Quick snapshot

Customer: PagerDuty

Industry: SaaS / Digital Operations

Company Size: 1,300+ employees globally

Location: United States

Challenge: Scaling personalized candidate engagement, while streamlining the recruitment marketing workflow

Products implemented: PageUp Clinch

Three standout metrics

$26K

annual savings from tool consolidation

44%

open rate for nurture campaigns

12 hires

from talent network outreach in 3 quarters

The voice of the customer

“When I first joined PagerDuty, it took weeks to make small changes to our career site.So that was step one with PageUp Clinch, to take control of the career site, give the web team time back, and shorten our own workflows from weeks to seconds!.”

– Karen Namm, Senior Program Manager, Talent Marketing, PagerDuty

What was going wrong

PagerDuty is an AI-powered platform trusted by half of the Fortune 500 to manage and resolve digital disruptions. With over 1,300 employees across the globe, their talent needs span multiple geographies and specialties. Getting the right people into the right roles at the right time is mission critical for their talent acquisition team.

But their employer brand was being held back by inefficiencies:

  • Minor changes to the career site took weeks to implement

  • The recruiting team relied on manual outreach and disconnected tools

  • There was no scalable way to build, nurture, or convert a global talent pipeline

With only one dedicated person managing talent marketing, automation wasn’t just helpful-it was essential.

The turning point

Karen Namm, PagerDuty’s Senior Program Manager of Talent Marketing, knew change was needed. She partnered with PageUp to implement Clinch recruitment marketing and CRM. The goal was to transform how PagerDuty attracted, engaged and converted talent using AI-powered tools and a unified platform at the core.

The shift began in three phases:

  1. Taking control of the career site
    Ownership moved from the corporate web team to Talent Marketing, and making updates went from weeks to seconds.

  2. Launching targeted campaigns
    Using historical candidate data from their ATS, Karen rolled out segmented nurture campaigns for regions and departments.

  3. Scaling with automation and AI
    With foundational workflows in place, PagerDuty started tracking engagement, personalizing candidate journeys, and growing their global network with ease

The solution in action

PagerDuty consolidated talent acquisition tools, simplified processes, and activated smarter ways to connect with talent through Clinch.

Key initiatives included:

  • Automated job alerts
    CTAs were embedded across the career site, campaign emails, and event pages, bringing unknown candidates into their global talent network.

  • Nurture tags and workflows
    Using three key tags (G&A, Sales, Product Development), rejected candidates were automatically added to segmented nurture journeys via Clinch. Recruiters and marketers shared ownership of the process.

  • Dynamic content and immersive media
    From CEO spotlights to blog roundups and a “Culture Catch-Up” section, Karen used GenAI to build a more dynamic, engaging site experience with no developer required.

  • Enhanced apply experience
    Job descriptions featured department leaders and embedded GIFs, giving candidates a more personal, human connection.

  • Performance tracking with precision
    Using UTM tracking and LinkedIn’s Insight Tag, PagerDuty could accurately measure ad performance and candidate conversion points.

The impact

Hard ROI

  • $26K/year saved by deactivating a paid video tool
  • 44% open rate on nurture emails
  • 12 hires from their talent network in 3 quarters
  • 1 platform powering candidate marketing automation, insights, and personalization

 

Soft ROI

  • Site updates are instant, not delayed
  • Candidates receive relevant, personalized comms
  • Recruiters spend less time on admin, more time on connection
  • Tag-driven workflows grow the talent network on autopilot

What surprised us most

Some of PagerDuty’s highest-converting candidates weren’t landing on their homepage, they were diving deeper. Pages like blogs, benefits, diversity, and employee videos drove the strongest hire rates. With influence tracking in PageUp Clinch, the team could surface these patterns and double down.

Let’s chat about how PageUp Clinch can help.

Want to automate the growth of your talent network and deliver a personalized experience at scale?

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