Phi Gamma Nu stopped rebuilding recruitment every semester and set up their next VP to succeed.

Founded in 1927, Phi Gamma Nu is the nation’s oldest professional business fraternity. Its Cornell chapter carries that legacy forward as a community built on professional development, mentorship, and a genuine commitment to the growth of its members. Each semester, the chapter runs a structured recruitment process that reflects the organization’s standards: intentional, personal, and rigorous.

As VP of Recruitment, Leila Boesch-Powers was responsible for bringing that entire process to life, from the first interest meeting through final decisions. What she discovered along the way was a gap that every VP of Recruitment before her had quietly endured: a recruitment infrastructure that had to be rebuilt from scratch every single semester.

The Challenge

Hours every week on tasks that had nothing to do with actually recruiting.

Leila inherited a recruitment process that existed more in theory than in practice. There was a general shape to it (interest events, coffee chats, interviews, and final deliberations), but the infrastructure supporting it consisted of separate Google Forms for each stage, a collection of uncoordinated spreadsheets for tracking candidate progress, and a constant stream of messages to manage logistics across every step.

Before the first candidate ever submitted an application, Leila had already spent days rebuilding what the previous VP had built, except that half of it no longer existed in a usable form. Google Forms had been shared with the wrong people, spreadsheet columns weren’t consistent, and the folder structure made it difficult to find anything without asking around.

Once recruitment was underway, the overhead compounded. Coffee chat coordination involved manual back-and-forth between candidates and members, followed by confirmation emails sent individually. Interview notes were scattered across personal documents. Tracking who had attended which events meant cross-referencing attendance sheets that lived in different tabs of different spreadsheets.

And looming over all of it was the knowledge that at the end of the semester, she would have to hand this entire improvised system off to someone else and hope they could make sense of it.

Discovering Delibity

One place for everything. Exactly what was missing.

When Leila first learned about Delibity, the value proposition hit immediately. Not a better form builder. Not a prettier spreadsheet. An actual system, one that connected applications, coffee chats, event attendance, interview evaluations, and candidate profiles into a single, coherent workflow.

For a role that had been defined by stitching together separate tools, the idea of everything living in one place felt almost too good. But the platform delivered on that promise in practice, not just on paper.

She enrolled PGN’s Cornell chapter, walked through the setup, and started building the semester’s recruitment workflow. Within an hour, the foundation was in place, something that had previously taken several days of fragmented effort.

Implementation

A workflow that finally matched the way PGN actually recruits.

Leila used Delibity’s custom application builder to create PGN’s application, tailored to the fraternity’s specific questions, branded to feel like the organization, and structured to collect everything the chapter needed from candidates in one place. No more separate forms for different rounds; one application, built the way PGN wanted it.

For events, Delibity’s attendance forms and auto-generated QR codes replaced the manual sign-in sheets that used to appear at every event and then disappear into a folder that nobody could find again afterward. Candidates scanned once, and their attendance was logged directly to their profile.

Coffee chat pairing, which had previously eaten hours of back-and-forth, became a single step. Candidates submitted their availability; Delibity generated pairings and sent confirmations automatically. Leila didn’t send a single confirmation email herself.

Interview feedback was structured through Delibity’s evaluation forms, which meant that every interviewer was capturing the same information in the same format, so it all fed directly into each candidate’s transcript. When it came time for deliberations, PGN’s active chapter reviewed complete, unified profiles rather than trying to reconcile impressions from memory.

Results

A process that worked and one that will keep working.

The immediate outcomes were significant: Leila reclaimed hours each week, the chapter ran a smoother, more consistent process for candidates, and deliberations were grounded in complete information rather than partial recollections. But the outcome Leila valued most was the one that wouldn’t be visible until next semester.

For the first time, handing off the VP of Recruitment role wouldn’t mean handing someone a pile of disorganized files and hoping they could piece it together. Delibity preserved everything: the application, the evaluation forms, the event setup, the candidate transcripts, the full history of the semester. The next VP would inherit an operational system, not a problem to solve.

Looking Forward

Building something that lasts beyond the semester.

Phi Gamma Nu’s Cornell chapter plans to continue using Delibity as its recruitment platform going forward. The cycle Leila ran isn’t just a finished chapter. It’s a foundation. Every template she built, every rubric she configured, and every decision the chapter made is preserved and referenceable.

For an organization with a 97-year history of building strong professional communities, the ability to carry institutional knowledge forward, rather than starting fresh every semester, is exactly what Delibity was designed to provide.