Specific Case Study: At Uber we move fast - lightning fast! We need great referrals and we are building a culture where our employees send these in regularly. However, the volume and complexity has increased given our global footprint and exponential growth. We are finding that some referrals may fall through the cracks inadvertently when sent into the recruiting@ alias - right now recruiters know which referrals to grab based off their area of focus (tech, legal, ops, etc). Additionally we have executives that expect a higher touch process on referrals. We need this revamped quickly with an eye towards efficiency, high quality experience for both referees and referrals and creative ways to make it uber- unique. * How would you approach re-vamping this process? * What are pitfalls that you would watch out for? * How would you measure success? * What's your implementation and communication approach?
