About
Bally’s is a global entertainment operator providing casino and resort experiences across the U.S. and U.K., as well as a growing online gaming presence throughout North America and Europe. With more than 12,000 employees and thousands of open roles each year, Bally’s prioritizes operational excellence and brand consistency in every candidate touchpoint.
Growth Opportunity
- A more efficient and automated interview scheduling experience across high-volume roles.
- A consistent and brand-aligned candidate journey that lives up to the promise of “Candidate Experience.”
- A centralized place for employer branding, candidate education, and communications.
- Real-time insights into candidate sentiment and team performance through Pulse surveys.
- Better internal collaboration and enablement across recruiting teams.
Outcomes With candidate.fyi
- 24 hours to first interview (down from a slow, manual process) (67% reduction in time to first interview)
- 4.76/5.00 average candidate Pulse survey score
- Improved internal collaboration through shared templates and centralized feedback
- Full UKG integration developed and launched in partnership
- Candidate journey personalization at scale, from scheduling to feedback
The biggest outcome for me is the Pulse Surveys - we're at 4.77 at the moment, which is an amazing thing to shout across the business. We're now at around 24 hours to first interview, which saves a lot of time and gets us moving a hell of a lot quicker. The onboarding process was really smooth, and any time there's been issues or changes we needed to make, everyone's always been really helpful in getting them implemented as soon as possible. It helps us live up to our name and deliver quality across numerous points of the candidate experience journey.
The Promise of "Candidate Experience"
Changing a department’s name to "Candidate Experience" is easy. Building the infrastructure to support that promise is a complex operational challenge.
When Bally's restructured its Talent team, they made a deliberate choice to move away from the traditional "Talent Acquisition" label. Jack, the Candidate Experience Manager at Bally’s, explains that this shift was about accountability rather than just terminology. If the team was going to be named after the experience they delivered, they had to ensure that experience was exceptional.
However, the team faced a significant hurdle immediately following this rebrand. Bally's moved to a new Applicant Tracking System, UKG, which offered robust core HR functionality but lacked the sophisticated automated interview scheduling features they had used previously.
The result was a "glaring hole" in their tech stack. Recruiting partners were suddenly forced back into manual coordination for high-volume hiring (approximately 1,000 roles in Q2 alone). This manual workload created a bottleneck that threatened to slow down hiring velocity and introduce inconsistency into the candidate journey.
Delivering a Seamless UKG Integration
Enterprise organizations often view a missing ATS integration as a dealbreaker during vendor selection.
Bally’s took a broader view because they were looking for a specific type of platform that could handle complex candidate experience and branded interview coordination at a critical point when their talent team was rebranding to a "candidate experience" team. While candidate.fyi checked every functional box, it lacked one critical component at the time: a live connection with UKG.
Bally's chose to proceed based on the technical clarity and transparency of the candidate.fyi engineering team. They bet that, together, we could deliver the integration during the implementation window.
"There is always a little apprehension when a company says they can partner with a new system," Jack notes.
The gamble paid off completely. The candidate.fyi team delivered the UKG integration in parallel with the launch, turning a potential implementation risk into a seamless deployment. The rollout proceeded without the technical friction often associated with new connections, and the resulting integration now powers their entire coordination workflow.
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From Manual Admin to Intelligent Coordination
Today, the platform serves as the central nervous system for the Bally's recruiting function. It has replaced the fragmented manual processes with a unified candidate experience workflow.
“We didn’t want three separate tools. We needed scheduling, feedback, and candidate education. All in one place,” said Jack. “candidate.fyi checked more boxes than anything else we looked at.”
Automated Scheduling
The primary win was speed. By removing the manual "calendar Tetris" from the recruiters' plates, the team accelerated their process significantly. The average time to schedule a first interview has dropped to approximately 24 hours. This speed ensures that Bally's engages talent while their interest is highest.
The Candidate Portal
Speed is only valuable if the quality remains high. Instead of receiving disjointed emails, candidates now access a personalized candidate portal. This hub hosts their interview schedule, interviewer bios, and preparatory content. It gives candidates a transparent view of where they stand in the process and what to expect next.
Real-Time Sentiment Data
The team uses pulse surveys to measure the reality of their service promise. Unlike traditional ATS surveys which often suffer from low engagement, these pulses capture feedback immediately after key interactions. Bally's currently holds a 4.76/5.00 candidate sentiment score, providing the data necessary to prove the value of their function to the wider business.
Enabling Team Collaboration
The impact of the platform extends beyond the candidate. It has fundamentally changed how the recruiting team works together.
Previously, candidate-facing content lived in isolated documents or individual email drafts. Now, the platform acts as a centralized library for creativity. When one recruiter creates a high-performing piece of content for the tech team, a recruiter in finance can adapt that template for their own pipeline.
This "piggybacking" on creativity has galvanized the team. It allows them to share best practices organically and ensures that the Bally's brand voice remains consistent regardless of which recruiter is managing the role.
The Bottom Line
For Bally's, the decision to invest in a specialized coordination layer was about aligning their operations with their values.
"It helps us live up to our name," says Jack.
By automating the logistics, they freed their team to focus on the human side of the process. The result is a recruiting function that moves at the speed of a startup while delivering the polish of a global entertainment brand.
