We originally used Pipedrive, and I’m a huge fan of that tool for small sales teams. It did everything we needed for our first couple sales hires (up until five reps) and then we upgraded to Salesforce. Both services are great for different stages of a company's life. Pipedrive is affordable, and easy to teach and learn. Salesforce is incredibly powerful, but that also comes with a lot of complexity. I would recommend that companies wait to use Salesforce until they have someone on the team who is willing to be invested in learning and maintaining it. We have that person now--our head of sales had used Salesforce extensively at his previous company, so once he was onboard, we were able to transition the team over to Salesforce. That happened once we had five salespeople.
We've been using HipChat for a long time, and we're very happy with it. One of the features we love is the ability to add people's faces as emoticons. Everyone on our team has a little picture of their face that you can insert and chat with. People pick funny pictures and welcome each other, congratulate each other on different accomplishments. This has become a community-building tool for us.
We're very happy with them. It's very easy to integrate and work with, and the fees are reasonable. Overall, we feel it serves a really important purpose, and is easy and reasonable to use.
Their online systems could be a bit easier to use, but our in-person support has been really good. Before their acquisition by Ambrose, Ambrose was extremely responsive. We could even reach out directly to the CEO.
We post all of our job descriptions on our own site, and have hired nearly everybody on our team that way. We don’t use an applicant tracking system yet, but we're getting close to that point. For now, The Muse has a back-end interface that allows you to see everyone who's applied, and archive them. We've been able to make about 5-6 offers a month this way. I think applicant tracking systems become necessary somewhere around making 5-8 offers a month. if you believe that each offer is likely the result of 2-10/15 people you've interviewed, then you've received some multiple of that in terms of applications and it becomes unwieldy. It also depends on how many people are doing the hiring. Now, our hiring is primarily controlled by individual teams, so it's highly manageable. But once you have a full-time recruiting hire, you need a way of centralizing all applicants and the hiring process. We are approaching that point now.
This is the one tool I couldn't live without. It’s a Gmail plugin that enables you to schedule emails to be sent and received later, and sends you follow-up reminders when you need them. I am addicted, and it’s insanely helpful for my productivity.
We use a custom CMS, in conjunction with Pivotal Tracker for project management.
While our operations team uses Asana, everyone else uses Google Docs and Hackpad for collective notes. We are huge fans of Hackpad and everyone on the team uses it for basically everything--lists, shared brainstorming docs, high-level product priority planning, onboarding checklists for sharing information between teams.