Nothing like a fresh set of G2 badges to reinforce that you had a great year. Before you officially check out for the holidays we wanted to extend a huge thank you ... - For believing that the future of hiring is community - For trusting in us to scale your referrals - For encouraging us to keep on building This is just the beginning. And we're so excited to get back to solving this insane hiring market. After a little downtime with our families. Happy holidays. Thank you.
Boon
Staffing and Recruiting
Culver City, CA 4,191 followers
Community-driven hiring that scales
About us
Built by TA professionals for TA professionals, Boon is the world’s most agile referral hiring platform that scales across your entire community to deliver better hires, faster. While legacy referral platforms take up to eight weeks to implement, Boon starts delivering results within days. We accomplish this through seamless integrations, swift onboarding, and flexible contracts that are designed to scale with your business. Once you're up and running watch as your referral program magically scales itself through the power of automation, AI-driven recommendations, and advanced engagement features. Boon companies hire 52% faster, source 5x more referrals, and save 40% per hire.
- Website
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https://goboon.co
External link for Boon
- Industry
- Staffing and Recruiting
- Company size
- 11-50 employees
- Headquarters
- Culver City, CA
- Type
- Privately Held
- Founded
- 2015
- Specialties
- Networking, Hiring, Job search, Referrals, Affiliate Marketing, Social Marketing, Education, Recruiting, referral hiring, employee referrals, talent sourcing, employee referral program, referral recruitment, referral program, job referral program, employee engagement, talent sourcing, external referrals, and talent acquisition
Products
![Click here to view Boon | #1 Employee Referral Hiring Solution]()
Boon | #1 Employee Referral Hiring Solution
Employee Referral Software
Take your referral hiring to the next level with an authentic and engaging referral program that produces consistent and scalable results without all the legwork.
Locations
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Primary
Get directions
Culver City, CA 90016, US
Employees at Boon
Updates
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Most companies don’t realize they’re losing their best candidates. They’re not applying. They’re not browsing job boards. They’re not replying to recruiter emails. 📊 73% of top talent is passive. 📊 49% aren’t actively looking. 📊 But 50% say they’d apply—𝘪𝘧 𝘴𝘰𝘮𝘦𝘰𝘯𝘦 𝘵𝘩𝘦𝘺 𝘵𝘳𝘶𝘴𝘵 𝘳𝘦𝘧𝘦𝘳𝘳𝘦𝘥 𝘵𝘩𝘦𝘮. The one channel that 𝘤𝘰𝘶𝘭𝘥 reach them—referrals—is usually hidden behind logins, buried in portals, or forgotten entirely. We’ve seen what happens when that changes. One company launched Boon’s embedded referral widget without full integration. In two weeks, they got 830 referrals and five hires, exceeding their original referral target. Click the link in the comments to read the full story, plus what we’ve learned about building referral programs people actually use. #recruiting #talentacquisition #employeereferrals
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HR tech adoption mistake # 1: assuming people will use something just because it exists. In this conversation, our CEO Dakota R. Younger chats with Sid Khaitan and Logan Rivenes at Beekeeper and breaks down why adoption doesn’t happen by accident—and what great solutions do differently. From reducing friction to designing experiences that meet users where they are, we explore what it really takes to drive usage and deliver value fast. If you’re building for HR teams, this one’s worth a listen. 🎧 Full episode here → https://bkpr.biz/3QYL19t #HRtech #ProductAdoption #TalentAcquisition #ReferralHiring #Boon #Beekeeper
HR tech adoption mistake # 1: assuming people will just “start using it.” In this episode, we talk with Dakota R. Younger about what really drives usage and how to get it right. Watch the full convo here → https://bkpr.biz/3QYL19t
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For years, talent acquisition has been seen as a cost center, often first on the chopping block during budget cuts. But that’s changed. The next $100B in business growth isn’t coming from more software, but hiring the right people on your team. Great hires optimize everything from sales to engineering, customer success, and ultimately revenue growth. Just like marketing shifted from overhead to a revenue engine, talent acquisition is now proving its value. In fact, 33% of employers say referrals deliver the highest ROI of any hiring source. It’s time to stop viewing recruiting as an expense and start seeing it as a strategic growth lever. How are you quantifying recruitment impact to avoid being seen as a cost center?
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Appreciate the love, Mark 🙏 Couldn’t agree more: simple scales. You’re right, we’ve been heads-down building. And while Boon’s product is clean, simple, and scaling fast… our marketing muscle could definitely use a few more reps. So yes, this repost is a start. 😅 We’re working behind the scenes to level up across the board—from funnel optimization to email strategy and brand visibility. Because the truth is, even great products need great storytelling. Thanks for the push—and for reminding us that simple scales, but growth comes from showing up too. #RecruitmentTech #ReferralHiring #StartupGrowth #SimpleScales #Boon
Chief Marketing Officer @ Advice and Innovation | Scaling SaaS & Ecommerce brands with Ads, Email & AI.
let me tell you about a company that's crushing it in recruitment tech... meet Dakota R. Younger at Boon, who's revolutionizing how companies hire talent. most recruitment platforms try to: - overcomplicate the process - push unnecessary features - sell to everyone and be everything to everyone but Boon understood something powerful. something I've been saying for months now. SIMPLE SCALES. and simplicity in recruitment works. they have a clean user experience, a super easy and straightforward platform, a clear value proposition and a fantastic product and product-market fit. but here's where it gets interesting... while they nail the product side, and do well with founder-led marketing with Dakota R. Younger's personal brand on linkedin, there are some missed opportunities: - they're barely visible on social media, other than Dakota's personal brand - their email strategy needs work (no real incentive to subscribe, no core email flows, no strategy) - the customer journey could use some optimization (not super streamlined, customers could drop off at multiple points in their funnel) my opinion is that they've built an incredible product... but they're playing it too safe with marketing. imagine if they: - had a streamlined, trackable funnel mapped out - tracked where customers drop off, and optimized the areas lacking - had a strong cold outbound strategy, social media presence (both organic and paid), AND doubled down on Dakota's personal brand to drive traffic to these funnels - and tied all of these together with some strong email marketing with good segmentation they'd be unstoppable. because sometimes the best companies aren't the ones doing everything perfect, they're the ones with the most room to grow. speaking of growth... I talked to the team at Advice and Innovation, and this week, we're giving out FREE marketing audits. so if you want our entire team to analyze your marketing and give you a personalized action plan, comment "AUDIT" below or DM it to me. no strings attached, just pure value. and follow Mark Eke for daily marketing tips (i promise it's valuable) :)
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“If the front door doesn’t work, no one gets to see the movie theater.” That’s the HR tech problem—beautiful backends, powerful features, AI galore… but no clear way in. In the latest People, Process, then HR Tech, our founder Dakota R. Younger compares adoption to an episode of MTV Cribs. Because let’s be honest—we didn’t tune in for the floor plans. We showed up for the grand entrance, the welcome tour, the “this is where the magic happens” moment. HR tech should feel the same. Frictionless onboarding. Clear value. An experience that makes people want to explore. If employees can’t get in the front door, they’ll never discover how good the rest of the house really is. Big thanks to Sid Khaitan at Beekeeper for having us on—can’t wait for you to see the full episode. 🏠 #HRTech #ProductDesign #MTVCribsEnergy #UserAdoption #ReferralHiring #Boon
Product Marketing @ Beekeeper | HR Tech for Frontline Teams | Founder Brand Builder @ Startup Hypeman | Community @ Startup Grind Chicago
People can’t come inside if the front door doesn’t work. If you’ve ever watched MTV Cribs, you know what I’m talking about. We weren’t there for the floor plans. We watched for the grand entrance, the guided tour, the warm welcome from Mariah or Redman. That’s exactly what’s missing with most HR tech. We focus on features, backend systems, and big promises… But if users can't find the front door, they won’t use it. In the new episode of People, process, then HR tech, Dakota R. Younger, Founder of Boon, packs insight with nostalgia. “HR tech adoption should feel like an episode of MTV cribs” Good onboarding should feel frictionless, intuitive, and easy to navigate. No one wants to wander around clicking through five tools just to find the time-off policy. You might have an amazing sound system and movie theater (e.g. AI)–but if people can’t get in, they’ll never get to see the shiny toys. Still, adoption is often an afterthought. Vendors underinvest in customer success. HR teams launch without a rollout strategy. But adoption is the single most important metric we should care about, especially for frontline workers. If employees don't USE it, it's useless! This convo was a great peek behind the curtain into how HR tech founders build product. Follow Beekeeper and DM me for the full episode…I’ll post a link here later.