Jaclyn Mack, VP of People & Talent @ Merge
38%
Of Accepted Offers from Juicebox
4x
Expansion in Talent Market Map
79%
Average Email Open Rates
Merge is the leading provider of agentic tools and customer-facing integrations for the largest banks (e.g., U.S. Bank, J.P. Morgan, and Mastercard), AI companies (e.g., OpenAI and Perplexity), HR technology providers (e.g., BambooHR and Carta), and more.
Highlighted Juicebox features
Search (PeopleGPT)
ATS Integration
Sequencing
A Small Recruiting Team with Ambitious Growth Targets
When Merge entered its next phase of growth, hiring became one of the company’s most critical priorities.
The company needed to hire almost 30+ new roles in just the second half of the year with every single one of those hires being critical to hitting product roadmap goals.
Jaclyn Mack, who leads talent acquisition at Merge, needed a tool that could keep up with their ambitions.
“We were using other tools before, and with the hiring that we were doing, it worked for us at that time. But we hit a growth influx and we really needed to ramp up hiring, especially on the technical side.”
Expanding their Talent Market by 4x
The first visible change wasn’t speed - it was reach. Instead of seeing the same profiles repeatedly, recruiters started discovering new pockets of talent they hadn’t previously had access to.
“It allowed our talent market map to grow four times what it was. That’s significant, right? Especially when you're looking to hire 30 new roles.”
That expanded reach made a tangible difference as the team worked across dozens of open roles, many of them highly competitive. As their workflows evolved around this new level of access, Juicebox quickly became their default sourcing platform.
“From the tech side, Juicebox has been incredible. It is our sourcing tool now.”
By the second half of the year, 38% of accepted offers were attributed to Juicebox
Building Outbound into the Team’s Everyday Workflow
As hiring volume increased, outbound became a core motion for the team.
The team was constantly tweaking messaging, comparing what worked, and adjusting outreach as they learned. Jaclyn needed a way for that learning to live across the whole team instead of staying siloed.
Over time, sequences became shared team assets. Recruiters could see what others were using, borrow what worked, and adjust without starting from scratch.
“Sequencing is so easy to edit. The benefit of the sequencing is that I can see everyone else’s sequences and clone from there and adjust. You could do that with other tools, but not at the ease you're able to with Juicebox.”
The experience fit naturally into how recruiters worked day-to-day.
“I could be sourcing in one tab, then opening up a sequence on the side to make a quick tweak or customize it for an individual. It’s really easy to personalize. ”
And that usability translated into stronger engagement across the board.
“For contacts over the last year across all of our users, we have a 79% open rate.”
Adoption Beyond the Recruiting Team
Over time, the ease of usage helped extend adoption beyond the recruiting team.
Hiring managers and executives also began using Juicebox directly for sourcing when it made sense for their roles.
“Our head of engineering goes in and sources herself. Our director of product management goes in and sources himself. Our head of marketing too. We have most of our exec team in there.”
That dynamic helped recruiting stay focused on managing process and pipeline quality, while leaders could engage directly with candidate discovery.
“It helps the hiring managers focus on the interview process because Juicebox brings in the right people who can do the work that we’re looking for.”
Bringing ATS Context into the Sourcing Flow
Juicebox’s ATS integrations also helped Jaclyn and her team make use of data in Greenhouse.
Instead of guessing who was net-new, and who had already been through the process, the context was just there when she needed it.
“Before, I had no idea someone was already in Greenhouse, but now, it’s front and center. So when I’m sourcing, I can easily see the last contacted date was 2022 - that was a lifetime ago - so I can reach out to them again.”
It also helped prevent negative candidate experiences.
“I can also quickly see if a candidate had replied ‘not interested’ before, so I’m not outreaching people that don’t want to be contacted.”
What stood out to Jaclyn was also how responsive the product evolution felt.
“We’ll say, ‘We don’t really like when this happens’. And the team will be like, ‘here’s a workaround’. And then two weeks later, it’ll be in the product.”
That responsiveness mattered. It made Juicebox feel like a partner invested in their hiring goals and a product was evolving alongside how her team actually worked.
The Results
Over time, the impact became measurable.
~29 hires made in the second half of the year with ~38% of accepted offers attributed to Juicebox
4× expansion in talent market map
79% open rate across outbound sequences
Time-to-fill reduced from 65 days to 54 days (~17% improvement)
For Jaclyn, the conclusion is straightforward.
“It really has been a game changer for us. And as I'm talking to some other HR and recruiting leaders, I'm hearing the same thing.”
