Upgrading the careers website without replacing the ATS

Infosys is a global digital services and consulting company with more than 300,000 employees and operations around the world. Today, it uses SmartDreamers as the central platform for all of its recruitment marketing.

It started with one goal: a better candidate experience on the careers website, the main gateway for people who want to work at Infosys.

The context: a careers website run by the ATS

Infosys’ talent acquisition team wanted more than a visual refresh. They wanted to improve the whole candidate journey, from the first landing page to the submitted application.

The challenge was that job listings, job descriptions and application forms were all managed by the applicant tracking system. An ATS is built for recruiters, not for candidates, so the careers website was limited by what the ATS could do.

After a first meeting at Infosys’ New York City office in February 2020, SmartDreamers proposed a different approach: redesign the careers website completely while keeping the existing ATS in place.

The implementation: four months from design to launch

The work started with a review of the existing careers website, to understand what candidates needed before building a new layout. During the first month, Infosys and SmartDreamers worked through the design together and refined it before anything went live.

• A new careers website built on the SmartDreamers CMS, designed around the candidate journey.
• An API integration with Brassring, so applications flow into the existing ATS without changing recruiters’ processes.
• Two weeks of testing before launch, covering the form integration and the layout on mobile and desktop.

From the first design to launch, the project took about four months.

“By using the SmartDreamers CMS, we built the career website we envisioned without replacing our ATS.”

Rohit Sharma, AVP, Head of Talent Acquisition, Infosys

The analytics setup: measuring every step

A careers website is never finished. It needs constant monitoring and improvement, so measurement was part of the project from the start. SmartDreamers Analytics tracked:

• Candidate paths across the main pages.
• Drop-off rates on application forms.
• Conversion rates by source.

The team also ran A/B tests on the main pages to find the layouts that performed best, so design decisions were based on how candidates actually behaved.

The results

After the redesign, the careers website conversion rate increased by 24%. With better data on every channel, Infosys also optimized its budget across all sourcing channels, leading to more applications and more successful hires from each platform.

• 24% higher conversion rate on the careers website.
• 12x faster launch of new pages, such as campaign landing pages.
• Full control of the careers website for the talent acquisition team.
• No mandatory account creation, removing a common reason candidates leave.
• Automated CRM journeys for every candidate.
• Advanced analytics for all pages and forms.

After launch: continuous improvement

The first six weeks after launch were set aside for in-depth analysis, to find and fix any issues early. After that, monthly meetings were scheduled to review the analytics and keep improving the site.

Infosys’ talent acquisition team now has full editing control over all pages, forms and workflows in the CMS. They make changes in real time, without waiting for the IT team, which is why new pages now go live 12 times faster.

More than a careers website

Infosys also uses other SmartDreamers modules to support the rest of the candidate journey.

• Talent Attraction. Campaigns on Facebook, Google, LinkedIn, Reddit, Instagram and other channels increased careers website traffic by 24% and reached new candidate pools, with real-time performance data for all campaigns in one platform.
• CRM. Automated email sequences for each form and candidate database, with email analytics to measure how well each campaign works.

Together, these give Infosys a competitive edge in a highly competitive talent market, without replacing the ATS its recruiters rely on.