How evenito built structured hiring from a one-person operation

At a Glance

7 years, 50 hires, one tool: evenito’s recruiting story

evenito is a Zürich-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, 99% of evenito’s hiring still runs through JOIN, and after more than seven years, the team has never considered switching.

The Challenge

One person, every hire: the cost of building without a recruiting system

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.”

Raphael Tobler

Tobias Giger, CEO, evenito

The Solution

From inbox to infrastructure: building a hiring process that actually scales

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 JOIN’s 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 Zürich 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 JOIN’s 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, JOIN’s 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 applicants 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, there was no migration or rebuild as an efficient hiring system was already in place. JOIN’s roles and permissions clarified ownership, while collaborative ATS features kept everyone aligned. What started as a one-person operation became a structured team process, without switching tools.

Customised candidate communications that reflect the company’s voice

evenito consistently receives positive feedback on its recruiting process and Tobias attributes this directly to how the team communicates with candidates. The People lead rewrote all of JOIN’s automated emails to match evenito’s tone of voice. The career page became a real reflection of the company — images, quotes, video — rather than a generic 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,” said Tobias.

The Results

One source of truth: how JOIN powered evenito’s growth from day one

evenito’s results are measured in a hiring operation that has scaled continuously and held together over more than seven years.

• A single source of truth across every department and role: Every candidate, across engineering, sales, marketing, customer success, and operations, has been tracked in one system since day one. No lost CVs, no scattered threads. Today, seven active users log over 60 sessions per week inside JOIN.

• 99% of all recruiting-related tasks through a single system: From junior hires to senior leadership, every role was filled effortlessly with JOIN. 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.

• 7+ years as a customer with zero reason to switch: What began as a CEO doing everything alone is now a multi-user system where hiring managers, the People lead, and the CEO 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 the recruiting process. If you want strong growth, you need something like this.”

Tobias Giger

CEO, evenito

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 the 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 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.

“I’d recommend JOIN to any company that hires more than five people a year and still works with Excel and email. JOIN transforms the experience for both the company and the candidates.”

Tobias Giger

CEO, evenito

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