Category Archives: T3

The Next Great HR Technology Company! #HRTechConf

Posted on by
1

Yesterday opened the 20th HR Technology Conference and I attended one of my all-time favorite sessions hosted by Steve Boese called The Next Great HR Technology Company.

The idea is kind of a Voice-like competition where you begin with a number of organizations all competing for the title, once you get down to the final four, each organization has an expert coach. The coaches for this competition were Lance Haun, George LaRocque, Madeline Laurano, and Ben Eubanks.

The four finalist were:

Beamery: A CRM/Recruitment Marketing platform out of the UK. Combining Recruitment CRM and Marketing Automation, Beamery is built to source, attract and engage passive candidates. Very impressive and in my opinion the most polished of the products presented.

Best Money Moves: A Financial Wellness App built to help your employees reduce their financial stress. This one surprised me the most in how functional it can actually be to help real people. What we know if the more stable your employees are in their financial health the longer tenure they have, so great retention tool as well.

Blue Board: Blueboard is the experiential employee rewards and recognition platform for the modern workplace. Memorable, personal and shareable employee rewards. Give your employees experiences ranging from $150 – $25,000! The example they gave was turning an employee into James Bond for a day, jumping out of a plane in a tuxedo, driving an Aston Martin, and learning how to make the perfect martini.

Papaya Global: Papaya integrates your entire workforce and payroll management on a single global platform and connects you to a network of verified local vendors. Specifically built for the small fast-growing global company, this was very impressive as well, especially to those who have ever tried to grow an employee population in multiple countries!

My voting on these four went like this:

  1. Beamery
  2. Papaya Global
  3. Best Money Moves
  4. Blue Board

The thing is, Blue Board won the overall crowd vote, and as soon as they presented I knew they would. It wasn’t about the technology, which is fairly basic, it was the cool factor. Everyone watching the presentation wanted one of those experiences!

So, great learning for all the HR Technology companies out there, and one thing I’ve noticed for years in this space, the best tech doesn’t always win. HR Tech buyers and users are like us all. We buy iPhones, not because the iPhone is best, we buy it because we love the design and it’s cool.

Blue Board has a great story, one everyone wants to be apart of, and it’s an easy sell. We want those experiences, and we want to give our employees those experiences. Is it a great technology? Probably not, but it doesn’t matter because it will flat out sell!

The others will sell as well. That’s what I love about this competition, all involved are winners. Even to make it to the stage means you’re one of the top technologies on the market. If you’re in the market for any of the technologies that presented, these are all well worth your time for a demo!

 

Building the Perfect TA Tech Stack! #HRTechConf

Posted on by
1

Arguably the hottest tech at HR Tech will be in the Talent Acquisition space. TA Tech has blown up over the past decade with billions of dollars entering the marketplace in investment. It seems like every single day I’m getting an announcement in my email about the launch of a new TA Tech company.

All of this has caused massive confusion amongst TA leadership in trying to keep it all straight. The common questions are:

  • What does the tech even do?
  • Do I need this tech?
  • Doesn’t my ATS do this?
  • What is my competition using?
  • What should we be using to attract more talent?
  • Etc.!

It’s really just a never-ending list of questions because the TA Tech marketplace has been moving at such a fast pace and the innovation within the space is truly unparalleled in comparison to anything we’ve seen in the overall HR Tech space, ever!

Luckily, the HR Technology Conference is here to help you feel much smarter about the TA Technology space.  On Wednesday at 11am PT in the Venetian Ballroom A & B (come early they tell me this will be a standing room only session), a group of brilliant TA leaders and I, will take the stage tackling the dilemma of Building the Perfect TA Tech Stack! The experts on the panel are some of the top TA Tech brains on the planet – Jessica Lee from Marriott, Allyn Bailey from Intel, and Graham Pionkowski from Bazaarvoice (and of course me!).

The session is designed for both TA leaders and practitioners, but also all those TA Vendors trying to sell to us!

Completely vendor agnostic, which is a fancy way to say, we’ll be talking about the TA Tech we love, the TA Tech we use, the TA Tech we wish we could use, and maybe even a few TA Technologies we wish we could punch right in the face!

Our goal is to completely share our own TA Tech Stacks with the audience and have an open dialogue around what’s working and what’s not working. To help us all have a better understanding around the TA Tech that we see is foundational to our success, and what TA Tech we will need in the future to maintain our success.

It might be the most topical session of the entire show! We all need talent in a big way. Most of us will increase our chances to getting that great talent by having the perfect TA Tech Stack!

T3 – @Entelo Launches Envoy prior to #HRTechConf

Posted on by
Reply

This week on T3 I review the newest addition to Entelo, Envoy. First, who is Entelo? Entelo’s recruiting platform enables top talent professionals to find, qualify, and engage with in-demand talent. So, basically, Entelo was one of the first passive candidate aggregators that allows you to search for passive candidates.

Since they launched six years ago they’ve continued to add in functionality and features, including products to assist your organization in diversity recruiting, help you search your own ATS database better, and engage in outbound recruiting campaigns.

Yesterday, they’ve announced their most advanced product to date, Envoy. EnteloEnvoy uses artificial intelligence and deep learning to automatically find, nurture and deliver interested job candidates directly to the email inboxes of recruiters. This algorithmic approach to sourcing is the latest data-driven innovation from Entelo, the leader in helping talent acquisition teams hire better-qualified candidates, faster.

So, what does all this really mean?

With Envoy, recruiters simply set candidate criteria and the technology works in the background to sort and rank millions of potential candidates using machine learning algorithms that analyze fit across a number of different dimensions. Once top talent is identified, Entelo Envoy will personalize messages and send emails to candidates at optimal times and deliver replies from interested candidates directly to a recruiter’s inbox. Because the discovery, qualification and outreach portions happen instantly and automatically, companies hire faster and significantly reduce cost-per-hire and time-to-hire.

EnteloEnvoy will take the heavy lifting of sourcing and recruiting, and automate most of the steps. Your recruiters put in the job requirements and Envoy will go out and source over 300 million potential passive candidates, rank those candidates by who is the closest match, reach out to those candidates via email communication, and at the end of the process your recruiters will have a list of interested candidates who match the specifications you’re looking for.

It’s sourcing and recruiting for dummies! Envoy has basically idiot-proofed the process, and put your recruiters in a position to close! No longer will they spend most of their day on LinkedIn searching for candidates. Now they’ll spend most of their day speaking to interested candidates who closely match what you’re looking for.

Entelo has had Envoy in beta for a while working live with 50 of their current clients, and those clients are raving about the results. What TA leaders are seeing is Envoy is making their recruiting teams much more productive as they are now focusing their efforts on talking to candidates about their organization versus spending most of their time looking for candidates.

I love how TA tech is beginning to really increase the productivity of our recruiting teams and EnteloEnvoy looks to be leading the charge into this arena. Entelo Envoy will be demonstrated in Booth No. 2928 at the 20th Annual HR Technology Conference in Las Vegas from October 10-13, 2017.

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 – just send me a note – timsackett@comcast.net

T3 – CareerBuilder – Talent Discovery (@CBforEmployers)

Posted on by
1

This week on T3 I review the new talent platform launched by CareerBuilder called Talent Discovery. The launch of Talent Discovery by CareerBuilder is basically taking all of CB’s products and aligning them in one all-in-one platform, but also adding in the integration with your own ATS.

There are other products on the market that are calling a part of this ‘talent re-discovery’, what CB has done is taken this technology and built it into their suite of products they already had. Talent Discovery will not only show you talent in CB’s resume database and their open web sourcing tool, but it will also pull in your entire ATS database and use that data as well to show you your true landscape of talent.

This new platform will also let you sync your CareerBuilder candidates directly into your ATS as well, giving you a much more robust and easier way to pull in those candidates as well.

Leveraging the latest in machine learning, Talent Discovery automatically matches relevant candidates in an employer’s private or public databases to their posted jobs. This includes CareerBuilder’s 45 million resumes and 150 million candidate profiles. The technology understands the searches recruiters are running and candidates they are viewing and looks at various signals from job seekers based on their activity to zero in on candidates who are the most likely to respond.

What I like about CB’s Talent Discovery:

– Integrating with your ATS and uncovering candidates more easily who have already applied and said they want to work for you is a giant advantage. If you’re already using CB, this is a no-brainer to utilize.

– Recruiters can easily create and send fully branded, customizable and responsive emails to an entire audience of potential candidates with various calls to action – and with all communications conveniently handled through the system. After emails are sent, recruiters can see, in real-time, which candidates interacted with the email and then view each candidate’s resume and contact information within one click so they can follow up.

-The platform provides an in-depth breakdown of the active supply and demand for a given position and average compensation ranges, indicating how difficult or easy it will be to fill the role and the best places to find the talent.

-Leveraging the latest in machine learning, Talent Discovery automatically matches relevant candidates in an employer’s private or public databases to their posted jobs.

This is a pretty robust addition to CB’s lineup of products, that actually simplifies everything under one roof. This makes a ton of sense for both CB and it’s users. Bringing both your own ATS database and your public resume databases into one platform to be able to be nurtured in one workflow is just the way it should be.

(FYI – I’m a CB shop in my own company, and I haven’t used Talent Discovery as of yet, but when I do I will update everyone on what I see, to how it actually works!)

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 – just send me a note – timsackett@comcast.net

T3 – The 100 Hottest HR and TA Technologies on the Planet #

Posted on by
2

My good friend William Tincup (@WilliamTincup) is probably the single smartest person I know in the HR and Talent Technology space, worldwide! That’s saying a lot because this space is filled with smart men and women.

At HR Tech Fest this year, William made a comment on stage that there is roughly 21,000 HR and Talent Technology companies in the world. Seems like a number I can’t even get my head around – I might know 250 or so!

To prove his point, William quickly puts together 100 of the hottest companies on the market and shared them on LinkedIn. Since most of you don’t visit LI but once or twice a month, I wanted to share them here as well.

My suggestion is to demo one of these companies each month. One hour of development per month, 12 hours total for the year. Any of us can do this. Pick out the ones that make the most sense to you, in your role. This will change you professionally. You’ll be smarter. You’ll see what your competition is doing. You’ll begin to think more strategically. Yes, just be looking at, and better understanding the technology that is shaping your profession!

Yes, just be looking at, and better understanding the technology that is shaping your profession!

You can meet both William and me at The HR Technology Conference in October. Use the Promo code “SACKETT17” and receive $200 off your rate! Also, check out the HR Tech Insiders Blog for great content before, during and after the event!

This list is alphabetical. None of these organizations are paying me (yet). If you’re not on it, but want to be, connect with William on the Twitters and just ask.

T3 – @ZipRecruiter – They’re not what you expect!

Posted on by
2

This week on T3 I review the upstart job board with 6+ million customers, ZipRecruiter! Okay, I have to admit, I wasn’t super excited to review ZipRecruiter. I had heard their commercials at least a million times and I thought I knew exactly what they were. Job board for the lower end paying jobs. I was wrong, and what I found, made me a fan!

ZipRecruiter is a job board with a lot of jobs and great marketing engine behind it. You can turn on the radio, TV, or Podcast without listening to one of their commercials. Their sweet spot is SMBs, the majority of their clients are in that space 2-100 employees, but they also are starting to go upstream as well into larger enterprise clients. Zip didn’t set out to cater to lower paying jobs, under $20/hr, but it is something they’re very good at. Zip is built for volume.

Zip is growing like crazy. Over 3 million jobs on their site, with over 60 million job seekers using their site, and over 40 million email subscribers for job alerts. They built a machine that drives applicant flow in a big way, and in a hurry. 48% of the jobs posted on Zip get a qualified candidate submitted in the first hour! 80% within 24 hours!

ZipRecruiter is also working extremely hard to increase the experience for the job seeker in a way that helps both the seeker and the employer with some of their new functionality that lets a job seeker know if when new jobs come on when employers are looking at their profile, etc. Job seekers are taking notice and coming to Zip by the millions.

Things I really like about ZipRecruiter:

– ZipRecruiter is super cheap to use, so you have to be crazy not to test them out and see if they’re right for you.

– Zip makes it super easy through machine learning to let them know if candidates are meeting the quality you expect or not, with a simple ‘thumbs’ up, thumbs down widget where the algorithm will continue to help flush out more candidates that closely fit your liking.

– In the SMB space, if you don’t have an ATS, you can use ZipRecruiter as your ATS pretty easily, and many do this. Zip now has a ton of jobs that are listed nowhere else on the planet because of all of these small employers only listing their openings on Zip.

– “Online Now” is a function within Zip that allows candidates and employers to know who’s currently active online in the system and employers can reach out and “Chat Now” live with candidates. Employers can even do an ‘Instant Interview’ via video with candidates at the moment if they desire using Zip. Also, candidates will see “application viewed” when an employer looks at their application, so candidates know they didn’t fall into a black hole. This helps make Zips users more active than many other sites.

– ZipRecruiter was one of the few original Google for Jobs integration partners so the jobs you post on Zip will show up high in Googles search results.

– Zip offers an exceptional mobile experience for candidates with one-click apply, text message alerts when new jobs are posted in their area, and skill sets.

I was expecting ‘same old job board’ type of stuff when I sat down to demo ZipRecruiter. What I got in return really surprised me! Zip does not want to be a job board of a decade ago, and they are constantly working to add functions for both candidates and employers to make the experience uniquely their own, and one that is extremely valuable to both parties.

It’s free to test ZipRecruiter, and if it works for you it’s very low cost to use it going forward. It’s really a no-brainer to add this to your list of technology in talent acquisition you need to test. The number of employers using and coming back to use it again says all you need to know about the value ZipRecruiter is delivering.

 

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 – just send me a note – timsackett@comcast.net

T3 – Guideline – Easy 401K for SMBs

Posted on by
Reply

This week on T3 I take a look at the SMB technology 401K solution Guideline. Guideline is an all-inclusive 401(k) plan for growing businesses that’s easy for employers to set up and even easier for employees to enroll and save.first full-service 401(k) without management fees or hidden costs. Employers pay a flat fee, employees pay a low fund expense, and everyone understands what they are paying for. We know that being straightforward saves time – and money.

Guideline claims to be the first full-service 401(k) without management fees or hidden costs. Employers pay a flat fee, employees pay a low fund expense, and everyone understands what they are paying for. We know that being straightforward saves time and money. The platform simplifies retirement saving by making it easy for employees to learn about investment options, manage their portfolio, and monitor performance.

Let’s be clear, this is not your local bank’s 401K plan with a dashboard. Guideline is specifically designed for small businesses. Currently, Guideline has over 1500 SMBs on the platform and is growing at a rate of 150-200 new businesses each month. This growth alone shows how ridiculously awesome this technology is! The average Guideline client has around 10 employees, but it can work for businesses as small as 2 employees and as many as 250.

What I like about Guideline: 

– Everything you pay (the fees per employee) and anything your employees would pay, is clearly stated. This is a complete departure from your typical bank 401K plan that has fees baked-in and hidden you and your employees have no idea you’re truly paying.

– 100% auto enrollment of all employees. This is a best practice in larger organizations and I love that they made this a non-negotiable within their technology. The default is all of your employees will join 401K, the hardest step in beginning a retirement plan. It’s up to them to then opt-out. Almost none will, and they’ll thank you for it!

– All non-discrimination and safe harbor testing is built right into the technology and will deliver you back recommendations of things you can do to stay compliant. Banks scare you into believing you can never handle your own 401K because of these issues and Guideline has you covered.

– Company 401k match is optional, but built into the system as well if you choose to use it.

– Guideline connects right to your payroll provider, with built integrations with Gusto, BambooHR, Paylocity, etc. You can also manually upload if you do your own manual payroll.

– Guideline is built to be native on mobile. Easy to use mobile app for all employees to check, track and change their investment options.

You know I’m a fan of any SMB technology that is truly built to help small and growing organizations compete at the same level as the big boys. Guideline fits that bill perfectly. We know 401K participation has a direct line to a higher tenure of employees, and Guideline makes it simple for SMBs to now offer a retirement savings plan to their employees no matter what your size.

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 – just send me a note – timsackett@comcast.net

T3 – @HRMarketer Creating Awareness and Interest in Your Brand!

Posted on by
1

This week on T3 I take a look at brand awareness solution HR Marketer. I became aware of HR Marketer through their tireless Vice President, Ronda Taylor. If you haven’t met Ronda and you’re in the HR and Talent Technology industry, and you’re in marketing, you’re doing it wrong. Reach out to her! Tell her I sent you (she loves that!). Also, tell her I said to give you a discount (she hates that)!

HR Marketer is a software database platform that does a ton of stuff. It’s part automated content distribution and part research into what’s hot in the industry and how and who is interacting with your brand. As a technology company looking to sell to an HR and TA audience, it’s a tool you must have at your disposal.

HR and TA Technology companies use HR Marketer to help them make better decisions about where they should be selling and who they should be selling to, but also it’s an easy button to automate and keep your content marketing in front of your audience. Do you know what content is getting the most bump for your team? Do you know which analyst and influencers are sharing your stuff the most? Can you give your executives specific metrics on all of this?

HR Marketer delivers all of that and more.

What I like about HR Marketer: 

– You can build ‘schedules’ for various kinds of content you want to be shared on LinkedIn, Facebook, and Twitter. Then, just drop in the link, add some hashtags and schedule this content to be shared as many times as you want, on the days and times you want for weeks on end. One action delivers the entire schedule.

– Want to know what conferences you should be attending, or you need to get your executives on stage at? HR Marketer tracks over 900 HR and TA conferences world wide, gives you reminders when speaking submissions are due and lets you filter by the factors most important to you.

– Want to get more involved with getting your content shared via media outlets, analyst, and influencers? HR Marketer tracks this group as well and gives you the research of what each specializes in, how to connect with them, and lets you send out announcements to them from the dashboard in bulk.

– Want to know how your brand stacks up against your competition? HR Marketer’s Insights allows you to see how your own brand stacks up but also allows you to compare your brand against others of your choosing. The data is all real time and you can save and send data to your team.

– HR Marketer also has a main dashboard that is configurable to the stuff you want to see about your brand and the part of the industry you want to follow, so each time you login you get a quick snapshot of what’s going on with you and the industry at that moment.

If you’re in HR and TA Technology, HR Marketer is a must demo. The actual cost is a really good value for everything you get. For me, just being able to schedule and track content is worth the price of admission, but there is so much other stuff they have that is super valuable to marketing and sales pros of tech companies within our industry.

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 – just send me a note – timsackett@comcast.net

T3 – @Ongig Transform Your Job Descriptions

Posted on by
Reply

This week on T3 I review the video job description platform Ongig. I first ran into Ongig when their co-founder and CEO, Rob Kelly, started posting some great content around the ATS market and which ATS systems were being used most. I’ve used Rob’s data at least half a dozen times for posts of my own! (Top 70 ATSs on the Market) 

So, I knew of Rob before I knew of Ongig. Because I liked the great content Rob was putting out and I wanted to know more about him and his company and what I found was really impressive! Ongig takes your boring, static job descriptions and turns them into dynamic digital job ads that match your employment brand and drive more candidates to your organization.

Ongig isn’t the only company on the market that can do this and I’ve highlighted others on T3, but the Ongig has taken a few more steps others haven’t. They’ve figured out how to integrate these within your ATS environment, not outside it, thus capturing and driving all this traffic back into your one system and process. That’s huge. It’s great to have great looking digital job descriptions, but it doesn’t do me a ton of good if they’re just sitting there outside my current process.

What I like about Ongig:

– Every ATS has the same issue, the job description pages are usually boring and plain. Ongig shows you and lets you build great job description pages for each job that are multimedia enabled with video and much more.

– The platform is easy to use and intuitive. Simply drag and drop your own pictures and media within the platform to control your own media management.

– ATS integration is paramount. It’s not enough to just have great digital job descriptions with video. You also need to be able to drive all those applicants into your current process to capture. Too many clicks and all that great looking video and branding is meaningless. Ongig is currently working with Taleo, Brassring, Greenhouse, Lever, SmartRecruiters, etc. The more open the API of the ATS the easier it is to pull off this integration.

– “App Store” type experience. Want to add a “Join our Talent Community” to your career site, JDs, etc. Ongig can support third-party talent community widgets or embed their Talent Community widget. Work Testimonials built into your JDs and career site? Sure, if that’s what you want. Glassdoor comment stream on your career site? Yep. Purpose driven mission statements on every JD? Not a problem. Pick and choose which features you want with rather ease. Chatbots, social sign-in, maps, walkscore, etc.

– Have an ATS that forces each applicant to register and you just want single-click to apply? Ongig can build that out for you as well.

Too often I run into TA executives who have their tech stack fairly determined for a number of reasons (long contract, limited budget, etc.), but they still have a need and a desire to add a bunch of stuff that candidates expect. Ongig has the ability to prop up these kinds of processes through their job description platform.

Clearly, the ability to add video to job descriptions and make them dynamic is Ongig’s bread and butter, but really Rob and the team can do so much more. If you have god awful boring job descriptions, need more functionality than you have with your career site and JDs, Ongig is worth a look.

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 – just send me a note – timsackett@comcast.net

T3 – @Teamableme – Recruit the Best Talent from your Employees Networks

Posted on by
Reply

This week on T3 I review the employee referral technology Teamable. I’ve been a big fan of employee referral technology for a few years now, so I thought I already knew what Teamable was before I demoed. What I found was Employee Referral Automation 2.0!

Jobvite kind of created the industry of employee referral automation and leveraging your employee’s social media networks. For the money and the ROI, employee referral automation is still the most underutilized technology in talent acquisition. Almost every TA leader will tell you employee referrals are their highest quality hires and one of their top sources, but the spend almost zero dollars on technology to better these stats! It’s completely insane!

So, Teamable takes employee referral automation and says, how do we make it better? What do current users of employee referral automation like, and what do they wish they had that they don’t with this tech, and what is no one doing with this tech? This is what I think will ultimately set Teamable apart from other players in the space of employee referral automation is their innovation and ability to show organizations new ways to leverage this technology.

Teamable also found a game changer when it comes to using their technology to potentially increase your organization’s diversity hiring. That’s huge!

What I like about Teamable:

– Employees in your organization have the ability to see both the referrals they’ve made and what’s going on with them, but also those they’ve requested and where those are at as well. It’s one of the major gripes employees have after making a referral, that they don’t know what going on with it.

– Gamification is integrated very well into the dashboard showing a leaderboard of most referrals, which employees are most active, which employees have the most connected network, etc.

– The ability to segment out within your organization which employees you want to send specific job postings to. Why is that important? Diversity hires more diversity. Let’s say you had an opening for a Sales Rep. Your team was top heavy with dudes and you wanted more females. Instead of sending out this posting to all the sales reps you only sent it to your other female sales reps. What would happen? More than likely the referrals that came back with other female referrals. It’s not a guarantee, but the percentages are pretty good. BTW – works with any segment of your employees!

– ATS integrations already built for Jobvite, iCims, Lever, Greenhouse, etc. and Teamable will give you a visual cue if the person being referred is already in your current ATS, which is super helpful in letting those who referred know as soon as possible.

– Great UI/UX with their dashboard and ability to pull metrics and see the full funnel.

If you don’t have employee referral automation this is a must demo. I don’t know how to make that any clearer, this technology is a game changer for hiring more employees for less money and higher quality. I’m shocked that it’s not used by 100% of organizations who rely on and desire more referrals.

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 – just send me a note – timsackett@comcast.net