Aaron Edgell, Talent Acquisition Lead @ Spreedly
Candidate review output
Juicebox-sourced candidates interviewed
Candidate reply rate
Spreedly is the intelligent payments platform that gives businesses the flexibility to connect with payment and fraud providers and manage their payment infrastructure across a global ecosystem.
Company stage
$75M Private Equity
Company size
100+
Industry
Fintech
ATS
Lever
Highlighted Juicebox features
Agents
ATS Integration
Sequences
Building a Recruiting Function for Spreedly’s Next Stage of Growth
When Aaron Edgell joined Spreedly as Talent Acquisition Lead, he had a clear mandate: build the recruiting function the company would need for its next stage of growth.
Spreedly was evolving from a single-product payment orchestrator into an intelligent payments platform, bringing new products to market and hiring for an increasingly specialized mix of roles. Aaron was brought in to scale the SaaS and payments talent behind that growth, while running talent acquisition as a team of one.
That meant building a recruiting process that could support the company’s hiring needs without simply adding more people. At the time, Spreedly’s recruiting stack consisted primarily of Lever and a legacy, manual sourcing tool, so Aaron began putting the technology and workflows in place to support a more outbound approach to hiring. That's when he started exploring Juicebox as a core part of his stack.
“If the organization wants talent acquisition to stay lean while finding higher-demand talent, we’re going to have to do more outbound. And if we’re going to do more outbound, we’ve got to figure out a way to do it in the most optimized, efficient way possible. Juicebox helps us do that.”
Getting to the Right Candidates Faster
With thousands of applicants coming in and specialized roles to fill, Aaron needs to quickly identify the candidates worth pursuing. With his previous sourcing tool, he estimates he can review around 50 to 75 profiles in an hour. With Juicebox, that number increases to 150.
“In an hour in Juicebox I can get through 125 to 150 profiles. It doubles our candidate review output.”
Juicebox also brings Spreedly’s existing talent pool into the search process through its Lever integration. When Aaron runs a search, candidates already in the ATS who match his criteria surface alongside external candidates, helping him find strong applicants without manually working through the entire applicant pool.
“Are we getting to every applicant? No, we just can't. I'm a team of one. We have thousands of applicants coming in. Where Juicebox helps us is if there is a qualified applicant in Lever based off of our Juicebox search, it will highlight them.”
Together, faster candidate review and visibility into Lever help Aaron get from a sprawling talent pool to the people he wants to pursue in a fraction of the time.
Adding Sourcing Capacity with Agents
As a team of one, Aaron also has to decide where his own attention can have the greatest impact. Juicebox Agents give him another sourcing motion that can run alongside his own.
Software engineering is a good example. These roles have a broader talent pool and don't require the specialized payments experience Spreedly looks for in other hires. Aaron can have an Agent continuously sourcing software engineering candidates while he spends more of his own time searching for talent with specific industry experience.
“Agents help automate the shortlist that I can review and then do very curated outreach.”
Rather than approaching every search the same way, Aaron can decide where automation will give him the most leverage. Agents keep searches moving in parallel while he dedicates more time to specialized roles, effectively expanding the sourcing capacity of a one-person recruiting function.
Scaling Outbound While Keeping Outreach Personal
Once Aaron has a shortlist, he takes a deliberately personalized approach to outreach. Before adding candidates to a Juicebox sequence, he reviews each profile and tailors the message to the individual.
From there, he runs a four-touch sequence across email and professional socials, including messages that can come directly from the hiring manager. Juicebox gives him a consistent way to manage that process across candidates while retaining control over how each person is approached.
That combination is helping Spreedly turn outbound sourcing into qualified pipelines. The team is seeing a roughly 30% reply rate and 23–25% interest rate from its outreach, while 150+ candidates sourced through Juicebox have gone on to interview.
For Aaron, the workflow means the efficiency gained earlier in the sourcing process can carry through to outreach without requiring him to give up the personalized approach he believes helps candidates engage.
Turning a Lean Team Into a Scalable Recruiting Function
The impact of Spreedly’s new recruiting workflow is showing up throughout the funnel. More than 160 candidates sourced through Juicebox have been interviewed, and three have gone on to accept offers so far.
The broader recruiting function is moving faster, too. Spreedly’s average time to hire fell from 25.6 days in Q1 2026 to 19.3 days in Q2, a roughly 25% reduction as Aaron introduced Juicebox alongside other tools and workflows designed to make recruiting more efficient.
As Spreedly continues to expand its product and the range of talent it needs to hire, Aaron has built a recruiting function that can keep pace. With Juicebox, he can support that growth as a lean team while continuing to build the qualified, proactive pipeline Spreedly needs.
