisations in Switzerland and Germany. With clients including SBB, Swiss Life, and DZ BANK, and more than 1,500 events managed per month, the company has grown steadily since its founding in 2016. Growing from a small team to roughly 50 people, the company hired 15 new team members in 2025 alone, a 30% headcount increase. For most of that journey, CEO Tobias Giger managed the entire recruiting process himself, with Join as his only tool. Today, almost all of evenito’s hiring still runs through Join, and after more than seven years, the team has never considered switching.

The Challenge: The cost of building without a dedicated system for recruiting

When evenito started hiring at scale, the company had no people function and no recruiting infrastructure. Applications arrived by email. CVs were saved in folders. There was no shared view of who had applied, where they stood in the process, or who was responsible for following up.

Tobias took personal ownership of every hire, from writing job descriptions to conducting final interviews.

Applications scattered across email inboxes with no central tracking. “Before Join, every application landed in someone’s inbox via email or LinkedIn messages. There was no single place to track candidates or see where each candidate stood,” Tobias said. There was no pipeline, no shared visibility, and no way to ensure nothing fell through the cracks. The team tried routing applications through a shared email address but abandoned it quickly, as it was impossible to track who had responded to whom.

Management time consumed by recruiting administration instead of strategy. On top of product strategy and general management, every screening call, every interview, every rejection email, and every candidate follow-up fell on Tobias. Each manual step risked slowing down a process where the best candidates wouldn’t wait.

Inconsistent evaluation as hiring scaled across teams. As evenito grew and more people became involved in interviewing, there was no shared system for assessing candidates. Interview feedback lived in separate documents or not at all. Different teams asked different questions. Candidate evaluation approaches varied.

Overwhelming application volumes with no way to filter. A single UX/UI designer posting in Germany generated 600 applications in weeks. Without automated screening mechanisms, reviewing candidates manually consumed hours.

“If everything isn’t organised in one place, your team gets frustrated. With dozens of spreadsheets, things go wrong constantly. You lose oversight entirely.”

The Solution: From inbox to infrastructure

Tobias chose Join early. Within 18 minutes of creating the account, the first job was published. The initial appeal was straightforward: one place for all applications, structured access to candidate data, and a platform that candidates in the German-speaking European market already recognised and trusted. “Candidates in our market know Join and apply through it. This familiarity mattered for a young company still building its employer brand,” he said.

A centralised pipeline that made solo recruiting sustainable

With pipeline management, every application across every open role landed in a single, structured view. CVs, cover letters, and candidate details were all in one place. Every application, whether for an engineer in Zurich or a business development manager in Hamburg, landed in one system. The team could see who applied, when, and where they stood. For someone managing hiring alone, this visibility was the difference between a process that worked and one that relied on memory.

Scorecards and shared notes that unified evaluation across teams

For years, evenito kept interview feedback and evaluation on individual devices and in separate documents. When Tobias began delegating hiring to department managers, that approach could no longer scale. The team adopted scorecards and notes to standardise evaluation. Shared scorecard templates ensured the same questions were asked across departments. Internal notes now sit alongside each candidate’s profile and are visible to everyone involved in a hiring decision, so every interviewer has the same context. “The basics like job posting and application tracking got us started. But the deeper value came from features like scorecards and candidate notes,” Tobias said. “That’s where the hiring process really matured.”

Screening questions controlled application volume without reducing quality

Some roles attracted far more applications than the team could review manually. When hundreds of applications came in for a single role, knockout screening questions let the team set automatic rejection filters, such as German language requirements or joining availability, so mismatches were screened out before anyone reviewed a CV. For some roles, they also introduced a mandatory sentence that candidates had to include in their cover letter, to test whether candidates had genuinely read the job description.

A tool built for one that scaled to an entire hiring team

For years, Tobias ran evenito’s hiring alone in Join, with no training needed. “80% of it you just get immediately,” he said. “You can publish a job, receive applications, and push them through the pipeline. It’s intuitive.”

That simplicity made scaling easy. When evenito hired a People lead in mid-2025, the team did not need to rethink how hiring worked. The process, candidate history, and team workflows were already centralised in Join, so the new People function could step straight into an efficient system instead of building one from scratch. Roles and permissions clarified ownership, while collaborative ATS features kept everyone aligned. What started as a one-person operation naturally evolved into a structured team process, without switching tools.

Customised candidate communications that reflect the company’s voice

Candidate communication became another part of the process evenito could make its own. The team customised Join’s automated emails to match evenito’s tone of voice, creating a more personal and consistent experience at every stage. Its career page also became a stronger reflection of the company, with images, quotes, and video bringing the employer brand to life instead of relying on a generic job posting.

“If you’re hiring more than five people a year and you’re still on Excel and email, Join doesn’t just give you a better experience, it gives your candidates a 10 or 20 times better experience too.”

The Results: A hiring system that grew with the company

evenito’s results are not measured by a one-time process improvement, but by a hiring operation that has stayed reliable through years of growth. What began as a simple way for Tobias to manage applications alone has become the central system for a multi-person hiring team.

A single source of truth across every department and role. Every candidate, across engineering, sales, marketing, customer success, and operations, has been tracked using pipelines. No lost CVs, no scattered threads.

A hiring process adopted across the team. Today, seven active users log more than 60 sessions per week in Join, showing that hiring is no longer dependent on one person but embedded across the team. The simplicity of having all hiring actions, like job publishing, tracking, evaluation, emailing, team communication, and interviewing candidates, in one place is what makes the operation work.

Seven-plus years as a customer with no reason to switch. What began as a CEO doing everything alone is now a multi-user system where hiring managers, team leads, and management each play defined roles. The system worked from day one and continued to work as the company grew tenfold. “I can’t remember how we ever recruited differently,” Tobias said.

“Join is a very helpful, easy-to-use tool that helps evenito simplify, digitise, and modernise recruiting. If you’re growing from founder-led hiring to a multi-person team, you need a system that keeps every candidate, interview, note, and follow-up in one place.”

Beyond the platform, Join shaped how evenito thinks about hiring as a discipline. The structured process gave Tobias the confidence to step back from daily operations and focus on final-stage cultural assessment. Candidate feedback has been consistently positive, which he connects directly to the branded, human communication that Join enables.

Looking ahead, evenito is actively hiring for sales, account management, and customer success roles, using job ad bookings to extend each job’s reach into the German market via Stepstone, one of Germany’s largest job boards. The team is also refining their process further by adding salary transparency to postings, building out a talent pool, and experimenting with new screening methods. After nearly seven years, the relationship with Join is still deepening.

evenito is proof that the right ATS doesn’t just solve today’s hiring problem. It grows with the company, adapts to new team structures, and keeps delivering value long after the first job post goes live.