Old Dominion Freight Line’s IT team is already 500 strong—and still growing. Corporate recruiter Jack Sherman must connect with seasoned Salesforce developers, BI specialists, and Java engineers—roles that are notoriously hard to fill. The task is even tougher in today’s uncertain economy: many tech pros are hesitant to leave stable jobs, and their LinkedIn inboxes are flooded with untargeted recruiter outreach—from short‑term contracts to roles outside their expertise. Cutting through that noise to start genuine conversations with qualified candidates had become Jack’s biggest hurdle.
Sherman relies on Dice TalentSearch to cut through the noise that candidates experience on generalist career sites. He spends about 30 minutes translating his tech job descriptions into a razor‑sharp Boolean query, then layers Dice’s activity and sponsorship filters to narrow thousands of profiles down to a shortlist of fewer than ten recently active, fully qualified tech professionals. With such a precise list, Sherman can pick up the phone that same day and hold meaningful, one‑to‑one conversations—no mass emailing required.
Dice consistently fills Sherman’s most specialized tech roles each year, trimming hours of manual sourcing from every search. The payoff was evident in a high‑stakes hunt for a senior Salesforce Developer: the very first profile surfaced by Dice accepted the offer after just three conversations, turning a critical requisition around in a single week. By focusing on seven or eight precisely matched candidates instead of wading through hundreds, Sherman spends more time on candidate engagement and partnership with hiring managers, accelerating the entire hiring cycle.
Dice is a measure‑twice‑cut‑once platform. I spend about half an hour refining my search, then call seven or eight targeted candidates. I’ve made searches and hired the first candidate that pops-up.
Corporate Recruiter, Old Dominion Freight Line
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