Scalability with BrassRing is excellent. We began with just the US and expanded to over 32 countries. The ease of scaling is one of BrassRing's biggest strengths, making it a trusted choice for large companies. When I left the company, over 2,000 people were using BrassRing for different tasks. This included recruiters, hiring managers, approval teams, delivery staff, people from various countries and departments, HR, and onboarding teams. It was a widely used tool across the organization.

We're huge. It's plenty scalable. We have multi-million applicants a year, and we hire almost a 100,000 people a year. It does it great; we don't have issues during our highest volume time of year, when we're getting 30,000 applicants a day. It processes them just fine. The size and volume have not been an issue.

We are in the middle of growing and using it in new parts of our business. We have some allied businesses that we've purchased, so we are in the process of looking at adding them on. You can develop because of that configurability that I’ve mentioned. I can make a very branded process for other parts of my business; on that same system, but it can be specifically for that particular business.

Scalability seems to be there; falls in line with the flexibility to configure the system. You bring in new business areas, you have the flexibility to configure it and set it up to where you can roll those portions or new companies right into your existing system, seamlessly.

Absolutely not: this system was built for scalability at its heart. Using a supercomputer like Watson is all about scale and size. IBM Kenexa Talent Insights can manage over a million cells of information. Its capacity is increasing by the day, as IBM keeps adding to the overall scale of the computing power.

Scalability with Kenexa is very easily done. For us, we have three administrators that serve over 100 recruiters, 30 recruiting co-coordinators, multiple managers on top of that; talent acquisition staff of about 150 people. We've actually taken some implementation. We have an email box where we get system issue questions, problems, troubleshooting, learning all those types of questions from folks. We originally started with implementation of over 1,000 emails a month. Now we're down to 200 or 300 emails a month, and that's I think contributed to the scalability of Kenexa because we can put everything in place and allow just a few folks with an email box doing enhancements, those types of things, to make the system work and run for everybody.

We are in currently three regions. We have US, Latin America, and Asia Pacific, so we have it all over the globe. We're a global company, obviously, and we're launching in one more region. It's a struggle sometimes to implement new regions. I will say that. If I were to be honest, it is a struggle, but I heard that they're working on some ways to fix that.

Scalability is great. We use the system for everything from a very low-volume, high-touch corporate recruiting model to our tax office, high-volume approach, which is 80-100,000 people each season.

Since 2011, we've never had an issue with scalability. We have been able to survey. At the time we first used Kenexa to run the group survey in 2011, we had an audience of around 110,000 people. We ran it in 4 different languages. We did that across 32 different countries. Now, as the strategy has changed to become more UK-centric, the number of countries has reduced significantly from 32 down to 6. We've also seen the number of languages that we use reduce, as well, based on the information and insight that we get back from IBM, helping us to simplify the way that we do colleague research in Lloyd's. So, scalability has never been a problem.

Interesting to me as well is that they work very well with us in terms of producing the group outputs, which obviously is really important for our CEO and his team and the board. Equally important is the individual report that goes to the local line manager as well. I would say scalability works both ways. In terms of running a survey across a group as complex and large as ours made up of multi-brands, across several different locations, different businesses with different cultures of their own, it's worked really well. Equally, the local line manager who's interested in receiving his or her report absolutely get that on the day that we promise it to them.

We're currently using the system in 44 countries from everything from frontline to executive recruitment. The tool works very well across all of our groups. It’s very scalable.

Right now, from everything I've seen, obviously based on actual experience with Kenexa, scalability is not an issue on the tell-it-as-it-is survey side. We're in the process right now of figuring out how we should scale that to our franchisee businesses. We've had a very positive experience to date on scalability. In terms of the Watson, again, it's early days. I think there's lots of potential application for us to leverage that, but I think the starting point for us is to figure out what are the insights that we're actually looking for in order to leverage that technology. Based on a conference session I recently participated in, in terms of talent acquisition, I'm looking really forward to actually getting the BrassRing piece installed in our organization in the new year.

I'm not sure whether or not IBM Kenexa is scalable. 

No scalability issues either. On a broader scale, I think it's a great program that we could use. I think a lot of companies are using them now; using Kenexa a lot more now.

It is easily scalable, it is owned by IBM which is a global organization. I would guess they could scale anything. We had about 15 to 20 people in HR using Kenexa, and while hiring, managers did not have login access to Kenexa Brassring, we could easily share applicants and they could provide feedback without ever logging in. 

I think it definitely has the potential to scale to more offerings and a larger scale within our business.

Kenexa’s scalability has been great. We can grow and expand our use no matter what. Right now, we're doing a launch in Hillerod for a new manufacturing plant and we'll be able to seamlessly incorporate our business process for that launch.

I don’t see anything that we haven’t been able to apply it to. We work with basically, five unique different types of business functions in our company. I think it’s very far reaching.

It's pretty scalable. It's currently onboard deployment.

As long as you have the server capacity, it's scalable.

My current team supports approximately 20,000 employees. The data for approximately 20,000 employees is uploaded on it, year on year 20,000 to 25,000 a year. We also have 35 people who are active administrators on any given day.

At this moment, we do not have plans to increase our usage because our hiring has come down due to the COVID. There are no current expansion plans, at least until the middle of 2021 maybe 2022, given the current trend.

As we add new locations, we're able to quickly bring on. Any given location’s going to hire 100 to 150 people a year, so it's pretty easy for us to just bring on a new location, add them to our account, get them up to speed, and train the management teams; it's not that difficult.

It’s scalability is changing. At first, we had a problem getting a number of the transactions in there; now, that's changed. Every time we've had issues or problems, they've been addressed and have been fixed. We've got no problems with scalability or outages or anything.

Scalability is not really a concern for us. We're only in the US and we deployed to everybody immediately.

We did not encounter any scalability issues.

It is highly scalable.

I have not encountered any scalability issues.

So far, we've been expanding throughout the US and we'll be expanding to use it globally in the next year or two. We'll be seeing it scale more but so far, expanding throughout the US with Kenexa BrassRing has been helpful getting everybody on the same page.

There were functions we couldn't customize and needed to.