Category Archives: T3

T3 – Fuel50

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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 space and I wanted to educate myself and share what I find.  If you want to be on T3 – send me a note.

This week on T3 I got the thrill to talk to the good folks over at Fuel 50. Fuel 50 is career path software that delivers a clear line of sight to your opportunities and a tool to help your employees create great career paths with you. What the solution delivers, to their enterprise level clients, is higher employee engagement and higher retention.  It’s really the first comprehensive solution I’ve seen that truly allows your employees to drive their own career path within your organization.

I’ll tell you, of all the T3 posts I’ve done to date, Fuel 50 had me taking the most notes!  There is a ton of stuff they provide and can deliver, customized career paths based on employees strengthens and desires, ability to show employees what other roles are truly like within your organization, individual competency gaps, career assessment desires, succession management, leadership enablement (basically helping make your managers better leaders with guided discussions and tips), etc. Fuel 50 is an OD departments wet dream in one easy to use software solution. (I’m sure they’re really happy I just called them that! They’re from Australia, I know they have a better sense of humor than most HR vendors!)

5 Things I really like about Fuel 50:

1. Completely employee focused. We’ve really gotten to a point in employee development where employees want and need to own their development.  Yes, your boss can help you with this, but it’s up to you to drive your development.  The next generations will own their career path, not wait for some manager to show it to them.

2. But, Let’s help you be a great leader to your employee’s path. Yes, your employees need to own this, but great leaders want to be a part and help them along the way. It’s like my friend Kris Dunn says, great leaders are career agents to their employees.  Fuel 50 was designed around this concept.

3. Fuel 50 allows your employees to share their position story. Yeah, I think I want to get into marketing at my company, because I have some crazy notion of what that might be. Fuel 50 allows your organization to share this with each other in a way that gives your employees an aspect of what is that role really like.

 4. The number one driver for employee engagement is career development. Fuel 50 is seeing upwards of 30% increases in employee engagement, in the first six months, when implementing their solution with their clients.  It’s metrics driven, with proven results. That is a given with most career pathing solutions.  As you can imagine, retention, is another driver positively impacted by Fuel 50.

5. Comprehensive succession management with excellent reporting tools. Every executive wants HR to deliver succession, and most fail miserably.  It’s because it’s more than delivering a list of those ‘next-up’. It’s a process that takes time to build, to deliver great succession.  Fuel 50s solution delivers succession the way it should be done.

Fuel 50 isn’t this simple, one step, silver bullet out of the box solution.  It is simple to use, but it’s comprehensive.  This is career pathing, career development and succession for companies that are serious about this stuff.

Check them out, well worth the demo. Plan on a solid hour, and get ready to take notes.  The demo was an education in itself, with a ton of great ideas and conversation that you could put to work right away, even without using Fuel 50. That is another thing I really liked, the folks who are running Fuel 50 love and live this stuff, and they’re willing to share!

T3 – Workable

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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 space and I wanted to educate myself and share what I find.  If you want to be on T3 – send me a note.

This week I took a look at the recruiting software Workable.  It’s sold as the “simple recruiting software for fast growing businesses”. It’s part ATS, part social sourcing tool, part talent acquisition process enabler, but it’s 100% simple to use. That is by far what I walked away from after my demo, I actually bolded in my notes in capital letters:”SIMPLE!”

I’ve used a lot of recruiting solutions in my career, but this one might have been the most intuitive and easy to use right out of the box.  It even let’s those proces crazy folks drop and drag the process and design it the way you want, and even change that process based on the position, hiring manager, etc.  Workable gets recruiting and keeps it to what is is.  Source candidates. Get them to apply. Phone screen them. Interview them. Make the offer. Hire them. Straightforward. Easy.

Just because it’s easy, though, it doesn’t take out all of today’s cool tools and technology.  The solution automatically pulls in LinkedIn profiles of candidates who apply, under the same email address and puts their picture on their Workable profile. The systems tracks every single touch and creates a timeline that is transparent so everyone knows what is going on, who the hold ups are, and what the next step is.

If I had an older ATS that just wasn’t working, or wasn’t using an ATS at all and on the outlook for a ‘beginner’ recruiting solution, I would definitely take a look at Workable.  Yeah, I said ‘beginner’, but that really isn’t fair, it probably fits more in the SMB space, where you just don’t’ have the resources for a full enterprise ATS solution, but you still want the tech the big boys have.  Workable is designed specifically for a SMB recruiting solution!

5 Things I really like about Workable: 

1. Simplicity in software is so hard to do. After about 30 minutes into the demo, I was pretty confident I could use the system all on my own, and be really good at it!  It’s just one of those systems that is easy to use.  That is exactly what is needed for companies growing quickly, who are usually understaffed and many areas in the business are utilizing the solution to help in hiring.

2. HR ladies will hate this, but I loved that it pulled in the candidates profile pic from LinkedIn.  Hiring managers will love this as well. It’s a simple example of how Workable understands the user of this type of solution. (BTW – you can turn this function off, HR Ladies!)

3. Automatically posts jobs on a bunch of free sites, and easy integration to your paid sites. Plus, they can get you a big discount on the big boards, through leveraging their current clients buying power as one.  Workable does all the regular stuff you expect as well, resume parsing, resume keyword searching, EEOC/OFCCP reports, source reports, candidate flow, etc.

4. Interview scheduling, email and calendar integration is very good.  Plus, you don’t get charged by user, you get charged by job, so you can every single employee in your company use the system.  This makes it easy to get adoption, when you’re not just trying to pick a small number of users to keep the cost down.

5. The ability to change and add to your process whenever you feel like it was really cool. Especially, if you’re just starting out on a big hiring project and you’re not quite sure, and you want to make some changes as you’re going.  That’s reality! Fast growing companies need to be able to change quickly and move, Workable allows you to do that, simply.

I mentioned, briefly, but Workable doesn’t charge you by user, but by job posting by month.  Need to hire 15 people one month, but none the next, Workable allows you to go up and down on pricing based on your use, and not lock you into one rate.  You can even shut it down for a period, and come back when hiring picks up and all your data will still be there. Very inexpensive for what you get!

One last thing, this would #6, but I only do five. Workable will set up a mobile friendly careers page as part of your monthly fee.  It’s a must have, they make it happen. You have no worries.

Check them out if you’re in need of a recruiting solution.  I was really impressed!

T3 – Swoop Talent

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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 space and I wanted to educate myself and share what I find.  If you want to be T3 – send me a note.

This week I’m looking at Swoop Talent.  When I first contacted, industry veteran, Stacy Chapman to talk to her about her company Swoop, I assumed I would be demoing a basic, straight forward people aggregator.  Boy, was I wrong, and in for a treat!  That is how Swoop first got started, but that is not where it’s going.

Swoop is a social sourcing tool for sure, but they are beginning to pivot away from just social sourcing, people aggregation, and into the world of solving talent acquisitions problems of having all of the people record data amongst disparate systems.  What does that mean?  Right now you have candidate data all over the place. Your own ATS. Social profiles on systems like LinkedIn, social profiles from people aggregators, your employee referral tool, etc. Basically, you’ve got potential candidates strung all over the place.

Sure you try and pull them all into your ATS, but even your ATS can be bear to search and retrieve.  Swoop solves all of this by building one talent record off all of your data from ATS to Email to CRM to Resumes to Social, and gives you one single view of talent.  Going to do campus hiring and the college kids are handing you paper resumes? Swoop allows you to take a pic with your phone and automatically builds a talent record of this kid, with their resume and their social profiles.

Swoop basically takes the overlap of records out of your disparate systems and gives you one true view of what your talent landscape truly looks like. Why is this important? You need to know what system(s) are delivering you the most talent, the best talent, how should I spend my recruitment marketing dollars.  Swoop answers all these questions, and has great data visualization as well, to help tell the story of what’s going on in the markets you’re going after.

5 Things I really liked about Swoop: 

1. Swoop integrates your own ATS data.  This allows you to use their search capability to mine your own ATS. Can’t stand Taleo’s search functionality? Swoop solves this.

2. Swoop still has over 150 million talent profiles, so you still get great sourcing technology, the difference is unifying this with all your other data gives you a much more complete sourcing tool, that eliminates the overlap and waste.  Plus, it automatically updates profiles as well, behind the scene, so you aren’t looking at some old ATS record from three years ago.

3. The product actually mines and helps uncover some real talent gold within your own ATS.  I see this constantly with RPO clients we work with. Once we get into their ATS, we find great talent just sitting there they had no idea was already in their system.

4. Swoop gives talent executives an understanding about talent markets they operate in unlike anything else I’ve seen.  This is important when making financial decisions on what products to continue, to purchase new, to stop using altogether, etc.

5. The college recruiting piece is easy.  For those that go out to campus and need to get all this data back into their systems, you know what a pain this can be. Swoop makes this really easy, and functional.

Not many people know the capabilities of where Swoop is right now.  They haven’t gone out publicly in a big way yet, and marketing will start soon. This is an enterprise play to be sure, implementation costs run $10-20K based on size, and annual costs run around $.15 or less per record. Overall, that isn’t really that big of a cost when you really understand the capabilities you gain with Swoop.

If you’re using a bunch of tools right now to source talent it’s really worth your time to demo Swoop and see how they can help you. If you’re using one of the giant HRM systems, like Taleo, Bullhorn, Successfactors, etc., it’s also probably worth your time to demo as well.

T3 – People Analytics Corp (PAC)

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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 space and I wanted to educate myself and share what I find.  If you want to be T3 – send me a note.

Today I’m looking at People Analytics Corporation (PAC) which sounds like it would be a talent or HR data analytics play, but in reality they are an Selection Assessment Technology play. The really cool thing about PAC is they didn’t start out as an assessment play, they grew out of the world’s largest career test, Sokanu.  Sokanu is basically a better, bigger version of one of those high school career assessments you took to find out what you would be good at as a career.  From millions of these assessments being taken, Sokanu discovered they had a giant data set that could be transformed into a very strong selection assessment, and PAC was born.

PAC does what great selection assessment companies should do which is help organizations understand what traits and characteristics define their top talent. Then, use this data to help you go out and hire more of that top talent.  The catch!?  They do this part for free!   They’ll come in and assess your entire organization, by department, function, etc., to build selection assessments based on your best talent.  Let’s be clear, to have great data, you can do this with a department of 10.  The reality is, you need anywhere from 50-100 do get statistically relevant data in a role. So, for the most part PAC is an enterprise play.

PAC’s UI is ridiculous easy to use to develop roles, turn those roles into jobs, and have your company specific assessments linked right to your job postings.  As candidates apply and assess, you use the dashboard to see who are the potential best fits for the jobs you are hiring for.  PAC also has a ‘faking’ compenent score within their assessment technology which shows you which candidates are trying to fake their results and look better.  Within the assessment you also get data returned that shows you ‘red flags’ of where candidates are probably going to come up short.

5 Things I really liked about PAC:

1. You are actually for Free going to come in assessment my organization and give me all that data? For Free!?  Yep.  This all by itself should get you to at least want to demo their product!

2. This isn’t just a personality assessment.  Most assessments are based on one component, usually personality.  PAC is based on five including personality, skills, organizational culture fit, needs and context.  It’s the most comprehensive selection assessment I’ve seen that is tailored to your organization, for the price.

3. The system was super easy for a talent or HR pro to use to develop new roles and pick the competencies and important factors needed by just clicking through, and you can add multiple raters within the organization by just selecting from a drop down menu.

4. Really fast and really accurate (the science behind this is awesome).  The average assessment takes about 12 minutes, and provides some really accurate data that has been proven reliable and valid based on millions completed. You can also compare results of a candidate to an existing employee already in position.

5. There is an employee development component that also comes out of this data for hiring managers to continue to develop the employee after hire, but one that can also be used with your internal staff already employed.

PAC is a new, young company that almost no one really knows about, but their product is one of the best I’ve seen when it comes to employee selection. They won’t be unknown for long! The average cost per assessment is $12-15 each, but it’s all based on volume, you guys know the game.  That is cheap, when you think about all you get on the front side with the analysis you’ll get of your own organization before you even pay for one assessment.  Plus, the assessments you’ll be giving aren’t just some generic assessment, but ones based on your own organization, own roles.

Check them out. I was really blown away by the demo.

T3 – Entelo

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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 space and I wanted to educate myself and share what I find.  If you want to be T3 – send me a note.

Talent Acquisition and Sourcing pros are always on the outlook for tools that will get them great talent fast.  Entelo is a software that helps you find that talent.  They are probably best lumped into the genre of “People Aggregators” within the recruiting and sourcing space, although all the people aggregators hate being called people aggregators.  What Entelo, and other people aggregators like them (OpenWeb, TalentBin, HiringSolved,etc.) primarily do is to build profiles of potential candidates based on their social exhaust they leave all over the web.

Think of yourself for a moment. You probably have a LinkedIn profile, a Facebook profile, a twitter account. You might also get involved with industry specific groups who active boards. Software developers use sites like Github and StackOverflow, etc.  All these places on the web you are leaving little pieces of who you are (social exhaust).  Entelo’s software gathers all of this and puts together a profile similar to an online resume of sorts.  Unlike many of the people aggregators on the market, Entelo found some really cool ways to differentiate themselves within the market.

Tools like Entelo can be very powerful in your sourcing efforts.  But make no mistake, it’s a tool that you still have work and mine, do get the most of out of them.  I’ve seen way too many corporate talent acquisition pros invest into this technology, only to let it sit there and do nothing. That isn’t a failure of the tool, it’s a failure of the person using the tool.  Sourcing and mining candidates can be a arduous task, there is nothing easy about it.  The tool will give you almost unlimited potential candidates at your finger tips, now you have the real work in front of you to find who’s right for your organization and openings.

Entelo separates themselves with their predictive analytics.  When you go to source, the last thing you want to do is spend time and resources on candidates that are highly unlikely to want to move into a new position.  This is a huge issue in sourcing.  Entelo solves this using a predictive analytics model within their software ‘creatively’ called “More Likely To Move”. Which can predict individuals who are more willing to move into a new position based on their history and social makeup.  Does it work? Yes. 30% of the folks Entelo flags as “more likely to move”, actually move within 90 days!  That is crazy awesome.

5 Things I like about Entelo:

1. “More Likely To Move” is easily the best thing I liked.  When you use a people aggregator you get a ton of data to shift through. Being able to screen based on those individuals who are probably at a point to be ready to move, just makes my job way easier as a Talent Acquisition Pro!

2. Diversity Filters.  Entelo actually lets you search by various diversity filters (female, African American, Hispanic, veteran, etc.).  This is almost a 1A in likeability in my book! I can’t tell you how many times I’ve either been asked directly, or ‘hinted’ at heavily on the ‘type’ of candidate a hiring manager or organization was really looking for.  Great HR and Talent Acquisition Pros know they need to balance diversity and inclusion within their organization, and sometimes that means having to find a certain demographic.

3. Entelo Button.  Entelo has a Chrome plugin which is a nice feature to have as you are mining sites like LinkedIn.  The plugin allows you to view the Entelo profile of an candidate you are viewing in Linkedin with one click, to see what else might be out there on this person.

4. Entelo profile emails. Like most folks, I’m inherently lazy.  If I don’t have to do extra searches to come up with contact information, that just made my life easier. Entelo profiles have a very high percentage of contact emails attached to each potential candidate, many times more than one.

5. ATS Integration already built out. This is a must if you use a people aggregator because you want a ‘one click’ easy way to get those potential candidates into your ATS.

Entelo has a very familiar feeling UI. If you use LinkedIn, you can use Entelo.  Like most sourcing tools, the entry level price point is around $10K, that is pretty typical, and goes up with increased users, etc.  From an ROI standpoint, that’s pretty easy to justify.  One saved headhunter placement, and Entelo paid for itself.  If you actually use this tool, you’ll make more than one placement from it!  If you have to do diversity recruiting and sourcing, this is really a no brainer of a purchase.

 

T3 – WANTED Analytics

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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 space and I wanted to educate myself and share what I find.  If you want to be T3 – send me a note.

I love when I get to demo a company and I have absolutely no idea who and what they are going into it!  That was me with WANTED Analytics. From the name I was guessing they were some sort of analytics HR company, like Visier, but I was pleasantly surprised that they were completely different.   The name throws you, but the reality is they are a Sourcing Strategy company, not an HR analytics play.

What WANTED gives you is a complete picture of your sourcing environment, which allows you to build and plan the best strategy to attract the talent you need.  What they deliver, in terms of data, charts and information is completely insane!

A common problem we face in Talent Acquisition is trying to build proper expectations when it comes to hiring with our hiring managers and our executive teams.  Many times, our workforce plan is critical to a successful, or unsuccessful, launch of major programs and products.  It’s critical that we provide a real-life view of the market conditions we are facing, and set realistic expectations with our hiring managers.  WANTED gives you really easy ways to do this, and the ‘arts and charts’ they provide make it easy to consume for those folks you are working with you are visual learners.

You can also use WANTED to do some really cool sourcing using their historical hiring analysis.  This basically gives you a quick look back in the market you’re searching of who was hiring just a few month, to year ago, for the same types of positions.  So?  This gives you an instant sourcing model on where to find your the talent you’ll be going after, and many times provides you with leads you never thought of.

What I really like about WANTED Analytics: 

1. The data set they pull from is stupid big. Over a billion job postings collected since 2005, and 10 Million per week in the US alone, gives you piece of mind that the market data you’re basing major sourcing decisions on is better than you’ll get anywhere else.  This amount of data allows you to get very specific in your sourcing.

2. They’re data source neutral.  Many data companies are pulling only from a handful of sources, and sometimes specifically leaving a source out for competitive reason. WANTED is Switzerland, they pull from everywhere!

3. ATS plugin which allows your recruiters and sources to use this within their native tools, and really gives them the ability to leverage WANTED on an entire never level.

4. Gives Talent Acquisition leadership a tool they really have never had in terms of ‘live’ market data, to assist them in building realistic talent, sourcing and workforce plans. Provides unmatched competitive compensation data, job descriptions and historical competitive hiring data. Global in reach, covering the world’s largest 22 economies.

5. Really pretty Heat Maps!  Let’s face it, hiring managers and executives love arts and charts, and heat maps, and WANTED knocks this out of the park.  Critical in delivering the message you want. Plus, from the sourcing perspective, none of these charts are ‘flat’, everything is click through. This was super power.

WANTED Heat Map

 

For those interested, WANTED Analytics isn’t super expensive, and you can definitely make it back on sourcing alone, although, the TA executives will love it for forecasting and planning.  1 user will run your around $12K, 10 users $24K.  For big shops, a tool like this easily pays for itself. SMB players will probably have to justify it more specifically.

T3 – BlackbookHR – Sense, RNA and Presto

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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 space and I wanted to educate myself and share what I find.

So, I’ll start about saying I’m a proud member of Blackbook HR’s Advisory Board, along with some other great HR pros. But, even prior to that I was a fan of their products – my review of Sense. This review is highlighting two new products that Blackbook HR has launched – RNA and Presto.

First, let me say that I’m not the only one who is really liking what Blackbook is doing.  They were named one of the 2014 HR Tech Conference Awesome New Startups (don’t worry, I’ll be highlighting many of these others as well!).

RNA (Relationship Network Analysis) is one of Blackbook HR’s newest offerings.   When I saw the demo of this at HR Tech I was blown away.  It basically shows you your organization chart, but not by title, by influence!  It’s super cool, and the application of uses for retention, performance and succession are really limitless. One customer is using it to transition new leaders into the organization, so they know which players they need to connect with immediately, and how their organization is really getting work done!

Some of the other really cool things RNA can do if allow you to search your organization by skills. Not only self-reported skills, but all the employees in your organization can also rate each other on those skill levels.  So, you need someone for a new project that has project management skills?  What about the one person in your organization that their peers rate them highest in that skill!?  It does that.  Losing folks to turnover or retirement and need a pool of potential replacements (Succession), you can source that data here.

Also, think about any change management. Who are the most important employees to ensure are bought into the change before rolling it out?  That’s critical for success in any change, and RNA can give you these connections.  You can now go out and work with these individuals first, and let them help drive the change, positively, forward. Merger and acquisitions would be another way I could see this data being extremely important.

I will say, this is much more of an enterprise type of solution.  Most SMB’s probably don’t have enough data to really take advantage of this type of solution. But, if you are in the 2500+ employee range, this will blow your mind.  It’s fairly inexpensive, and the analytics you get from this data are crazy, it’s well worth a demo for sure!

RNA

 

Presto, is Blackbook’s other new product, and it’s totally free to use!  Basically, Presto is a survey App you can use within your organization, department and group.  It doesn’t even have to be used for business, but that’s what it was originally designed for.  Let’s say you just came out of an executive meeting and one of your senior leaders wanted to know how an announcement of some big new project was being ‘viewed’ by your employees.  You could within seconds put out a survey question to your organization, and watch in real-time the survey results come back to you.  Not only do you see, but everyone who participates can see the results.

I even joked you could send it out to your department to see what people wanted for lunch, and the entire group could see what everyone preferred!  It’s basically a real-time way to gather feedback in your organization. Totally free.  Completely simple to use.  I can think of a hundred ways I could use this, or coach my hiring managers to use this in an organization.  While this is a mobile app, the users can also log into a dashboard that gives you tabulated, colorful graphs, that are easily manipulated to share with your organization in which communication way you would like.

Yeah, I’m a fanboy of Blackbook HR.  The thing I like is the people running the company aren’t designing things thinking, ‘what will sell’.  They’re designing things thinking, ‘how do I solve this problem?’, then going, oh crap, how do we make money on this!  That gives them some of the best technology on the market, which you can actually buy or in Presto’s case use for free.

Next Tuesday I’ll be looking at recruitment marketing solution SmashFly!

T3 – The Resumator

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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 space and I wanted to educate myself and share what I find.

This week I looked at The Resumator!  The Resumator is a fairly new company that started in 2009, and is growing like a weed.  They are an Applicant Tracking System (ATS) play, based out of Pittsburgh, PA, with an office in San Francisco.

Yep, I did it.  I started off with an ATS.  Stop! Don’t go, hear me out, this isn’t your momma’s ATS!

I decided to look into The Resumator for a couple of reasons:

1. They specialize in servicing the SMB (small medium business) market – 100-1000 employee companies. I love this space, because I think the HR and Talent Pros in these shops work harder than anyone else!

2. They’re hugely successful. Which tells me, unlike the other 1,739 ATS vendors, they know something everyone else doesn’t.  3,000 plus paid clients, tens of thousands of users, that’s not easy in the SMB ATS space.

I don’t need to go into a ton about what they do.  They’re an ATS, I get it, you get it. Most everyone uses an ATS and most people hate their ATS.  Why? Well, in one simple word it’s customization. You want it, because you think your shop is special.  It’s not, but you force your ATS vendor to customize to you, which causes all kinds of issues with the system. You shouldn’t have done that. That’s why you’re unsatisfied.

The Resumator has one of the more ‘clean’ user interfaces (UI) and user experiences (UX) I’ve seen.  The UI is what you might think of as the ‘design’ of the system. You’ll hear techie types use “UI” and “UX” a ton, don’t get intimidated.  Think Pottery Barn versus Walmart.  You want Pottery Barn design in your home, but you have a Walmart budget.  The Resumator gives you a Pottery Barn ATS UI, for your Walmart budget.

This comes back to their size.  Most ATS have poor UI, thus giving you a poor experience, because they don’t have enough users to justify doing really cool stuff that you see in systems for enterprise buyers.  They have scale.  They use that scale to give you features you don’t usually see in SMB ATS products.  One of the cool ones I loved was what they call “Jobnosis“. It basically rates your Job Descriptions and Titles, automatically, versus all the other data from everyone that uses their systems. It then gives you the likelihood you’ll actually find the talent you want, and gives you suggestions to make it better.  That is really cool.

5 things that impressed me about The Resumator:

1. They leverage the data from 30,000 daily applicants to educate their SMB clients on what is working in real time. Not giving you ‘best practices’ from three years ago. 2 Million+ hires since launching the product.

2. Their email integration is tight and seamless. This isn’t the case for so many of the ATS products for the SMB space.

3. They’re focused on how your hires perform, after the fact, to help you hire more of the better ones. Again, goes back to their ability to leverage ‘big’ data.

4. Super customer focus. Over 30+ new releases in 2014 alone to improve the UX/UI based on customer feedback on making the product better and faster.

5.  Very solid recruiting tools are encompassed into the main product, no extra price, for both passive and active candidate sourcing.

 I’ve purchased 7 different ATS’s in my 20 years of HR and Talent Acquisition.  I have to say that The Resumator also has one of the less painful pricing models I’ve ever seen, that doesn’t penalize for growth!  You pay one monthly fee, as many users as you want, no matter how big your organization.

I keep coming back to the word ‘clean’.  The ATS market is junked up with ‘clunky’ products and systems.  The Resumator wasn’t one of these.  They were ‘clean’ in UI, UX and pricing. Full integration with one of my favorite SMB HR System’s of Record in BambooHR as well!  Like Bamboo, these guys really get the SMB space at a different level than most companies.

Next week’s T3 Company will be BlackbookHR’s newest award winning product RNA that was just launched this month at the HR Technology Conference.