According to Abode an early career onboarding platform. Early-career reneges and turnover don't just affect your bottom line; they also take a toll on morale and productivity, making them incredibly costly for your organization. Joining me to discuss is Ben Siegel the Co-founder &amp; CEO Learn more at abodehr.com

According to Abode an early career onboarding platform. Early-career reneges and turnover don't just affect your bottom line; they also take a toll on morale and productivity, making them incredibly costly for your organization. Joining me to discuss is Ben Siegel the Co-founder &amp; CEO Learn more at <a href="http://abodehr.com" rel="nofollow" target="_blank">abodehr.com</a>

Abode: Gen Z Onboarding Tool

One Model, a people analytics software company, announced the successful completion of its growth funding round, securing a $41 million investment led by Riverwood Capital, a leading global investor in high-growth technology companies.  https://hrtechfeed.com/people-analytics-software-raises-41-million/  SeekOut, the Talent Intelligence Platform, announced two new innovations to help recruiters achieve better results. First, the company made SeekOut Assist, GPT-powered recruiting, publicly available to customers following a brief early access period. SeekOut Assist is a new generative AI technology that enables recruiters to go from a job description to initial contact with qualified candidates in a matter of moments.  https://hrtechfeed.com/seekout-announces-general-availability-of-gpt-powered-assist/ Ziprecruiter and indeed both reported earnings, lets start with Zip Ziprecruiter... Quarterly revenue $170.4 million, down 29% y/y Net income of $14.4 million, or net income margin of 8% Adjusted EBITDA of $43.3 million, or Adjusted EBITDA margin of 25% https://hrtechfeed.com/ziprecruiter-revenue-down-29-yoy/ Recruit Holdings Co., Ltd. today reported the first quarter financial results for FY2023. This includes the HR Tech Segment comprised of Indeed and Glassdoor. Revenue for Q1 FY2023 decreased 9.1%. On a US dollar basis, revenue decreased 14.2%. The supply and demand mismatch between job seekers and employers continued to ease, with global labor markets normalizing, particularly in the US.  https://hrtechfeed.com/q1-fy2023-financial-results-newsroom-recruit-holdings/

One Model, a people analytics software company, announced the successful completion of its growth funding round, securing a $41 million investment led by Riverwood Capital, a leading global investor in high-growth technology companies. <a href="https://hrtechfeed.com/people-analytics-software-raises-41-million/" rel="nofollow" target="_blank"> https://hrtechfeed.com/people-analytics-software-raises-41-million/</a> <a href="https://click.icptrack.com/icp/relay.php?r=20667732&amp;msgid=293230&amp;act=830B&amp;c=215981&amp;pid=1202824&amp;destination=https%3A%2F%2Fwww.seekout.com%2F&amp;cf=16567&amp;v=f4cca8168d6f52710d42d4178c076d7c5d4c051c802314c4dd40b76b77841ddc" rel="nofollow" target="_blank"> SeekOut</a>, the Talent Intelligence Platform, announced two new innovations to help recruiters achieve better results. First, the company made SeekOut Assist, GPT-powered recruiting, publicly available to customers following a brief early access period. SeekOut Assist is a new generative AI technology that enables recruiters to go from a job description to initial contact with qualified candidates in a matter of moments. <a href="https://hrtechfeed.com/seekout-announces-general-availability-of-gpt-powered-assist/" rel="nofollow" target="_blank"> https://hrtechfeed.com/seekout-announces-general-availability-of-gpt-powered-assist/</a> Ziprecruiter and indeed both reported earnings, lets start with Zip Ziprecruiter... Quarterly revenue $170.4 million, down 29% y/y Net income of $14.4 million, or net income margin of 8% Adjusted EBITDA of $43.3 million, or Adjusted EBITDA margin of 25% <a href="https://hrtechfeed.com/ziprecruiter-revenue-down-29-yoy/" rel="nofollow" target="_blank">https://hrtechfeed.com/ziprecruiter-revenue-down-29-yoy/</a> Recruit Holdings Co., Ltd. today reported the first quarter financial results for FY2023. This includes the HR Tech Segment comprised of Indeed and Glassdoor. Revenue for Q1 FY2023 decreased 9.1%. On a US dollar basis, revenue decreased 14.2%. The supply and demand mismatch between job seekers and employers continued to ease, with global labor markets normalizing, particularly in the US. <a href="https://hrtechfeed.com/q1-fy2023-financial-results-newsroom-recruit-holdings/" rel="nofollow" target="_blank">https://hrtechfeed.com/q1-fy2023-financial-results-newsroom-recruit-holdings/</a>

Indeed & Ziprecruiter Earnings

Jeremy Schiff

RecruitBot recently raised $8.2 million in additional seed funding to fuel growth of its AI-powered hiring software. RecruitBot is a sourcing tool that lets you find, contact, and hire talent – all in one top-of-funnel solution. They claim a database of more than 600 million candidates. Joining me today is their CEO &amp; Founder Jeremy Schiff   Congrats on the funding round, what is the origin story behind RecruitBot   Explain the user experience of the tool for the avg recruiter.   There are lot of sourcing tools out there…What would you say differentiates RecruitBot from your competition    What impact is artificial intelligence having on recruiting / hiring? Please share some examples of how employers are using the technology    What are some of the pitfalls and challenges employers should be aware of in using AI in their recruiting program?       How can employers incorporate AI while not losing the high-touch approaches new employees seek?   What tips, strategies, and/or best practices can you share with employers for using AI in the recruiting / hiring?    Will you guys be exhibiting at any conferences this fall?   To learn more about recruitbot go where?  

<a href="https://recruitbot.com/" rel="nofollow" target="_blank">RecruitBot</a> recently raised $8.2 million in additional seed funding to fuel growth of its AI-powered hiring software. RecruitBot is a sourcing tool that lets you find, contact, and hire talent – all in one top-of-funnel solution. They claim a database of more than 600 million candidates. Joining me today is their CEO &amp; Founder Jeremy Schiff <ul> <li> Congrats on the funding round, what is the origin story behind RecruitBot </li> <li> Explain the user experience of the tool for the avg recruiter. </li> <li> There are lot of sourcing tools out there…What would you say differentiates RecruitBot from your competition  </li> <li> What impact is artificial intelligence having on recruiting / hiring? Please share some examples of how employers are using the technology  </li> <li> What are some of the pitfalls and challenges employers should be aware of in using AI in their recruiting program?   </li> </ul> <ul> <li> How can employers incorporate AI while not losing the high-touch approaches new employees seek?  </li> <li>What tips, strategies, and/or best practices can you share with employers for using AI in the recruiting / hiring?</li> </ul> <ul> <li> Will you guys be exhibiting at any conferences this fall? </li> <li> To learn more about recruitbot go where? </li> </ul>

AI & Recruiting According to RecruitBot CEO Jeremy Schiff

Rippling the payroll and benefits software has announced the launch of Rippling Recruiting, a new applicant tracking system. With Rippling Recruiting, clients can approve new headcount, post requisitions to over 25,000 job boards, schedule interviews, and go straight from offer letter to onboarding in 90 seconds, all in a single system. https://hrtechfeed.com/rippling-launches-ats/  Perceptyx, the leading employee listening and manager effectiveness platform, has acquired  Humu, a technology company that uses science-based ‘nudges’ to influence positive behavior change and improve business performance. https://hrtechfeed.com/perceptyx-acquires-humu/  Yello, the largest end-to-end DEI and Early Talent Recruitment platform provider, and Abode, the leading early-career engagement and retention platform, today announce an innovative partnership bringing together two best-in-class technology solutions that have been proven to drive better results in early talent hiring. This strategic alliance delivers unparalleled capabilities for campus recruiting teams, introducing one solution that does everything they need, from sourcing to onboarding and everything in between.  https://hrtechfeed.com/yello-and-abodehr-com-join-forces-to-launch-the-first-end-to-end-solution-for-early-career-teams/ Shares of Upwork Inc. UPWK, +32.40% rallied nearly 20% in the aftermarket Wednesday after the platform for freelancers narrowed its quarterly loss, swinging to an adjusted profit, and reported revenue above Wall Street expectations.   https://hrtechfeed.com/upwork-reports-second-quarter-2023-financial-results/

Rippling the payroll and benefits software has announced the launch of Rippling Recruiting, a new applicant tracking system. With Rippling Recruiting, clients can approve new headcount, post requisitions to over 25,000 job boards, schedule interviews, and go straight from offer letter to onboarding in 90 seconds, all in a single system. <a href="https://hrtechfeed.com/rippling-launches-ats/" rel="nofollow" target="_blank">https://hrtechfeed.com/rippling-launches-ats/</a> <a href="https://www.globenewswire.com/Tracker?data=3yqAX1BtvrpSYymk66u2PliEOiBZkkQPNESUFUrmpG0-nrmvRCKB4bno1Gp5uMnHRVQRY8LT4Ynww4CwxxdMepjVA3IzrA9NCaWCdMfO0h1muWiu-dkuGgAJQ5SEC_I_BYNxCXXlsxCz_vTQS9PNypFfnZ4-mO5rEtT3N7QW9VnXIvFdhsI9SUQryY_qIuSlzaxkEq5woH1_DfPd--SDzmmdkfmwNKPDtcvCpFGrYCA=" rel="nofollow" target="_blank"> Perceptyx</a>, the leading employee listening and manager effectiveness platform, has acquired <a href="https://www.globenewswire.com/Tracker?data=Cwpy5cSbYooMoiHUSveevRB6vhZ7kSZV511dRwe6sEEfqPwq0HmClv9JwWGLfQktOVuUmXLChJ2BCqXxdEy7hQ==" rel="nofollow" target="_blank"> Humu</a>, a technology company that uses science-based ‘nudges’ to influence positive behavior change and improve business performance. <a href="https://hrtechfeed.com/perceptyx-acquires-humu/" rel="nofollow" target="_blank">https://hrtechfeed.com/perceptyx-acquires-humu/</a> <a href="http://yello.co/" rel="nofollow" target="_blank">Yello</a>, the largest end-to-end DEI and Early Talent Recruitment platform provider, and <a href="http://abodehr.com/" rel="nofollow" target="_blank">Abode</a>, the leading early-career engagement and retention platform, today announce an innovative partnership bringing together two best-in-class technology solutions that have been proven to drive better results in early talent hiring. This strategic alliance delivers unparalleled capabilities for campus recruiting teams, introducing one solution that does everything they need, from sourcing to onboarding and everything in between. <a href="https://hrtechfeed.com/yello-and-abodehr-com-join-forces-to-launch-the-first-end-to-end-solution-for-early-career-teams/" rel="nofollow" target="_blank"> https://hrtechfeed.com/yello-and-abodehr-com-join-forces-to-launch-the-first-end-to-end-solution-for-early-career-teams/</a> Shares of Upwork Inc. UPWK, +32.40% rallied nearly 20% in the aftermarket Wednesday after the platform for freelancers narrowed its quarterly loss, swinging to an adjusted profit, and reported revenue above Wall Street expectations.  <a href="https://hrtechfeed.com/upwork-reports-second-quarter-2023-financial-results/" rel="nofollow" target="_blank"> https://hrtechfeed.com/upwork-reports-second-quarter-2023-financial-results/</a>

Rippling Launches ATS

Data in the middle but you got much bot. 🎶  Yep, we're going there. It's time to talk about all things #AI, #machinelearning, and #dataanalytics.  Grace E. Niwa from Vertex Pharmaceuticals is joining us to discuss:  👩‍💻 How to combine new school and old school data to solve in-the-moment problems with practical solutions  🤖 How to slice your hiring data from different angles to reveal insights that may have been overlooked before in your processes  👀 How to see opportunities for step-up improvement and how to get started

Data in the middle but you got much bot. 🎶 Yep, we're going there. It's time to talk about all things <a href="https://www.linkedin.com/feed/hashtag/?keywords=ai&amp;highlightedUpdateUrns=urn%3Ali%3Aactivity%3A7075466249643683840" rel="nofollow" target="_blank">#AI</a>, <a href="https://www.linkedin.com/feed/hashtag/?keywords=machinelearning&amp;highlightedUpdateUrns=urn%3Ali%3Aactivity%3A7075466249643683840" rel="nofollow" target="_blank">#machinelearning</a>, and <a href="https://www.linkedin.com/feed/hashtag/?keywords=dataanalytics&amp;highlightedUpdateUrns=urn%3Ali%3Aactivity%3A7075466249643683840" rel="nofollow" target="_blank">#dataanalytics</a>. <a href="https://www.linkedin.com/in/ACoAAAAqH0wBOuf4_cXBa4caORmfBSaizNj80zM" rel="nofollow" target="_blank">Grace E. Niwa</a> from <a href="https://www.linkedin.com/company/vertex-pharmaceuticals/" rel="nofollow" target="_blank">Vertex Pharmaceuticals</a> is joining us to discuss: 👩‍💻 How to combine new school and old school data to solve in-the-moment problems with practical solutions 🤖 How to slice your hiring data from different angles to reveal insights that may have been overlooked before in your processes 👀 How to see opportunities for step-up improvement and how to get started

How AI & Data Analytics Are Becoming the Newest Member of Your Hiring Team

Freelancer.com, the world’s largest freelancing marketplace, recently released new figures revealing a surge in freelance creative writing jobs, growth in business marketing activities, and an increase in on-site photography and videography gigs.   Creative Writing – up 58% (from 1,868 to 2,961 jobs)   User Interface Design – up 52% (from 2,017 to 3,075 jobs)   Twitter Marketing – up 41% from (1,650 to 2,334 jobs)   Photography – up 40% from (2,101 to 2,945 jobs)   Writing (Microsoft Word) – up 38% (from 3,175 to 4,401 jobs)   https://recruitingheadlines.com/fastest-growing-freelance-jobs/ NEW YORK—-Skillit, the data-driven recruiting platform for skilled, full-time construction labor, today announced $8.5M in additional funding co-led by MetaProp and Bow Capital with participation from existing investor Building Ventures. Skillit taxonomizes and assesses everything from skills and experience to professional goals and preferences in order to generate data-rich worker profiles that make it easy to identify, hire and retain the best talent.  https://hrtechfeed.com/skillit-secures-8-5m-in-additional-funding-to-solve-todays-skilled-labor-shortage/ SAN FRANCISCO – Findem, the AI talent acquisition solution is giving talent teams a competitive edge with new generative AI capabilities integrated throughout its platform. Built on a foundation of three-dimensional people and company data that is time ordered, Findem’s Talent Data Cloud is uniquely positioned to provide ChatGPT-enabled insights to talent teams across the entire talent lifecycle that cannot be found any other way.  https://hrtechfeed.com/findem-integrates-generative-ai-into-its-talent-data-cloud/ Recruitics, a leading provider of data-driven recruitment marketing solutions, is proud to introduce Vision analytics, the first AI-powered recruitment data analytics platform. Vision offers unrivaled accuracy and speed while delivering the most comprehensive recruitment analytics solution in the industry. https://hrtechfeed.com/new-hr-tech-from-recruitics-imocha/  Prompt Your Job https://promptyourjob.com/

<a href="http://Freelancer.com" rel="nofollow" target="_blank">Freelancer.com</a>, the world’s largest freelancing marketplace, recently released new figures revealing a surge in freelance creative writing jobs, growth in business marketing activities, and an increase in on-site photography and videography gigs. <ul> <li> Creative Writing – up 58% (from 1,868 to 2,961 jobs) </li> <li> User Interface Design – up 52% (from 2,017 to 3,075 jobs) </li> <li> Twitter Marketing – up 41% from (1,650 to 2,334 jobs) </li> <li> Photography – up 40% from (2,101 to 2,945 jobs) </li> <li> Writing (Microsoft Word) – up 38% (from 3,175 to 4,401 jobs) </li> </ul> <a href="https://recruitingheadlines.com/fastest-growing-freelance-jobs/" rel="nofollow" target="_blank">https://recruitingheadlines.com/fastest-growing-freelance-jobs/</a> NEW YORK—-<a href="https://cts.businesswire.com/ct/CT?id=smartlink&amp;url=https%3A%2F%2Fwww.skillit.com%2F&amp;esheet=53469129&amp;newsitemid=20230719716632&amp;lan=en-US&amp;anchor=Skillit&amp;index=1&amp;md5=bd341199f6dfddbbb34506a860073357" rel="nofollow" target="_blank">Skillit</a>, the data-driven recruiting platform for skilled, full-time construction labor, today announced $8.5M in additional funding co-led by <a href="https://cts.businesswire.com/ct/CT?id=smartlink&amp;url=https%3A%2F%2Fwww.metaprop.vc%2F&amp;esheet=53469129&amp;newsitemid=20230719716632&amp;lan=en-US&amp;anchor=MetaProp&amp;index=2&amp;md5=433e50a56adc107e3fef9745cb28a780" rel="nofollow" target="_blank">MetaProp</a> and <a href="https://cts.businesswire.com/ct/CT?id=smartlink&amp;url=https%3A%2F%2Fbowcapital.com%2F&amp;esheet=53469129&amp;newsitemid=20230719716632&amp;lan=en-US&amp;anchor=Bow+Capital&amp;index=3&amp;md5=a9f404ea12eda3f9cc14feefbf2c54b5" rel="nofollow" target="_blank">Bow Capital</a> with participation from existing investor <a href="https://cts.businesswire.com/ct/CT?id=smartlink&amp;url=https%3A%2F%2Fbuildingventures.com%2F&amp;esheet=53469129&amp;newsitemid=20230719716632&amp;lan=en-US&amp;anchor=Building+Ventures&amp;index=4&amp;md5=75da56b94edf22cd3d91fb2129035602" rel="nofollow" target="_blank">Building Ventures</a>. Skillit taxonomizes and assesses everything from skills and experience to professional goals and preferences in order to generate data-rich worker profiles that make it easy to identify, hire and retain the best talent. <a href="https://hrtechfeed.com/skillit-secures-8-5m-in-additional-funding-to-solve-todays-skilled-labor-shortage/" rel="nofollow" target="_blank"> https://hrtechfeed.com/skillit-secures-8-5m-in-additional-funding-to-solve-todays-skilled-labor-shortage/</a> SAN FRANCISCO – Findem, the AI talent acquisition solution is giving talent teams a competitive edge with new generative AI capabilities integrated throughout its platform. Built on a foundation of three-dimensional people and company data that is time ordered, <a href="https://www.findem.ai/platform" rel="nofollow" target="_blank">Findem’s Talent Data Cloud</a> is uniquely positioned to provide ChatGPT-enabled insights to talent teams across the entire talent lifecycle that cannot be found any other way. <a href="https://hrtechfeed.com/findem-integrates-generative-ai-into-its-talent-data-cloud/" rel="nofollow" target="_blank"> https://hrtechfeed.com/findem-integrates-generative-ai-into-its-talent-data-cloud/</a> Recruitics, a leading provider of data-driven recruitment marketing solutions, is proud to introduce Vision analytics, the first AI-powered recruitment data analytics platform. Vision offers unrivaled accuracy and speed while delivering the most comprehensive recruitment analytics solution in the industry. <a href="https://hrtechfeed.com/new-hr-tech-from-recruitics-imocha/" rel="nofollow" target="_blank">https://hrtechfeed.com/new-hr-tech-from-recruitics-imocha/</a> Prompt Your Job <a href="https://promptyourjob.com/" rel="nofollow" target="_blank">https://promptyourjob.com/</a>

Findem, Skillit, Recruitics

In the 2nd part of my interview on Shawn Days Hire Lead Chill podcast we talk about all things Google for Jobs.

In the 2nd part of my interview on Shawn Days Hire Lead Chill podcast we talk about all things Google for Jobs.

Google for Jobs Discussion

San Francisco, CA  — RecruitBot, the powerful hiring platform that transforms the entire recruiting experience, has raised $8.2 million in additional seed funding to fuel growth of its AI-powered software. The investment was led by Slow Ventures with participation from other investors  https://hrtechfeed.com/recruitbot-lands-additional-8-2-million-investment/ Appcast, the global leader in programmatic recruitment advertising technology and services,  announced today its acquisition of recruitment marketing pioneer, Bayard Advertising. This strategic acquisition combines Appcast’s award-winning programmatic technology with  Bayard’s full-service recruitment marketing capabilities, significantly expanding Appcast’s  offerings to optimize companies’ entire recruitment marketing processes.  https://hrtechfeed.com/appcast-acquires-bayard-advertising-2/ Twitter’s new job listings are slowly being rolled out to Verified Organizations in the app, with some businesses now able to post job openings direct to their Twitter profile. This is according to an article from Social media today.com  https://www.socialmediatoday.com/news/twitters-new-job-listings-option-looks-close-to-launch/686108/

San Francisco, CA  — <a href="https://recruitbot.com/" rel="nofollow" target="_blank">RecruitBot,</a> the powerful hiring platform that transforms the entire recruiting experience, has raised $8.2 million in additional seed funding to fuel growth of its AI-powered software. The investment was led by <a href="https://slow-prod.herokuapp.com/" rel="nofollow" target="_blank">Slow Ventures</a> with participation from other investors <a href="https://hrtechfeed.com/recruitbot-lands-additional-8-2-million-investment/" rel="nofollow" target="_blank"> https://hrtechfeed.com/recruitbot-lands-additional-8-2-million-investment/</a> Appcast, the global leader in programmatic recruitment advertising technology and services,  announced today its acquisition of recruitment marketing pioneer, Bayard Advertising. This strategic acquisition combines Appcast’s award-winning programmatic technology with  Bayard’s full-service recruitment marketing capabilities, significantly expanding Appcast’s  offerings to optimize companies’ entire recruitment marketing processes.  <a href="https://hrtechfeed.com/appcast-acquires-bayard-advertising-2/" rel="nofollow" target="_blank">https://hrtechfeed.com/appcast-acquires-bayard-advertising-2/</a> Twitter’s new job listings are <a href="https://twitter.com/TitterDaily/status/1677155107593674755" rel="nofollow" target="_blank">slowly being rolled out to Verified Organizations in the app</a>, with some businesses now able to post job openings direct to their Twitter profile. This is according to an article from Social media <a href="http://today.com" rel="nofollow" target="_blank">today.com</a> <a href="https://www.socialmediatoday.com/news/twitters-new-job-listings-option-looks-close-to-launch/686108/" rel="nofollow" target="_blank"> https://www.socialmediatoday.com/news/twitters-new-job-listings-option-looks-close-to-launch/686108/</a>

Appcast, Twitter, RecruitBot

I was a gust on Shawn Day's Facebook live show for his group called Hire Lead &amp; Chill where we talked about a variety of topics in online recruiting. Part 2 will be out next week talking more about Google for Jobs.

I was a gust on Shawn Day's Facebook live show for his group called Hire Lead &amp; Chill where we talked about a variety of topics in online recruiting. Part 2 will be out next week talking more about Google for Jobs.

Hire, Lead and Chill - Part 1

Daniel Chait

Daniel Chait CEO of hiring software Greenhouse.io joins the show to talk about the state of HR Tech, AI, remote work and more.

Daniel Chait CEO of hiring software <a href="http://Greenhouse.io" rel="nofollow" target="_blank">Greenhouse.io</a> joins the show to talk about the state of HR Tech, AI, remote work and more.

Greenhouse CEO Daniel Chait

Hosted by Chris Russell, online recruiting's mad scientist, the RecTech podcast covers all aspects of recruiting technology and recruitment marketing including interesting new tools &amp; vendors. You'll also hear how recruiters leverage technology to find talent. A great listen for HR tech vendors, HR professionals and recruiters everywhere.CONTACT: chris@rectechmedia.com

Chris and his guests share actionable and inspiring lessons on how to expertly assess, implement, and leverage the next generation of recruiting tools and technology - all while keeping your office culture in check. The conversations are insightful, actionable and entertaining. Highly recommend listening and subscribing to RecTech if you want the knowledge AND mindsets to find, implement and stay ahead of the pack with the right tech stack in the ever evolving ecosystem of recruiting!

Awesome show, highly recommend!

Good interviews

Hosted by Chris Russell, online recruiting's mad scientist, the RecTech podcast covers all aspects of recruiting technology and recruitment marketing including interesting new tools &amp; vendors. You'll also hear how recruiters leverage technology to find talent. A great listen for HR tech vendors, HR professionals and recruiters everywhere. CONTACT: chris@rectechmedia.com

Rec Tech: the Recruiting Technology Podcast

Ben White

Titus Talent

Ben White has seven years’ experience in talent acquisition. He has worked as a headhunter and a corporate recruiter for two fortune 500 companies. Today he is part of the recruitment process insourcing team at Titus Talent, a talent strategies firm with several offices throughout the midwest, New York and the UK. http://www.titustalent.com/ Topics discussed in this episode: -What is recruitment process insourcing? -Typical day like? -Lets talk tech...you dont use an ATS? How do you keep track of candidates? -What other tools are part of your day to day recruiting? -Effective inmail writing...whats your response rate? -Describe a typical inmail...subject line, what do you say? -Phone sourcing? -Engaging candidates who may otherwise pass on initial dialogue -Your last 3 placements...where did you find them online? -Advice for new recruiters? Sponsored by Jobs2Careers.com

Ben White has seven years’ experience in talent acquisition. He has worked as a headhunter and a corporate recruiter for two fortune 500 companies. Today he is part of the recruitment process insourcing team at Titus Talent, a talent strategies firm with several offices throughout the midwest, New York and the UK. <a href="http://www.titustalent.com/" rel="nofollow" target="_blank">http://www.titustalent.com/</a> Topics discussed in this episode: -What is recruitment process insourcing? -Typical day like? -Lets talk tech...you dont use an ATS? How do you keep track of candidates? -What other tools are part of your day to day recruiting? -Effective inmail writing...whats your response rate? -Describe a typical inmail...subject line, what do you say? -Phone sourcing? -Engaging candidates who may otherwise pass on initial dialogue -Your last 3 placements...where did you find them online? -Advice for new recruiters? Sponsored by <a href="http://Jobs2Careers.com" rel="nofollow" target="_blank">Jobs2Careers.com</a>

How I Recruit: Ben White from Titus Talent

I recently spoke with Suzanne Lucas who has written the Evil HR lady blog online since 2006. In this show you’ll hear me interview her and field questions from the HR lancers community. http://www.evilhrlady.org/ Sponsored by Emissary.ai and HR Lancers

I recently spoke with Suzanne Lucas who has written the Evil HR lady blog online since 2006. In this show you’ll hear me interview her and field questions from the HR lancers community. <a href="http://www.evilhrlady.org/" rel="nofollow" target="_blank">http://www.evilhrlady.org/</a> Sponsored by <a href="http://Emissary.ai" rel="nofollow" target="_blank">Emissary.ai</a> and HR Lancers

Evil HR Lady Speaks

Chris Kurtz

What employers need to know about Glassdoor... next on the RecTech Podcast Welcome to RecTech, the recruiting technology show...where we highlight interesting HR &amp; recruitment technologies as well as talking with recruiters on how they use it to recruit and manage their talent. Today’s show will be a recruiter edition. My name is Chris Russell, they call me the mad scientist of online recruiting, and today my job is consult with HR tech vendors on marketing strategy and product development at RecTechMedia.com. I also help HR departments with the occasional HR tech advice. The RecTech Podcast is sponsored by Beyond.com and their popular Text2Hire text messaging service. Text2Hire is a text recruitment solution that gives you instant mobile access to the candidates you want to reach for high-quality, one-on-one conversations. We’re all on our phones constantly, so if you have that one tough position you need to fill or just want to break through the clutter and connect with candidates in a unique way, why not reach them on the device that’s already right in their hands? Right now, Beyond is offering our listeners 10% off your first Text2Hire campaign. Just go to Beyond.com/RecTech to learn more and find out how many people you could reach. Christopher Kurtz is the Founder and Managing Director of PeerThru. PeerThru is an independent advisory founded by Christopher Kurtz that specializes in the four pillars of Employer Branding, Employee Assessments, and Leadership Development. He’s also a former employee of Glassdoor, the subject of today’s show. Chris welcome to the show. Glassdoor appears to have become a right of passage for many job seekers while doing their research...your perspective...what kind of impact does Glassdoor have on today’s recruiting efforts. What is a common misperception(s) about Glassdoor? When you work with a client, where do you begin? Or, where would you recommend a TA / HR leader begin? Who should own the Glassdoor relationship? What are some of the pitfalls that you see with TA / HR managers with regard to Glassdoor? What is one of the questions you are most commonly asked in regard to Glassdoor and how do you respond? What tip would you provide recruiters or hiring managers with regard to Glassdoor? What is one of your favorite stories that came as a result of a Glassdoor review? While at Glassdoor you worked primarily with large, well-known brands. What is one tip or trick that you learned that you share with clients today? Are proactive employers telling their employees to go leave reviews? What is your parting thought? www.peerthru.com

What employers need to know about Glassdoor... next on the RecTech Podcast Welcome to RecTech, the recruiting technology show...where we highlight interesting HR &amp; recruitment technologies as well as talking with recruiters on how they use it to recruit and manage their talent. Today’s show will be a recruiter edition. My name is Chris Russell, they call me the mad scientist of online recruiting, and today my job is consult with HR tech vendors on marketing strategy and product development at <a href="http://RecTechMedia.com" rel="nofollow" target="_blank">RecTechMedia.com</a>. I also help HR departments with the occasional HR tech advice. The RecTech Podcast is sponsored by <a href="http://Beyond.com" rel="nofollow" target="_blank">Beyond.com</a> and their popular Text2Hire text messaging service. Text2Hire is a text recruitment solution that gives you instant mobile access to the candidates you want to reach for high-quality, one-on-one conversations. We’re all on our phones constantly, so if you have that one tough position you need to fill or just want to break through the clutter and connect with candidates in a unique way, why not reach them on the device that’s already right in their hands? Right now, Beyond is offering our listeners 10% off your first Text2Hire campaign. Just go to <a href="http://Beyond.com/RecTech" rel="nofollow" target="_blank">Beyond.com/RecTech</a> to learn more and find out how many people you could reach. Christopher Kurtz is the Founder and Managing Director of PeerThru. PeerThru is an independent advisory founded by Christopher Kurtz that specializes in the four pillars of Employer Branding, Employee Assessments, and Leadership Development. He’s also a former employee of Glassdoor, the subject of today’s show. Chris welcome to the show. Glassdoor appears to have become a right of passage for many job seekers while doing their research...your perspective...what kind of impact does Glassdoor have on today’s recruiting efforts. What is a common misperception(s) about Glassdoor? When you work with a client, where do you begin? Or, where would you recommend a TA / HR leader begin? Who should own the Glassdoor relationship? What are some of the pitfalls that you see with TA / HR managers with regard to Glassdoor? What is one of the questions you are most commonly asked in regard to Glassdoor and how do you respond? What tip would you provide recruiters or hiring managers with regard to Glassdoor? What is one of your favorite stories that came as a result of a Glassdoor review? While at Glassdoor you worked primarily with large, well-known brands. What is one tip or trick that you learned that you share with clients today? Are proactive employers telling their employees to go leave reviews? What is your parting thought? <a href="http://www.peerthru.com" rel="nofollow" target="_blank">www.peerthru.com</a>

Chris Kurtz from Peer Thru Discusses Glassdoor

Exclusively Sponsored by Phenom People - the Talent Experience Management Platform. Recorded live at TA Week in San Fransisco this panel is moderated by Craig Fisher, featuring Sourcing experts David Nicola (DGK Search), Amy Miller (Amazon Labs) and Salifu Abdulai (Github). They'll discuss how to engage passive candidates and personalize your efforts.

Exclusively Sponsored by <a href="https://www.phenompeople.com/" rel="nofollow" target="_blank">Phenom People</a> - the Talent Experience Management Platform. Recorded live at TA Week in San Fransisco this panel is moderated by Craig Fisher, featuring Sourcing experts David Nicola (DGK Search), Amy Miller (Amazon Labs) and Salifu Abdulai (Github). They'll discuss how to engage passive candidates and personalize your efforts.

Sourcing Panel - TA Week Coverage

Jeff Hyman

My guest today says quote: “90% of business problems are actually recruiting problems in disguise. If you’re filling your company’s vacant positions with B-players, you’re playing with fire. Instead, hire Rockstars (the top 5% of candidates who have the desired competencies and DNA, at the budgeted compensation level) to build an organization with limitless potential. “ Jeff Hyman is is the Chief Talent Officer for StrongSuit and author of a new book, Recruit Rockstars: The 10 Step Playbook to Find the Winners and Ignite Your Business

Jeff Hyman Wants You to Recruit Rockstars

The MOM Project is a niche job community that helps moms re-enter the workforce. The company recently received $8 million in new funding to expand their footprint and get more moms back to work. Joining Chris on the podcast is Colleen Curtis, Head of Marketing and Community. She and I talk about the challenges moms face, how it got started and what they plan for the future. This episode of RecTech is sponsored by Workhere.com the geofencing recruitment company and Emissary.ai the text recruiting platform.

The MOM Project is a niche job community that helps moms re-enter the workforce. The company recently received $8 million in new funding to expand their footprint and get more moms back to work. Joining Chris on the podcast is Colleen Curtis, Head of Marketing and Community. She and I talk about the challenges moms face, how it got started and what they plan for the future. This episode of RecTech is sponsored by <a href="http://Workhere.com" rel="nofollow" target="_blank">Workhere.com</a> the geofencing recruitment company and <a href="http://Emissary.ai" rel="nofollow" target="_blank">Emissary.ai</a> the text recruiting platform.

The MOM Project

This is REC TECH….the only podcast that helps employers and recruiters connect with more candidates through technology inspired conversations.  The RecTech podcast is sponsored in part by Hiretual, the recruiters best friend. And Roborecruiter.ai  This will be a solo show with just me I put together a list of cool tools employers and recruiters can be using to improve their recruitment marketing efforts.  Legend.im - animate 100 characters of text into 6 second video. Free for iOS. Ripl.com - another app, Ripl is a marketing tool in your pocket. Its free for iOS and Android but I pay 10 per month for extra features more templates + add your logo) Turn pictures into video which is great for jobs. Repost for Instagram - repost other people’s content from Instagram.  Get it here. HelloBar - use it to highlight a call to action such as a job of the week, news or collect emails. Can be set to appear at top or bottom of your site. After a few secs or even if they try to leave.  Download it here. Mailchimp (free for first 2,000 emails) get started with your email marketing. Statcounter - simple web statistics...if you seeking a simple web stats tool statcounter may be of interest to you. It’s a simple tool vs google analytics. Understand where your candidates are coming from. Go to statcounter.com. Kingsumo - Grow your email list through Viral Giveaways...fee tool they make it easy to grow your lists or followers through a giveaway or contest that you run. Bayard Advertising has made an EB Calculator https://bayardad.com/eb-calculator/  Visit RecTechMedia.com for more recruitment marketing solutions and consulting.

This is REC TECH….the only podcast that helps employers and recruiters connect with more candidates through technology inspired conversations. <ul> <li>The RecTech podcast is sponsored in part by <a href="https://hiretual.com/business/RecTech?utm_source=RecTech" rel="nofollow" target="_blank">Hiretual</a>, the recruiters best friend.</li> <li>And <a href="https://Roborecruiter.ai" rel="nofollow" target="_blank">Roborecruiter.ai</a></li> </ul> This will be a solo show with just me I put together a list of cool tools employers and recruiters can be using to improve their recruitment marketing efforts. <ol> <li><a href="http://Legend.im" rel="nofollow" target="_blank">Legend.im</a> - animate 100 characters of text into 6 second video. <a href="http://legend.im/#end" rel="nofollow" target="_blank">Free for iOS</a>.</li> <li><a href="http://Ripl.com" rel="nofollow" target="_blank">Ripl.com</a> - another app, <a href="https://www.ripl.com/index.html" rel="nofollow" target="_blank">Ripl</a> is a marketing tool in your pocket. Its free for iOS and Android but I pay 10 per month for extra features more templates + add your logo) Turn pictures into video which is great for jobs.</li> <li>Repost for Instagram - repost other people’s content from Instagram. <a href="https://itunes.apple.com/us/app/repost-for-instagram/id570315854?mt=8" rel="nofollow" target="_blank"> Get it here</a>.</li> <li>HelloBar - use it to highlight a call to action such as a job of the week, news or collect emails. Can be set to appear at top or bottom of your site. After a few secs or even if they try to leave. <a href="http://app.hellobar.com/referrals/accept?token=5bc7e88b7caf1d3e46b4841a96216100" rel="nofollow" target="_blank"> Download it here</a>.</li> <li><a href="http://mailchimp.com/" rel="nofollow" target="_blank">Mailchimp</a> (free for first 2,000 emails) get started with your email marketing.</li> <li>Statcounter - simple web statistics...if you seeking a simple web stats tool statcounter may be of interest to you. It’s a simple tool vs google analytics. Understand where your candidates are coming from. Go to <a href="http://statcounter.com/" rel="nofollow" target="_blank">statcounter.com</a>.</li> <li><a href="https://kingsumo.com/" rel="nofollow" target="_blank">Kingsumo</a> - Grow your email list through Viral Giveaways...fee tool they make it easy to grow your lists or followers through a giveaway or contest that you run.</li> <li>Bayard Advertising has made an EB Calculator <a href="https://bayardad.com/eb-calculator/" rel="nofollow" target="_blank">https://bayardad.com/eb-calculator/</a></li> </ol> Visit <a href="https://www.rectechmedia.com/" rel="nofollow" target="_blank">RecTechMedia.com</a> for more recruitment marketing solutions and consulting.

8 Free Tools for Recruitment Marketers

Listen to audio from a panel of HR influencers and analysts such as William Tincupp, Tim Sackett, George LaRocque and Madeline Laurano. Recorded at the OPEN Conference in NYC.

Recruiting Technology Panel Discussion

In todays audio you will Aaron Kraljev, head of Talent &amp; Employer Brand for Fisher Investments discuss how he measures the effectiveness of their recruiting efforts. Recorded live at TA Week in San Francisco.

In todays audio you will Aaron Kraljev, head of Talent &amp; Employer Brand for Fisher Investments discuss how he measures the effectiveness of their recruiting efforts. Recorded live at TA Week in San Francisco.

Measuring Your Recruitment Efforts

Matt Anderson

This episode is sponsored by WorkHere.com and Hiretual.com This is RECTECH….the only podcast that helps employers and recruiters connect with more candidates through technology inspired conversations. our mission is to teach you about the new tools and tactics for finding talent online. Today’s show is a recruiter edition. Matt Anderson is a healthcare executive recruiter from Minneapolis based Versique where he sources and recruits leaders from management to C-suite levels. His Clients include independent and rural health critical access hospitals, large care delivery systems and physician owned specialty groups. Matt's fifteen years of healthcare leadership search and placement experience offers clients unique insight into market assessment and intelligence, consultation on structuring the search process, ability to identify, recruit and place specific leadership candidates based on the needs of clients resulting in a successful, efficient outcome to the search process. Matt and Versique's Healthcare Search Practice provides client solutions for both direct hire and interim leadership. TOPICS  How would you characterize the state of healthcare recruiting today? Are there any differences in Healthcare recruiting vs more traditional roles. Biggest challenge right now? What tools do you use to find healthcare execs? What advice might you have for recruiting front line healthcare roles such as nurses, doctors, CNA’s etc What are you planning to do differently in 2019? Most creative thing you ever did to source a candidate? New healthcare recruiter---what advice do you have? 

This episode is sponsored by <a href="http://WorkHere.com" rel="nofollow" target="_blank">WorkHere.com</a> and <a href="http://Hiretual.com" rel="nofollow" target="_blank">Hiretual.com</a> This is RECTECH….the only podcast that helps employers and recruiters connect with more candidates through technology inspired conversations. our mission is to teach you about the new tools and tactics for finding talent online. Today’s show is a recruiter edition. Matt Anderson is a healthcare executive recruiter from Minneapolis based Versique where he sources and recruits leaders from management to C-suite levels. His Clients include independent and rural health critical access hospitals, large care delivery systems and physician owned specialty groups. Matt's fifteen years of healthcare leadership search and placement experience offers clients unique insight into market assessment and intelligence, consultation on structuring the search process, ability to identify, recruit and place specific leadership candidates based on the needs of clients resulting in a successful, efficient outcome to the search process. Matt and Versique's Healthcare Search Practice provides client solutions for both direct hire and interim leadership. TOPICS <ul> <li>How would you characterize the state of healthcare recruiting today?</li> <li>Are there any differences in Healthcare recruiting vs more traditional roles.</li> <li>Biggest challenge right now?</li> <li>What tools do you use to find healthcare execs?</li> <li>What advice might you have for recruiting front line healthcare roles such as nurses, doctors, CNA’s etc</li> <li>What are you planning to do differently in 2019?</li> <li>Most creative thing you ever did to source a candidate?</li> <li>New healthcare recruiter---what advice do you have?</li> </ul>

Matt Anderson, Healthcare Executive Recruiter

Melissa Hassett

As Vice President of Client Delivery, Melissa Hassett is responsible for overseeing the strategic partnership between ManpowerGroup Solutions (an RPO) and high-volume employers. She acts as a strategic partner to clients, working to streamline processes, launch and manage large scale staffing programs, and entrench herself in the client’s business to deliver customized staffing solutions. She has more than 20 years of experience in recruiting as an employer and RPO buyer. Manpower just published a new report entitled "What Retail Employers Need to Know About Candidate Preferences” – we’ll discuss that report among other things in todays episode. SHOW SPONSORS: Workhere.com and Hiretual.com

As Vice President of Client Delivery, Melissa Hassett is responsible for overseeing the strategic partnership between ManpowerGroup Solutions (an RPO) and high-volume employers. She acts as a strategic partner to clients, working to streamline processes, launch and manage large scale staffing programs, and entrench herself in the client’s business to deliver customized staffing solutions. She has more than 20 years of experience in recruiting as an employer and RPO buyer. Manpower just published a new report entitled "<a href="https://www.manpowergroup.us/campaigns/manpowergroup-solutions/retail/pdf/US-Retail-Candidate-Preferences-Report.pdf" rel="nofollow" target="_blank">What Retail Employers Need to Know About Candidate Preferences</a>” – we’ll discuss that report among other things in todays episode. SHOW SPONSORS: <a href="http://Workhere.com" rel="nofollow" target="_blank">Workhere.com</a> and <a href="http://Hiretual.com" rel="nofollow" target="_blank">Hiretual.com</a>

High Volume Hiring with Melissa Hassett of Manpower Group RPO

This podcast is sponsored by Emissary.ai the text recruiting platform. https://www.emissary.ai/ In todays episode Mike Seidle from WorkHere.com explains how they leverage geofencing technology to help companies recruiting local talent on a pinpoint scale.  Geofencing allows employers to advertise down to a specific location with targeted ads on a users phone.  Audio extracted from a previous webinar which you can view here: https://www.youtube.com/watch?v=fO4VwKjRmOk&amp;t=605s

This podcast is sponsored by <a href="http://Emissary.ai" rel="nofollow" target="_blank">Emissary.ai</a> the text recruiting platform. <a href="https://www.emissary.ai/" rel="nofollow" target="_blank">https://www.emissary.ai/</a> In todays episode Mike Seidle from <a href="http://WorkHere.com" rel="nofollow" target="_blank">WorkHere.com</a> explains how they leverage geofencing technology to help companies recruiting local talent on a pinpoint scale.  Geofencing allows employers to advertise down to a specific location with targeted ads on a users phone.  Audio extracted from a previous webinar which you can view here: <a href="https://www.youtube.com/watch?v=fO4VwKjRmOk&amp;t=605s" rel="nofollow" target="_blank">https://www.youtube.com/watch?v=fO4VwKjRmOk&amp;t=605s</a>

How to Use Geofencing for Local Recruiting

Angie Verros

Angie Verros from Vaia Talent talked about how she creates better more personalized outreach to candidates. Recorded live at HIREconf in New York City. Hire Conf is put on by the good folks at HiringSolved. The RecTech podcast is sponsored by WorkJere and Hiretual.

Angie Verros from Vaia Talent talked about how she creates better more personalized outreach to candidates. Recorded live at HIREconf in New York City. Hire Conf is put on by the good folks at HiringSolved. The RecTech podcast is sponsored by WorkJere and Hiretual.

Better Candidate Outreach with Angie Verros

Special thanks to Workhere.com and Emissary.ai for their continued sponsorship. Listen as Allison Daley describes the basics for getting up to speed as a new technical recruiter. #HIREconf New York City.

Special thanks to <a href="http://Workhere.com" rel="nofollow" target="_blank">Workhere.com</a> and <a href="http://Emissary.ai" rel="nofollow" target="_blank">Emissary.ai</a> for their continued sponsorship. Listen as Allison Daley describes the basics for getting up to speed as a new technical recruiter. #HIREconf New York City.

Crash Course on Tech Recruiting

Scott Sherman

Scott Sherman is a Director of Talent Acquisition with Sodexo a food service and facilities management company. Topics discussed include: -Whats New in TA at Sodexo -Size of recruiting team, number of hires expected in 2018 -Sodexo has been a very proactive recruitment marketer, started blogging early, etc...Quesocial -Sodexo HR tech stack, can you tell us what you us...avature, icims, entelo, hiring solved, Text Recruit, Seekout -Favorite tool or technology you guys have brought on this year -Is there a tool you wish existed that doesnt -How should HR tech vendors pitch you? Learn more at RecTechMedia.com for show notes and links.

Scott Sherman is a Director of Talent Acquisition with Sodexo a food service and facilities management company. Topics discussed include: -Whats New in TA at Sodexo -Size of recruiting team, number of hires expected in 2018 -Sodexo has been a very proactive recruitment marketer, started blogging early, etc...Quesocial -Sodexo HR tech stack, can you tell us what you us...avature, icims, entelo, hiring solved, Text Recruit, Seekout -Favorite tool or technology you guys have brought on this year -Is there a tool you wish existed that doesnt -How should HR tech vendors pitch you? Learn more at <a href="http://RecTechMedia.com" rel="nofollow" target="_blank">RecTechMedia.com</a> for show notes and links.

Scott Sherman, Director, Talent Acquisition at Sodexo

RecTech is brought to you by WorkHere and Emissary.ai Ever wondered how the LinkedIn news feed serves you content? In this special episode of RecTech, Chris Russell takes you behind the scene of their content algorithm so you can understand how when and why content gets seen.

RecTech is brought to you by WorkHere and <a href="http://Emissary.ai" rel="nofollow" target="_blank">Emissary.ai</a> Ever wondered how the LinkedIn news feed serves you content? In this special episode of RecTech, Chris Russell takes you behind the scene of their content algorithm so you can understand how when and why content gets seen.

How to Make the LinkedIn Algorithm Work for You

Special thanks to WorkHere.com and Emissary.ai for their sponsorship. TRENDS: sourcing chatbots, text recruiting, automated pre-screening, resume scoring, automated hiring, digital onboarding, nurturing candidates and flexible work arrangements.  Cool tool alert - Typorama lets you create amazing visuals by "automagically" transforming your text and photos into beautiful typographic designs. No design skills needed! Just choose a background, type in your words and your creative typography is ready! Typorama saves you tons of work by automatically creating complex text layouts with different fonts and typefaces. By just a few taps, you instantly get your text beautifully laid out on a background of your choice. This would take hours if you were using Photoshop or a similar photo editor. (The text designs are not templates and they are generated randomly as you choose different styles). The app is free in the app stores.  Apple |  Google

Special thanks to <a href="http://WorkHere.com" rel="nofollow" target="_blank">WorkHere.com</a> and <a href="http://Emissary.ai" rel="nofollow" target="_blank">Emissary.ai</a> for their sponsorship. TRENDS: sourcing chatbots, text recruiting, automated pre-screening, resume scoring, automated hiring, digital onboarding, nurturing candidates and flexible work arrangements.  Cool tool alert - Typorama lets you create amazing visuals by "automagically" transforming your text and photos into beautiful typographic designs. No design skills needed! Just choose a background, type in your words and your creative typography is ready! Typorama saves you tons of work by automatically creating complex text layouts with different fonts and typefaces. By just a few taps, you instantly get your text beautifully laid out on a background of your choice. This would take hours if you were using Photoshop or a similar photo editor. (The text designs are not templates and they are generated randomly as you choose different styles). The app is free in the app stores. <a href="https://apps.apple.com/us/app/typorama-text-on-photo-editor/id978659937" rel="nofollow" target="_blank"> Apple</a> | <a href="https://play.google.com/store/apps/details?id=com.typorama.textart&amp;hl=en_US" rel="nofollow" target="_blank"> Google</a>

2020 Recruiting Trends

Brad Goldoor

Phenom

Brad Goldoor: This is Brad Goldoor, co-founder and chief people officer at Phenom People, and I'm next on the Rec Tech podcast. Announcer: Welcome to Rec Tech, the podcast where recruiting and technology intersect. Each month, you'll hear from vendors shaping the recruiting world, along with recruiters who'll tell you how they use technology to hire talent. Now here's your host, the mad scientist of online recruiting, Chris Russell. Chris Russell: That's right. It's time for Rec Tech, the only podcast that helps employers and recruiters connect with more candidates through technology inspired conversations. Today's show is a vendor edition, but first, the Rec Tech podcast is sponsored as always by our friends at Hiretual, the recruiter's best friend. Hiretual's AI engine is a personal sourcing assistant that works for you 24/7. You can conduct email marketing campaigns, source candidates automatically much more through the new version three interface, so if you want to source more candidates, check out Hiretual, find them on the web at hiretual.com.  CONNECT WITH CHRIS: https://www.linkedin.com/in/cmrussell/ Chris Russell: As the chief people officer at Pennsylvania-based Phenom People, Brad Goldoor manages the talent acquisition team and talent development functions, including interviewing, onboarding and employee engagement. Before that, he spent several years as their VP of business development. Phenom has recently secured $22 million series B funding from investors such as Axa Venture Partners, but today he's on Rec Tech. Brad, welcome to the show, it's great to have you. Brad Goldoor: Thank you. Chris Russell: I'm curious, I want to start the conversation by asking you about your transition from biz dev into talent acquisition, not a typical career path, but what's that been like so far for you? Brad Goldoor: Absolutely. You know, everybody in an organization, in my opinion, is always selling, they're always selling something, whether that's internally or externally. I took the skillset of selling our product to our customers, and started using that skillset to sell the company to potential candidates, and selling all the benefits and our growth trajectory and our innovation, and everything that's unique about our company and our culture, and putting those sales skills to the test on, again, selling the opportunity and selling the company to those potential candidates. Chris Russell: Yeah. Like recruiting is sales and marketing, as they say. What did you learn from working in biz dev that really serves you well in your recruiting role now, would you say? Brad Goldoor: Sure. It's all about people, as I had said earlier, and it's being able to read those people, and being that chameleon in changing as necessary to the different personalities, and making sure you're catering to those different personality types and changing your pitch accordingly. That's been a natural transition, to move that over to recruiting. Chris Russell: Gotcha. Just to set the stage for us, how big is Phenom People terms of employee base and what's the size of your GA team there? Brad Goldoor: Yeah, we're 350 global employees, and we have a global team of seven. Chris Russell: Seven, okay. This wasn't on my original list, but besides your own software, Brad, for what tools do you guys have in house for sourcing or using other parts of the recruiting process? Can you name a few for us? Brad Goldoor: Sure. We do use Glass door, we use Comparably, we of course use LinkedIn as a sourcing tool, and as you had mentioned, of course our own tool. Chris Russell: Do you guys do a lot of sourcing internally overall, is that a big function? Brad Goldoor: Yeah, we do do a decent amount of sourcing, we've been able to leverage a lot of our news and press, and use that as a tool to attract talent. By promoting a lot of the awards we win, we find that's a very effective sourcing tool as well. Chris Russell: Yeah, I do see a lot of your press releases out there in the ecosystem, so that's interesting. Press releases could work, I guess, right? Brad Goldoor: Absolutely. We have a very large depth of content for a company of our size and stage, and we've been able to use and leverage that working closely with marketing. Recruitment is marketing, in my opinion, and so leveraging all those marketing efforts and all those awards that our marketing team that has helped us win at this point has been a really effective tool and draw, in that people are attracted right to good news and growth and big things happening, and so we've been able to leverage that very nicely. Chris Russell: Yeah. Just curious, do you use one platform for the press releases, in terms of publishing them, or what do you use for that? Brad Goldoor: As far as the press releases, we do use a PR firm to push them out, and so we rely on them to get that out into the appropriate media outlet. Chris Russell: Gotcha. I was reading some of your site and some releases before the call, you guys describe yourselves as talent relationship management, TRM. Is that a way to kind of differentiate yourself in the market from your competitors, who are just going to call themselves, you know everyone's using the term CRM these days, or candidate relationship marketing. Tell me more about that, that phrase, that acronym that you're trying to define for yourself. Brad Goldoor: Sure. Yes, you know we're bringing a unique and differentiated innovative product to market, and we are also choosing a different name along those lines, and it is actually talent relationship marketing. We believe that this function is being disrupted, and a behavior change is in place to start looking at analytics and campaigns and conversions, similar to marketing. It's a broad category for recruitment marketing, but we're pointing it as talent relationship marketing and taking our tool to market in that way. Chris Russell: Okay. Tell me more about how the Phenom platform helps employers become better marketers at their jobs. I know you've got about five different products in this suite there, but let's go a little bit deeper for me, and tell me more about how it actually works and what it does. Brad Goldoor: Sure. We start by attracting candidates in a personalized career site, giving them that Amazon-like experience on the front end, and as a result, we find the candidates are willing to stay longer, share more data, and have a more engaging experience. As a result of that, we're able to collect more data and make that data meaningful on the back end for recruiters and hiring managers. Then we leverage that into an analytics tool so they can start to look at source attribution, you know time of stay, digging into those analytics and making some data-driven decisions based off of what they're seeing in those analytics. We then move over to the CRM module of it, which allows you to push out proactive nurturing campaigns and target passive talent, somebody who may have come and visited the site, used their LinkedIn profile for some personalized recommendations. Brad Goldoor: Though they didn't apply to a job, we can now take that audience and segment it and market specifically to those people who came and showed some intent but didn't necessarily apply, and nurture them through the process, and again, look at more analytics on what's converting, what's not, and how those results end up. Then the last piece to the platform, we take that internally to an internal mobility module where we're hosting an internal-only career site, and enabling and allowing employee referrals to be done from that part of the platform. Chris Russell: Going back to the career site for a second and the Amazon experience around the apply process, do you kind of have more of a one-click apply or an easy way to apply to job these days? It's kind of a big candidate experience a problem out there, but how do you guys handle it? Brad Goldoor: Microsoft is actually one of our customers and they actually offer, I think, six easy ways to apply, from using your Microsoft login, your LinkedIn profile, various other social feeds and anything that you might have set up for a Microsoft account at any time. Those are one way that we enable the easier apply, but it's really personalizing the content to the person's experience, just like we use machine learning, so every visit and every click, every piece of content that you consume, we further personalize that experience so that it's the most relevant to them. Chris Russell: Give me an example of that personalization, if you could. Brad Goldoor: Sure, Yep. Great question. If you're clicking on and looking at sales or biz dev jobs, I should see a video of a day in the life, I should see a message from the chief sales officer, I should see other jobs that are related to sales or biz dev that I might want to also look at, any blog posts, employee testimonials, all of that content that's relevant to what I'm actually searching for and looking at at that time is served up in that personalized format. Chris Russell: Right. Okay. On the pipeline side, you talked about nurturing a bit. Tell me more about how that works. It sounds like you really need kind of a marketing person to really run this thing on the back end, in terms of the administration of all this. I wondered if you could touch on that briefly too. Brad Goldoor: Sure. You're starting to see new job titles pop up in recruiting departments, whether it's employer branding or recruitment marketing, and so those types of people, and they are coming from marketing backgrounds. Our tool is very user friendly, and we can train and enable and teach a new skillset to existing recruiters and talent acquisition leaders with a very simple user interface on the backend. Setting up campaigns is really, you know we make it very turnkey and simple for them to execute, but we are seeing a mix, like I said, of people with marketing backgrounds getting into those roles with new titles, as well as existing people, and we're training them and giving them, again, new skillsets to stay relevant in the market. That's some of the benefits of the nurturing tool on the backend. Chris Russell: I know there's a piece in there for AI, everyone's got that, but tell me more about what's involved with that, is it true AI? Brad Goldoor: Yeah. Artificial intelligence, we have live examples of that on some of our customer sites today. One good visual example to illustrate that is our job recommendations. If you're looking at one job, and we're going to suggest five or seven other jobs that are relevant to that, most people do that either key word or location-based, and while those are two of the data points that we'll use in our analysis, we're actually recreating the human behavior. We know that every thousand job seekers looking at this job are most inclined to look at these five or seven jobs on the right hand side, and because of that, we get a higher pull through and click through rate on those jobs, because it's based off of that artificial intelligence or recreating that human behavior, and so it becomes even more personalized and relevant. That's the best illustrative example I have of our AI, where you can actually see it in action. Chris Russell: You mentioned the conversion rate there, a typical employer website today I think is around, I don't know, between seven and 10% depending on who you ask. What are you guys seeing as far as conversion rates go on some of your job listings with some of your clients? Brad Goldoor: We're almost double those numbers. Chris Russell: Double, excellent. That's good to hear. Brad, what's the basic price point of the Phenom product, can you give us some idea of what it costs? Brad Goldoor: Yeah, so on the low end, it starts at about $50,000, and it can go up into the hundreds of thousands, even to more fingers than that, depending on the size of the company and the customer, but starts at $50,000 on the low and goes into the high-to-mid six figures. Chris Russell: All right, let me take a quick break, listeners, so I can tell you about our other sponsor today, which is Robo Recruiter, and they're a recruiting chatbot technology. Robo Recruiter's job vet campaigns help recruiters vet and select candidates for particular roles, and make it easy to quickly build conversations that are both personalized and engaging. Start prioritizing your candidates within minutes, go to roborecruiter.ai and tell them you heard it on Rec Tech. You mentioned Microsoft before, Brad, what are some other examples of career sites you power today that listeners could go to? Could you rattle off a couple of maybe URLs for us? Brad Goldoor: Sure, gladly. Whole Foods southwest, Deloitte General Motors, those are some of the good ones that are out there for people that you could take a look at it and see the Phenom experience that we're deploying on career sites. Chris Russell: Awesome, definitely check that out. Did you guys just do Proctor and Gamble's site too, or is that someone else? Brad Goldoor: No, that was not us. Chris Russell: Sorry. I've seen a few releases about career sites in the news, and I know you guys have done some of those, it must have been a different vendor. All right, Brad, thoughts about the onboarding and employee experience at Phenom, I mean tell me more about your philosophy there in terms of onboarding. Are you guys doing anything to kind of make the employee experience better even after they start? Brad Goldoor: We sure are, this is definitely a hot topic for me right now personally. One of our internal mantras at Phenom People is "not normal", and we tend to do things that are in line with that. On people's first day, we set them up with a buddy and agenda, their computer is up and running and ready to go with their email already entered in. We have a day one agenda, a week one agenda, we have a buddy for them when they come in, and we have their backpack and other swag items ready to go. They've already completed their paperwork online, we use Zenefits as an onboarding tool, so a lot of companies I know use that first day to actually do that paperwork, that's already done. We take them into a room for about an hour and a half and go through a deck to explain the company's history. Brad Goldoor: I do that myself, I'm one of the co-founders and I'm our chief people officer, so having time with me and talking about how we originally started the company and the history people tend to find very engaging, it's interactive, they ask questions and get a good amount of time sitting there with me. Then really the most unique thing that we do in the onboarding experience is before they start, we actually reach out to one of their loved ones or friends, and ask them to submit a video wishing them good luck on their first day, and we play that video for them individually. The response has been from tears of joy, to smiles, you know that their cheeks hurt. We've had dogs, we've had neighbors, we've had kids, and we actually had one employee, it was a two and a half minute video with 12 people from around the world, he had in-laws in India, he had friends in different countries, and literally they went through, you know his wife played music to the background. Brad Goldoor: It's been such, it's literally the favorite part of my job right now, is getting to play those videos on the first day. People are blown away when they see the effort that we did, and from a company standpoint, it doesn't cost us anything. The next natural question that I get asked with this is, "Well, how do you get that individual's friend or family member's contact information?" In the onboarding in Zenefits, they actually have to put an emergency contact in, and so you know they put an emergency contact in usually with a cell phone number, and I text them. Then the spouse or the friend, whoever it is, they're so impressed by what we're doing for the employee, and so sometimes they ask actually about working here by going through that experience. It's been really a unique and rewarding, and a really a fun thing to do, and again, the response has been just off the charts on it. Chris Russell: That's amazing. I love great onboarding stories, and you're right, it doesn't cost much to onboarding right. Brad Goldoor: Absolutely. Chris Russell: I'm glad to hear that companies are changing their tune around that stuff. All right Brad, just a couple more questions for you before we end here. Lots of HR tech startups out there today, you know to me it seems like we're in the golden age of HR tech funding, because everything's getting funded from, whether it's here in the US or overseas. What advice would you give a today's HR tech startups just starting out? You've been in the business for awhile, what's one piece of advice you learned over the years to help you grow your company? Brad Goldoor: Sure. I would say trial and error, fail and fail fast, and get your product out to market even though you know it's not going to be perfect. Your first version of your product should be a junker. If you go back and look at Amazon's first site in 1999 or whatever it was, you know you can see, right? I would say get your product out there, let people bang on it, iterate it based off of that feedback, and don't aim for perfection, and really operate with complete agility and just learn from those mistakes, is some of the best advice that I've gotten and that I could give forward. Chris Russell: Nice. All right, last question. Are you hiring? Tell us where and how to apply, give us some highlights there. Brad Goldoor: Absolutely, yes, of course we're hiring. We've got, you can go to phenompeople.com/careers and see all the open positions. I think we've got about a dozen open there on the site right now in the US, and so we're looking for sales and account management specifically, entry level sales, enterprise sales, account management are some of the ones off the top of my head. I know that we're aggressively in product also putting some of that series B money to use and filling those roles. Again, you can see all the open positions on our career site, which of course we deploy on our own platform and product as well. Chris Russell: Awesome. Well Brad, appreciate you joining me today, learned a lot in a short time, and appreciate the stories. Brad Goldoor: Thanks for having me. Chris Russell: Yep. All right, that'll do it for this edition of the Rec Tech podcast, thanks again to our sponsors, remember Hiretual and Robo Recruiter. Don't forget, you can subscribe to the show via iTunes, Google Play, SoundCloud and Stitcher radio. Thanks for listening everyone, and remember, always be recruiting. Announcer: Another episode of Rec Tech is in the books. Follow Chris on Twitter @ChrisRussell, or visit rectechmedia.com, where you can find the audio and links for this show on our blog. Rec Tech media helps both HR tech firms and employers to get more clients or candidates through our consulting practice and online tools, so be sure to check out our sites, like recruiting headlines, job fairing, and more to stay up to date on what's happening in recruiting. Thanks for listening, and we'll see you soon on the next episode of Rec Tech, the recruiting technology podcast.

Brad Goldoor, Cofounder of Phenom People

Urie Suhr

Urie Suhr is the Director of Talent Acquisition for new york city based Collective (i), a tech company that modernizes the sales organizations of Fortune 500 clients through artificial intelligence and buyer insights. I saw her speak on a panel recently sponsored by Entelo and here's what we'll talk about today. -What types of roles are you recruiting for? -You are the only recruiter correct? Talk about the challenges of that... -Collectivei.com is a cool looking site...your job descriptions have the apply form right at the bottom...was that intentional? Is there an ATS behind it? -Lets talk rec tech (recruiting technology)….what tools are part of your daily routine? Greenhouse, vettetry, workey, angelist, shapr networking app, entelo, glider.ai -Whats your go to subject line when trying to contact candidates? -Tell us your best sourcing story about how you got creative in finding someone that you eventually hired? -How do you prefer vendors approach you about pitching their products? -What advice do you have a new recruiter if they want to find tech talent? Full transcript available at RecTechMedia.com

Urie Suhr is the Director of Talent Acquisition for new york city based Collective (i), a tech company that modernizes the sales organizations of Fortune 500 clients through artificial intelligence and buyer insights. I saw her speak on a panel recently sponsored by Entelo and here's what we'll talk about today. -What types of roles are you recruiting for? -You are the only recruiter correct? Talk about the challenges of that... -<a href="http://Collectivei.com" rel="nofollow" target="_blank">Collectivei.com</a> is a cool looking site...your job descriptions have the apply form right at the bottom...was that intentional? Is there an ATS behind it? -Lets talk rec tech (recruiting technology)….what tools are part of your daily routine? Greenhouse, vettetry, workey, angelist, shapr networking app, entelo, <a href="http://glider.ai" rel="nofollow" target="_blank">glider.ai</a> -Whats your go to subject line when trying to contact candidates? -Tell us your best sourcing story about how you got creative in finding someone that you eventually hired? -How do you prefer vendors approach you about pitching their products? -What advice do you have a new recruiter if they want to find tech talent? Full transcript available at <a href="http://RecTechMedia.com" rel="nofollow" target="_blank">RecTechMedia.com</a>

Urie Suhr - The Recruiter that Leverages A.I.

Derek Zeller

This episode of RecTech is sponsored by WorkHere.com and Hiretual.com. Derek Zeller is the Director of Recruitment Strategy and Channels for Engage Talent a passive candidate intelligence tool. In this podcast audio extracted from my recent webinar with him we cover the biggest challenges recruiters face in 2018 and I get Derek to dish the dirt with some funny stories from his days as a tech recruiter. Listeners can watch the webinar at: https://www.crowdcast.io/e/top-5-recruiting

This episode of RecTech is sponsored by <a href="http://WorkHere.com" rel="nofollow" target="_blank">WorkHere.com</a> and <a href="http://Hiretual.com" rel="nofollow" target="_blank">Hiretual.com</a>. Derek Zeller is the Director of Recruitment Strategy and Channels for Engage Talent a passive candidate intelligence tool. In this podcast audio extracted from my recent webinar with him we cover the biggest challenges recruiters face in 2018 and I get Derek to dish the dirt with some funny stories from his days as a tech recruiter. Listeners can watch the webinar at: <a href="https://www.crowdcast.io/e/top-5-recruiting" rel="nofollow" target="_blank">https://www.crowdcast.io/e/top-5-recruiting</a>

Derek Zeller on the Top 5 Recruiting Challenges of 2018

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