T3 – @Anthology;

This week on T3 I’m reviewing the career/job site Anthology; (formerly Poachable). Anthology; (the Semicolon is part of the logo/name, for those who aren’t wondering what weird grammatical quirk I now have going on!) is a confidential career matchmaking tool for people who aren’t “looking” but open to learning about new, screened opportunities.

Anthology basically works as a partial replacement for traditional job postings and headhunter found candidates. I say partial, only because they are newer and their member network is limited, but growing. Primarily, about 80% of their members reside in the IT and/or Sales space, and in the geographic areas of San Fransico, NYC, Seattle, Chicago and Boston. They do have members in all fifty states, and will use recent investor funding to begin quickly building out across the country.

So, what does Anthology really do?

The idea behind Anthology is true passive candidates want complete anonymity when searching for a new position.  Companies want more passive candidates. Anthology is giving these two groups a platform to get together.

Anthology allows their members (mostly passive candidates) to answer a number of questions regarding what it would take to get them to move from their current position/company. Anthology’s system then matches this candidate against it’s the employer member positions they have open on the site (currently 500 companies, 1500+ registered recruiters).

Once this match is done, it will comes back to the candidate with a weighted score of how close they might match the opportunities available. The candidate then gets the first stab at letting the employer know they are interested. All of this is confidential to this point, neither sides knows of the other.  Once the candidate expresses interest, both sides are revealed to each other, and the traditional process moves forward from there.

Another great aspect about Anthology is, unlike traditional job sites, both parties can search for each other. It’s based on matching criteria. If the candidate matches what you have open, they’ll be presented your opening. If the candidate does not match, they’ll never see your opening, thus saving you from wasting time on candidates who are just blasting out to everything even close.

From the company side, Anthology does show you potential matches of candidates in their system and allows you to send out introductions to the candidates. It is still up to the candidate to decide if they have interest and want to know more. If the candidate doesn’t want to accept the introduction the company gets direct feedback on why! This is awesome because companies are getting instant feedback on why their organization or positions are not connecting with candidates.

So, what does Anthology cost? 

Anthology has two different pricing models. The first model is a thirty day $500 job posting.  It what you basically think of in regards to job site, job posting. You post and if candidates are ‘matched’ within the thirty days, you’ll get those folks.  The other option is designed for longer term success, and will cost you 12% of the first year salary of the candidate. This option posts your opening until it is filled, no matter how many candidates you plow through! You pay nothing if you never hire a candidate.

Anthologies own data shows that most of their filled job postings are filled by the fifth introduction of a candidate to the company. About 10% of the job posted on Anthology are filled by candidate members, and 80% of the final candidate selection have an Anthology candidate in the mix. Those are actually pretty decent numbers when you think about the passive candidate market!

Anthology has an interesting model and its one of a number of technologies that have been released in the past 24 months attempting to disrupt the traditional recruiting industry. Ultimately, they’re going to need to reach mass to be effective for most organizations, and it looks like they have strong funding to make that jump!

T3 – Talent Tech Tuesday – is a weekly series here at The Project to educate and inform everyone who stops by on a daily/weekly basis on some great recruiting and sourcing technologies that are on the market.  None of the companies who I highlight are paying me for this promotion.  There are so many really cool things going on in the tech space and I wanted to educate myself and share what I find.  If you want to be on T3 – send me a note.

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