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    Competitive Tech Job Offers? 6 Ways to Compare and Find the Right Fit

    Steps to take when deciding between multiple job offers

    If you’re considering competitive job offers, you’ve already passed the hardest part of finding a new role. However, it doesn’t mean your job hunt is over yet. Choosing the right company and position might be challenging, particularly given the many factors playing a part in your final decision. Read on for some key tips to help lucky professionals with more than one offer on their plate.

    1. Determine your priorities

    Before you start evaluating job offers, ask yourself: What matters most to you in a job? Is it a high salary, flexible working hours, work-life balance, company culture, or growth opportunities? Knowing your priorities will help you evaluate job offers based on how well they meet your needs.

    Related: Ready to Find Your Dream Job? Start with Knowing What You Want 

    For example, let’s say work-life balance is your top priority. You may want to consider an offer with a flexible schedule or remote work options. On the other hand, if you value career growth, you may want to prioritize competitive job offers with a clear path for advancement and mentorship opportunities.

    2. Consider the salary and benefits

    By the time you’ve reached the offer stage, the salary they offer should not be a complete shock if you’ve had a transparent conversation with the company about your expectations. But, regardless of whether conversations have taken place, chances are the offers will vary slightly. This depends on how each company is calibrating the role and responsibilities for the position they’re offering you.

    An advantage of competitive job offers is your ability to leverage them against each other. This won’t always work depending on the company’s circumstances, but it could be worth a shot. 

    Related: How to Leverage Multiple Offers to Get the Job You Want

    The job offer with a higher salary and better benefits might be very attractive too. However, it’s important to consider the entire compensation package, including bonuses, stock options, and other perks. Additionally, account for the cost of living in the area where the job is located.A high salary may seem impressive, but if the cost of living is also high, it may not go as far as you think. Consider the overall value of the compensation package, including both salary and benefits when evaluating job offers.

    Related: See how companies value your experience with Hired’s Salary Calculator

    Does the offer include other types of cash compensation?

    In addition to base salary offers received, don’t forget to account for stock options and bonuses, or other incentives. 

    Stock options can be difficult to value for private companies since they’re not actually worth anything until (or if) an exit event occurs. That said, many startup employees have made off well after their employer goes public or gets acquired. So, stock options may be a valuable perk if you believe in what the company is doing. 

    Offer packages typically indicate a number of shares. Ask the hiring manager for the total number of shares outstanding to calculate the percent ownership of the company you’ve been offered. This is a better indicator of value than the absolute number of shares. 

    What benefits do the competitive job offers provide?

    Health insurance, commuting costs, and retirement plans are commonly added perks used to attract talent. It’s worth comparing these benefits between companies. If you really want to get granular, research the market value of each of these perks. Then, add it to your cash offers to get a holistic sense of how each package affects your finances.

    For those thinking about starting or growing a family, research the maternity and/or paternity leave policies for the companies you’re comparing. Given the significant cost of adding a new member to the family, a great parental leave policy might make or break whether a salary package makes sense for you.

    In addition, research vacation allowances for each company. Many established tech companies and startups have flexible, or even unlimited, vacation policies. If you’re a big traveler or need frequent weekends away, vacation policies might play a significant role in your decision.

    3. Assess the company culture

    Company culture is also an essential consideration as it will have a significant impact on your job satisfaction and overall well-being. Research the company’s values, mission statement, and work environment to determine if it aligns with your personal beliefs and preferences.

    Consider factors such as work-life balance, employee perks, social events, and company values. A company with a strong culture aligning with your personal beliefs can make a big difference in your job satisfaction and long-term happiness.

    Keep this in mind: There’s more to negotiate beyond salary. The number of options might surprise you! Check out this ebook for guidance on all the perks and benefits you could integrate into your total compensation. 

    How well do you get along with the team?

    At the end of the day, you’ll be spending most of your days with the rest of the people on your new team, so how your personalities mesh is one of the most important factors to consider before accepting a position. 

    Depending on the role and team dynamic, it may even make sense to ask to meet some of the team outside of the office. Maybe ask your potential new manager for a coffee chat if you’re questioning whether you’ll enjoy working with them.

    4. Evaluate growth opportunities

    Assessing each job offer’s potential for career advancement can be difficult before starting a new role. But do your best to have frank discussions with the hiring manager for each position you’re considering. 

    Consider factors such as training and development programs, mentorship opportunities, and potential for upward mobility. You may want to look for a job offer with opportunities for learning new skills, attending conferences, and taking on leadership roles.

    While smaller startups can offer unparalleled opportunities to explore new job functions and learn quickly, career progression isn’t always as clear as it might be at a larger company. Think about what your near and longer-term career goals look like, and how the various companies do (or don’t) fit into those goals.

    5. Analyze the job responsibilities

    The job responsibilities and expectations can significantly impact your job satisfaction and work-life balance. Therefore, you’ll want to analyze each job’s responsibilities and determine if they align with your skills, interests, and career goals.

    Consider factors such as job duties, work hours, and travel requirements. If you’re not excited about the job responsibilities, it’s probably not the right fit for you. 

    6. Seek feedback from people you trust

    Finally, get feedback and advice from trusted friends, colleagues, or mentors. They can provide insight into factors you may have overlooked and offer a fresh perspective on each job offer.

    Ask for feedback on the company culture, job responsibilities, and growth opportunities. Additionally, get their input on how each job offer aligns with your long-term career goals and personal priorities.

    Making the decision between competitive job offers

    When it comes down to making a decision, there is no perfect formula for making a decision when you have multiple offers to choose from. It depends on a variety of factors you ultimately have to prioritize for yourself and your career path. These tips will help organize, guide, and hopefully lead you to the right decision. More

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    Tech Candidate Spotlight – Karina Celis, Engineering Manager

    Let’s kick off by hearing a bit about your educational background! 

    I studied Computer Engineering in my hometown of Caracas, Venezuela at the University of Simon Bolivar. Later, I did a Master’s in Online Marketing in Madrid, Spain at ESDEN College. I believe in our field we need to improve and keep up with technology every day. So, I try to do courses on programming languages or management skills and do Katas every now and then. 

    My university experience taught me the most important things for my career. I remember clearly what my first algorithm professor told us in our first class. He said, “Forget everything you have learned so far on programming if you know anything at all. Here, you will really learn all you need to know to succeed. You will learn to solve a problem, think logically, and then apply any language to it.” Boy, he was telling the truth!

    I learned to deeply understand languages, take the best of them, and work around the bad to make them great! I learned to write effective, efficient code and be critical of key functionalities and behaviors. Even today, 14 years since I graduated, I find my education to be the base of every single situation.

    What would you like to learn more about?

    I am constantly reading about Cloud Technologies, AWS, Google Cloud, and Azure! Also – plus new monitoring and reporting tools. Today’s world is not meant for failure. We have no patience when it happens. It is important to achieve low latency and high availability in all our systems. We want to make sure we are on top of any failures and can fix them promptly. 

    What led you to pursue a career in tech?

    When I was 13 years old, around 1998, we got our first computer at home. It was a 3GB hard drive, Intel 3. It was the best we could get at the time. My aunt’s boyfriend was a Software Engineer working at Unisys. He lent it to her so she could work on her degree thesis. One day it broke down and the system was not booting. My aunt was in a crisis because months of work was lost.

    I sat next to her boyfriend, watching him fix it. He re-installed the software and recovered the data. I was fascinated by this! That day I asked him, “What do I have to study to do what you do?” It was Computer Engineering. I set a goal in life to understand and work on that black box machine. I wanted to make sure it was always up and running and doing everything right to help others achieve their goals. 

    How has your skill set evolved over the course of your career?

    Since graduating, I’ve had several roles:

    Full Stack Engineer at an E-com company in Venezuela (Python and Django)

    Front-end and TV App Engineer at a startup in Madrid (Samsung SDK written in JavaScript and Java in the Back-end)

    Technical Support Engineer at SmartADServer, which is a great company to work for! (HTML, CSS, and JavaScript. Every now and then, I read Android and Apple apps code)

    Front-End Engineer at eDreams Odigeo (JavaScript and an in-house version of Angular). Then, I had the chance to move up the ladder as Team Leader in that company before moving to London.

    I learned so many technologies over the years and even now as a manager, I continue to do so. In my new role, my team mostly uses C# for day-to-day work. This is a language I have not worked with yet so I am looking forward to learning! 

    Related: Engineering Manager or IC? Which Tech Career is Best for Me? (Video)

    If you chose to specialize in one area, what was it and why?

    I chose to specialize in people. I help them become better Software Engineers, work effectively on a team, and hopefully grow as people too. As an Individual Contributor, I learned how much managers can impact your career. If I can make a difference in helping others achieve their goals, why not do it?

    Related: Code Your Career: Staying Competitive in the Developer Job Market (VIDEO)

    Is your new role different from previous ones?

    I changed industries. My previous role was at Expedia, a travel company. Now, I am moving into Fintech. I will still hold the Engineering Manager role but will work with different languages and manage a different team size.

    What are some of the things you’re most excited about in your new role?

    I have always been very cautious about roles in the finance world. I think traditional, older banking companies can be intimidating. But there is something about tech companies specializing in finance that intrigued me. In this industry, the software is prioritized – good, reliable, efficient software – and I’m all for that.

    What was your job search experience like before you joined Hired?

    There were usually two ways of looking for a new job. First, lots of recruiters contacting via LinkedIn. It would be endless amounts of calls with them. Then, the waiting. It sometimes felt like ages before I would finally hear back from the hiring managers to start the process.

    The second way was to apply directly to companies or go to job post sites like LinkedIn. I’d submit my CV and cover letter. Then I’d wait until one day (after I completely forgot about that job application!) I received an email from the company to begin the process.

    In summary, it was a waiting game. I must add though, I met incredible people through these searches and have collaborated with them on other endeavors. I am thankful for each and every minute all recruiters and HR professionals spent with me or on me!

    What’s your best advice for jobseekers registered on the Hired platform? 

    With Hired, the coin is flipped. You are not looking, you are being looked at. Make sure you are presenting your experience in a way that makes companies curious about you.

    Here are a few tips:

    Give constant, quick responses (even if it is a thank you or a no, thank you). 

    Salaries are negotiable, so put your expectation on the table and hear the company out. 

    Inquire about the hiring process if it is not mentioned in the first contact email or initial conversation.

    With Hired, it’s true you can find a job in less than a month. In fact, you can even find one as quickly as two weeks – I’ve done that twice! 

    Any general advice you’d like to give other tech professionals?

    Learn to solve problems, not just how to work on a specific language. Tech evolves every day but that’s not necessarily the same for logic. Also, listen to other people’s ideas. You never know who might help you see a problem in a different way!

    Congrats on the job, Karina! Interested in landing a great role in the UK like Karina did? Complete your free profile on Hired today!

    About TrueLayer

    TrueLayer is building universal APIs that allow companies to access the financial data of their end-user and initiate direct bank payments, securely, reliably, and efficiently. Founded in 2016, TrueLayer has 51-200 employees and is headquartered in London.

    Tech Stack

    .NET Core, Docker, Kubernetes, AWS, PostgreSQL, Redis, Elasticsearch, Python, TypeScript, React, C#


    Stock options, paid time off, work-from-home flexibility, management training, employee discount programs, and more. More

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    Write an ATS Friendly Resume in 2023: 6 Tips to Reach Recruiters

    As a tech (or any!) jobseeker, it’s crucial to have an ATS-friendly resume in today’s job market. Why? In a highly competitive job search, it’s critical your resume is easily scannable to pass the ATS test. It increases your chances of moving past the ATS screen to a human recruiter. 

    In this article, we’ll explain what an ATS is, why having an ATS-friendly resume helps jobseekers (and recruiters), as well as six steps to helping your resume get past the ATS.

    What is ATS or Applicant Tracking System?

    An Applicant Tracking System (ATS) is a software application that automates and streamlines the recruitment process for employers. It allows companies to manage job postings, track and organize resumes and applications, and communicate with candidates. ATS systems have become increasingly popular over the years as more companies move their recruitment processes online and generative AI becomes more prominent.

    What is an ATS friendly resume?

    An ATS-friendly resume means the resume is formatted, or optimized to be easily read by applicant tracking system software. These systems are used during the hiring process to scan and filter through a large number of resumes quickly. Sometimes recruiters receive thousands of resumes for job postings and an ATS helps them identify candidates who match qualifications efficiently. 

    It includes a clear format, standard fonts and headings, and relevant keywords and phrases from the job description. Imagine if an engineering role required candidates to be fluent in Brazilian Portuguese, but 3,000 people who aren’t fluent in the language applied anyway. It’s impossible for recruiters to manually review at such large volumes, especially if many of them don’t meet basic requirements. 

    Why is an ATS friendly resume important for jobseekers? 

    When it comes to resumes, ATS software typically uses a process called parsing to extract relevant information from resumes and applications. Parsing involves breaking down the document into individual data points such as contact information, work experience, and education. 

    The software analyzes this information against predefined criteria. This may include skills, like React, Go, or Ruby on Rails, or keywords to identify candidates matching the requirements of the job posting.

    If the ATS doesn’t parse your experience and skills, your resume might be rejected even if you’re highly qualified for the job. 

    How do I get past the ATS?

    To make sure your resume isn’t overlooked follow these six steps to create and optimize your resume.

    1. Format your resume in the right way

    ATS software is designed to read and process resumes following specific formats, so it is crucial to use the appropriate one. Opt for a simple and standard resume format with bullet points, and use bold, italics, and underlining as necessary. 

    Most fonts are parsed effectively by the majority of ATS software, so you have more flexibility when it comes to this. However, it’s essential to ensure the font you choose is legible and easy to read. While formatting dates, use the format MM/YYYY or “Month Year.” 

    A myth or just outdated assumptions?

    Conventional wisdom advises jobseekers to avoid graphics, images, tables, or columns as they may confuse the ATS. 

    However, Volen Vulkov, the co-founder of our partner Enhancv, suggests otherwise. Based on the thousands of resumes Enhancv processes daily, evidence suggests resumes with visual graphics and tables are parsed just as well as those without. Further testing with other parsers and other resume templates (e.g. MS Office’s) confirms these elements would not result in different outcomes. 

    More importantly, however, jobseekers should carefully consider whether including graphics and tables will enhance the overall appearance and effectiveness of their resume. They should also assess if these elements drive more attention to their qualifications and experience. 

    Ultimately, the decision to include those items should be based on the individual jobseeker’s circumstances and the requirements of the job.

    Enhancv’s platform found less than 10% of resumes imported to their site, including their own resume templates, embed the information within the PDF. This means the ATS doesn’t need to parse the resume to extract information. It only needs to read the embedded information in the PDF. This revolutionary approach to solving parsing issues is something Vulkov expects other resume builders to follow soon.

    2. Include relevant keywords

    To increase your chances of getting noticed by an ATS, it’s crucial to incorporate relevant keywords and phrases from the job description in your resume. Take the time to carefully read the job description and use the same keywords consistently throughout your resume, particularly in the skills and experience sections. 

    Caution: avoid overloading your resume with too many keywords. This can make it appear spammy and ultimately harm your chances of being selected.Despite the large number of resumes an ATS processes, not all of the information in your resume may be parsed. In fact, according to Enhancv’s resume checker, the average number of words in a parsed resume is between 200-350. 

    This is significantly less than the average number of words in an uploaded resume (over 500). Therefore, it’s crucial to include the relevant keywords and phrases in your resume, especially in the skills and experience sections.

    Keyword Tip: 

    Keep in mind how logical variations help you cover essential terms without overtly repeating them. For instance, if you have experience developing ATS software, use both “ATS” and “Applicant Tracking System” software in your resume. 

    Some job applicants try to manipulate the ATS by adding extra keywords at the bottom of their resume or using white text as an attempt to camouflage them to human readers. We don’t recommend this, of course. An ATS might actually penalize you for it too.

    3. Use clear and concise language

    To increase your chances of passing the ATS scan, it’s important to use clear and concise language in your resume. Avoid using industry-specific jargon, acronyms, or abbreviations the ATS may not recognize. Even if you do use them, spell them out at least once to ensure the ATS can identify them. 

    However, in some industries like IT and tech, it’s difficult to avoid jargon and abbreviations altogether. Follow the lead of the job description and use the same terms from the posting. You might also use different variations of the same term – spell it out the first time but abbreviate it later in the resume. 

    Make it easy for the ATS to scan your resume by using standard headings like “Work Experience,” “Education,” and “Skills.” Avoid using unconventional headings or getting too creative with your formatting. Remember, the goal is to help the ATS system easily identify your qualifications, not to stand out with a fancy design.

    4. Connect the job title to your resume headline

    Your resume is more likely to surface if you include the job role in your attention-getter of a headline. When a recruiter searches for a specific title, your resume will be sure to show up. So, if you are applying for a job listed as “Sales Manager,” your ATS-compliant resume headline might look something like this: “Sales Manager with 6 Years of Fintech Experience.”

    Another important factor related to the job title is the name of the file you send to the employer. Some ATS systems actually rate the name of the file so it’s a good idea to make sure it corresponds to the job position and your name. 

    For example, if you’re applying for a job as a “Software Engineer” at “XYZ Company,” your resume file name might be “JohnDoe_SoftwareEngineer_XYZCompany.pdf.” Although a small detail, this can help your resume stand out in the ATS and increase the chances of a human recruiter seeing it.

    Imagine looking at a list of files and 90% of them are titled “Resume.” If you’re customizing your resume for different companies or roles, this helps you stay organized too. 

    5. Use the right file format

    When it comes to submitting your resume to an Applicant Tracking System, many jobseekers are unsure about which file format to use. The good news is both Word and PDF formats can work well with an ATS. According to Enhancv data, the parse rate of a PDF is 47%, and for a Word document, it’s 48%. So, there isn’t a significant difference in the rate between the two formats.That being said, it’s important to note PDFs tend to be larger in size, which may cause them to be parsed at a lower rate. Enhancv recommends you keep your resume under 2MB in size to ensure it can be uploaded and parsed properly by an ATS. 

    Ultimately, the decision of whether to use PDF or Word for your resume comes down to personal preference and the specific requirements of the job application. One of the main benefits of using PDF is it maintains its formatting across various operating systems and software. 

    This ensures the document’s layout remains the same regardless of how it’s opened. On the other hand, Word documents might look different depending on the different operating systems or software used to open them.

    6. Proofread your resume

    Finally, double-check your resume to ensure there are no spelling or grammar errors to confuse the ATS. Use a free grammar checker tool such as Grammarly to eliminate errors and ensure the language is clear and professional.

    Typically, less is more when it comes to ATS-friendly resumes. By keeping it simple and using these tips, you increase your resume’s chances of advancing through ATS software and straight to a recruiter.    More

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    Tech at Devoted Health: The Power of Collaborative Problem-Solving (VIDEO)

    Devoted Health is on a mission to change the face of US healthcare for seniors. Watch this on-demand webinar from the Get Hired Summit to hear from members of the Devoted Health tech teams. 

    They discuss how their obsession with leverage balanced with pragmatism enables better healthcare for America’s elders, and what they look for when searching for folks to join the team. They also share the areas remaining constant (a culture of collaborative problem-solvers) and the areas where change is the constant (based on specific needs or circumstances).

    You’ll hear from these Devoted Health team members:

    Related: Hired’s 2022 List: Top Employers Winning Tech Talent  

    Read an excerpt of the conversation here and scroll down to access the full webinar. 

    What are some of the projects your teams are working on right now? 


    There’s a lot going on across the organization. I work closely with Devoted Medical. Over the last few years, we’ve started a number of programs and clinical interventions for our membership. This includes diabetes manager prevention programs and our intensive home care program, which works closely with our most complex members who have a lot of comorbidities and some functional limitations. There’s a lot going on to try to make their lives better by improving their medical experience. 

    I’ve been here four years, which more or less maps with when we started taking care of people. We’ve had enough members go through some of those programs to where we’re able to zoom out and investigate what is working well and what isn’t. That way we can make decisions about where to grow our programs and how to expand those effective interventions to other markets.

    I’ve personally been focused a lot on program effectiveness for the last month or so. We’re also devoting a lot of effort right now toward effectively and efficiently working with both our members and their physicians to make sure their medications are accessible and affordable. We’re working with the product, operations, and engineering colleagues to identify opportunities for automation like SMS reminders, but also understand and predict what members are most in need of. Given how quickly we’re able to build our software, we’re always focused on building and maintaining a robust data warehouse in an analytics layer that keeps up with all our workflows and data model improvements and allows a lot of self-serve across the organization.


    I’m most excited about scaling and better utilizing the pipeline of medical documentation that we get. This whole healthcare system is a really challenging logistical process. It’s really important that we know as much about our members as we can so we can get them the right care at the right time. 

    Internally, we have a ton of integration set up with different provider groups and different sources of medical data that we ingest into our system. We’re starting to realize we have a lot of things but it’s getting more and more difficult to make sure folks inside Devoted are able to find those things appropriately. I get really excited about it because it’s this huge pipeline of data all the way to acquiring more documentation and setting up more types of integrations. Also internally, it’s making sure we’re indexing and cataloging that documentation with useful information so we can surface to several different consumer teams the right information. 

    For example, the Devoted Medical team is very interested in any given member’s full medical history. The Stars team, which manages the quality of care metrics we submit to CMS (Center for Medicare and Medicaid Services), is focused on making sure we’re doing preventive care for our members as part of those measures. Finding evidence we’ve provided that care not only helps Devoted with our quality of care overall but also helps with the whole coordination between all those parties to make sure we aren’t duplicating efforts across our members. 

    Tell us about the tools unique to Devoted’s data science and engineering teams.


    On the data side, we use Snowflake for data storage and SQL querying. We have an internal product that copies data from our Postgres database into Snowflake almost in real-time. We use DVT for our transformation layer and Airflow for scheduling. At Devoted, we migrated to Looker for our business intelligence tooling last year. We have Jupyter Hub available for in-depth analysis and model prototyping. We use both Python and R for those things depending on the project. Then we have the ML flow.


    We use React and GraphQL for front-end layers. We use Postgres under the hood to store most of our transactional data. In the back end, we use Go as our primary coding language. For data modeling, we have a mature setup with Protocol Buffers, which is a data modeling language built by Google. We use the metadata associated with our models to generate basic front ends, our database tables, and tons of other metaprogramming concepts. I think that’s a secret sauce – the use of Protocol Buffers and meta-programming to help us stand up things really fast.

    Related: Hired Releases 2023 State of Software Engineers Report

    Watch the full panel discussion to learn: 

    Career growth at Devoted Health 

    How the teams determined their tech stack 

    The teams’ day-to-day

    Why Devoted Health is like a layer cake! More

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    9 Smart Tips for Jobseekers to Identify & Avoid Job Scams in 2023

    With layoffs on the rise, job scammers are keen on taking advantage of a crowded market. As a jobseeker, it is important to be aware of job scams and how to protect yourself from falling victim to them. Often, scammers are seeking money, personal information, or free labor. 

    Don’t let the job search become more overwhelming than it already might be. Use these tips to spot job scams and protect yourself during your search for a legitimate new role. 

    1. Do your research 

    Before applying for any job, research the company thoroughly. Check their website, social media presence, and online reviews to verify their legitimacy. Glassdoor is a popular resource for checking out company reviews and getting the inside scoop on employers. If the company has a poor online presence or lacks information about their products or services, consider it a red flag.

    2. Watch out for job postings with vague descriptions

    Legitimate companies usually provide a detailed job description, including the required qualifications and responsibilities. If the job posting or ad doesn’t provide specific details about the job responsibilities, qualifications, or compensation, it might signal a scam. Real postings should have clear and concise descriptions of what the job entails and the qualifications required.

    3. Be cautious of unsolicited job offers

    If you receive a job offer without having applied for a job, chances are you are dealing with a scam. While recruiters may reach out to notify you about job opportunities, legit companies do not send out unsolicited job offers to random people. This is another point at which you should do some research. Look into the individual’s LinkedIn profile and be careful before clicking any links they share with you.

    4. Never pay for a job

    If a job requires you to pay a fee for training, equipment, or any other reason, you have a scam on your hands. Employers should be paying you. Companies never require jobseekers to make upfront payments. 

    Related: Expert Tips: How to Manage Your Finances While You Job Hunt 

    5. Be wary of high-paying job offers

    If a job offer seems too good to be true, it probably is. Be cautious of job offers that promise high pay for minimal work or require little to no experience.

    Related: Try Hired’s salary calculator to see how companies value your experience.

    6. Verify the job offer

    Before accepting a job offer, verify it with the company directly. Scammers often use fake company names and email addresses to impersonate legitimate companies.

    7. Protect your personal information

    Do not provide your personal information, such as your social security number or bank account information, until you have verified the legitimacy of the company and the job offer. Employers should only ask for this information after you’ve been hired. 

    A note on background checks 

    Typically, any part-time, full-time, or IC employee, regardless of department, seniority, or employment status, will complete a background check. 

    Expect to complete once an offer is in hand. More often than not, you’ll find a sentence in the offer letter stating, “Please understand that your offer of employment is contingent upon the successful completion of a background check.”

    Companies often use third-party services for their background checks like Checkr, Trusted Employees, GoodHire, and ShareAble.

    Background checks usually cover these areas: 

    County Criminal Search (Current)

    National Criminal Search (Standard)

    Sex Offender Search

    SSN Trace

    Global Watchlist Search

    The timeframe of background checks may vary by company, with some looking for current data and others looking into the past 5+ years.

    Sometimes companies will also run a credit check. This is for a few different reasons. According to NerdWallet, these checks are more likely if your role involves security clearance or access to confidential customer data, company information, or money. They don’t see your credit score, but a high-level version of your credit report. Basically, they’re looking for any signals of financial problems providing a vulnerability to fraud or theft. 

    8. Job scams often target workers receiving benefits

    If you’re unemployed and plan to file for unemployment insurance, be careful. Do not google “unemployment benefits” to apply. Many of the top search results are fake sites, encouraging you to register your claim while taking your personal information. Instead, get the correct agency’s URL from your former employer or verify them through your state government site. 

    Even after you’re registered, be careful when it comes to communication. Many scammers send texts suggesting there’s a problem with your benefits. They might say they need additional financial information to process your claim. Or that you’re owed additional money and they need to confirm information. 

    The majority of workforce agencies communicate with you by mail or a secure portal on the website. If you get a text that appears suspicious – do not click on any links or respond. Report it for phishing, block the number, and delete it. 

    One of the classic “tells” of a phishing email has always been misspellings or poor grammar. It’s safe to assume that with ChatGPT and other AI tools, scammers of all varieties will use them to their advantage. So, be extra vigilant. 

    This is also a good time to make sure you have your voicemail set up. It’s tempting to quickly answer calls when you’re job hunting, but let it go to voicemail if you don’t recognize the number. 

    First, job scammers often like to record you saying “yes” or other things they can manipulate later. Second, it’s often better to take a beat and return the legitimate calls when you have the time to focus on your response. 

    9. Trust your instincts and inquire

    If something seems off or suspicious about a job offer or company, trust your gut and proceed with caution. Ask questions about the company, culture, role responsibilities, etc. to evaluate the opportunity. 

    While you should inquire about these aspects for any job (whether it’s a scam or not!), questions will help you weigh the legitimacy. Real employers and recruiters would be happy to share more about the company and verify its authenticity. 

    Related: 7 Interview Questions You Never Have to Answer (& How You Should Respond)

    Completing technical assessments is common for tech roles 

    When it comes to tech roles, it is common for employers to request jobseekers complete technical assessments and challenges. If you are seeking a job in tech, keep in mind what’s reasonable when it comes to these tests. We asked Hired’s Senior Internal Recruiter, Jules Grondin, for her insights. Here’s what she had to say:   

    You should be given notice ahead of time on the languages used in the tech assessment or have the option to choose the language you’re most comfortable with to complete it.

    Expect to spend about 60-75 minutes independently on a tech assessment. This is not including a follow-up interview with the hiring manager or team.

    To expedite the tech interview process, ask about the tech stack from the start and tailor your work examples accordingly. Be eager and ask questions. Teams will prioritize scheduling and next steps to candidates who actively engage and are excited about the opportunity. 

    While accuracy is important, employers often look for your thought process in solving any sort of tech assessment. It’s important to show your work and be able to speak through the steps you took.  

    Every role is different but know what might be fair to expect from potential employers as a tech candidate.

    At Hired, we partner with employers to offer jobseekers a few ways to showcase their technical skills. 

    Hired Assessments empower jobseekers on the platform to take remote technical tests to prove their skills to employers. When Hired jobseekers successfully complete an assessment, they’re rewarded with a badge that surfaces on their profile for employers to see. Fun fact: High-intent candidates who earn technical assessment badges are 3X as likely to get hired!

    Coding challenges are an opportunity for talent to take 45-minute technical tests so employers can see the coding skills they bring to the table. Jobseekers can bypass the first step in the interview process (and win some awesome prizes) if they impress recruiters.

    Related: Want to Ace Technical Interviews? A Guide to Prep Software Engineers

    The job search process can be daunting and even more so if you fall victim to job scams. Such scams complicate the search and may take both a financial and emotional toll on unsuspecting jobseekers. Follow these tips to protect yourself, evaluate opportunities, and have a smooth job search!  More

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    The 6 Best ATS’s for Recruiting Firms in 2023

    In today’s competitive job market, it’s crucial for recruiting and staffing agencies to have the best tools and resources available to stay ahead of the game. That’s where the Best ATS platforms for Recruiting and Staffing come in. 
    Some standout solutions in this category include Bullhorn and Manatal. From candidate sourcing and tracking to collaboration and reporting, these platforms have everything agencies need to succeed. 
    But with so many options on the market, it’s essential to consider factors such as pricing, ease of use, and customer support before making a decision. Let’s explore the top six ATS (Applicant tracking software) platforms for recruiting agencies and staffing firms and see what sets them apart.
    The Best ATS for Recruiting Agencies
    1. Bullhorn
    With over 10,000 customers worldwide, Bullhorn is an acclaimed ATS in the staffing industry. The cloud-based platform offers both ATS and CRM (Customer Relationship Management) features to help recruiters manage their end-to-end staffing process.
    If you’re a recruiting agency that needs a scalable solution to manage its staffing needs, Bullhorn is your friend. The ATS can handle high-volume recruiting, complex workflows, multiple locations, and diverse client requirements. 
    Bullhorn dashboard
    It also comes equipped with AI-powered resume parsing and job matching to save time and improve candidate sourcing and screening processes.
    One of the unique differentiators of Bullhorn is its relationship intelligence features like pulse and radar that help recruiters monitor interactions with candidates and clients to identify engagement opportunities.
    Additionally, Bullhorn provides advanced reporting and analytics to dig deeper into recruitment metrics, identify trends and optimize recruitment strategies.
    Some of the key workflows of Bullhorn include:

    Candidate submission: Recruiters can submit candidates to jobs internally or externally, review their resumes, track their status, and communicate with them via email or text.
    Interview: Bullhorn lets you schedule interviews with candidates and clients, sync them with your calendars, send reminders and feedback requests, and update your status.
    Placement: It allows you to create placements for candidates who accept job offers, associate them with relevant information (including job details, pay rates, and start dates), and generate contracts and invoices


    Bullhorn integrates with various third-party tools, including major vendor management systems, social media platforms, and email providers, to provide a seamless workflow and data synchronization. Some prominent names include Gmail, Outlook, LinkedIn, Herefish, TextUs, and more. 
    Bullhorn has more features than other ATS software, including job order management, candidate search, activity tracking, reporting, lead tracking, pipeline management, and relationship intelligence.
    Bullhorn’s bulk email-sending function allows you to communicate with multiple candidates or clients simultaneously.


    Bullhorn does not have a free version or transparent pricing. Plus, the basic plan doesn’t include LinkedIn integration or unlimited data storage.
    Some users report that Bullhorn’s interface is not very intuitive or user-friendly.

    2. Manatal
    Manatal is a cloud-based ATS that helps HR teams and recruiting firms manage their entire recruitment process – from sourcing and candidate management to placement and onboarding.
    Manatal also stands out from other ATS solutions in a few key ways. 
    For starters, it offers candidate enrichment that lets you build detailed candidate profiles using data from LinkedIn and 20+ social platforms. This feature gives a holistic view of a candidate’s background and experience, allowing you to find a suitable match for a job opening.
    Candidate Enrichment
    Another unique feature is AI recommendations. You can reach top talent in your database with search tools, filters, and candidate scoring. 
    Recruitment CRM is another standout feature. This lets you keep track of commercial activity, clients, placements, and revenue all in one place. This is particularly useful for staffing and recruiting firms that need to manage a high volume of client relationships and placements.
    Recruitment CRM: Track pipeline in one place
    Manatal also offers a branded career page that helps you create a customizable career page or integrate an existing one. This can be a great way to showcase your brand and attract top talent to your organization.
    Some of its key workflows include: 

    Candidate sourcing: Manatal helps you source candidates from multiple channels, including job boards, career pages, LinkedIn, referral programs, and even manually. You can also enrich candidate profiles with social media data and AI insights. 
    Applicant tracking: It lets you track job applicants through different stages of the recruitment process using pipelines and activities. You can also collaborate with hiring managers and invite them to review candidates and provide feedback.
    Candidate matching: Mantal’s AI engine finds suitable candidates for your vacancies based on their skills, experience, and education, among other criteria. You can also use search tools and filters to narrow your candidate pool.

    Overall, Mantal is for HR teams, recruitment agencies, and headhunters looking to source and manage candidates quickly. It’s especially suitable for those who want to leverage AI and social media data to find the best fit for their vacancies. 
    That said, Mantal may not work for those who prefer a more traditional or manual approach to recruitment or need more customization or integration options.

    Manatal has lower prices than many other ATS tools. You also get a 15-day free trial to try the features beforehand. 
    Manatal is easy to use and has Kanban-style, drag-and-drop pipelines for candidate management. 
    It also saves time and improves hiring quality with its AI-based suggestions tool. 


    Manatal doesn’t let you add multiple locations for a single job position on the career page.
    They need to offer more customization options for the career page and email templates. 
    Lack of integrations with some popular tools like Zoom and Slack.

    Manatal offers three pricing plans: Professional, Enterprise, and Custom:

    The Professional plan costs $15 per user per month, allowing up to 15 jobs per account and up to 10,000 candidates. It also includes unlimited hiring managers.
    The Enterprise plan costs $35 per user per month and allows unlimited jobs, candidates, and hiring managers. It also includes custom features and integrations upon request.
    The Custom plan is on demand and requires contacting the sales team for a quote. It includes everything in the Enterprise plan plus custom features and integrations tailored to your needs.

    3. Recruit CRM
    Recruit CRM is a cloud-based recruitment software that combines ATS functions with a customer relationship management (CRM) system. It works as an all-in-one solution for managing and automating the recruiting process. 
    One of its most notable features is its simple and easy-to-use interface, making navigating and setting up a breeze. This can be a massive plus for recruiters with limited technical expertise.

    Recruit CRM interface
    Recruit CRM also has a visual pipeline that shows the status of each candidate, making it easy to track their progress through the recruitment process. Additionally, the platform offers a self-service portal that lets candidates update their profiles, reducing administrative work for recruiters.
    Another unique feature is its sourcing tool, which allows you to source candidates directly from LinkedIn. This can save recruiters time and effort when trying to find the perfect candidates for a job opening.
    Some of its primary workflows include: 

    Candidate interaction: It helps you communicate with candidates using email templates, bulk emails, email tracking, SMS integration, and a candidate portal.

    Managing clients: The CRM feature allows you to create and track opportunities, submit candidates, get feedback, and generate invoices.

    Posting jobs to multiple job boards: It has a single interface that lets you buy and post ads to premium job boards or automatically post jobs for free.


    Recruit CRM’s modern and easy-to-use interface requires minimal training and setup.
    The visual pipeline gives a quick overview of candidates’ status, such as applied, assigned, shortlisted, or offered.
    It provides native integration with Zapier that helps connect with 5000+ business apps.


    The lack of a calendar view for scheduling interviews or tasks. 
    The limited character limit for notes on candidate records may not be sufficient for recruiters. 
    Users have reported difficulties in training and solidifying processes with RecruitCRM due to constant updates and changes since it’s still in an early stage of development.

    Recruit CRM has three pricing plans: Pro, Business, and Enterprise.

    Pro plan ($85 per user per month): It allows unlimited jobs per account and up to 10,000 candidates, contacts, and companies. 

    The Business plan ($125 per user per month): It allows up to 20,000 candidates, contacts, and companies. It also includes everything in the Pro plan + resume/CV formatting, 100 custom fields, and API access.

    The Enterprise plan ($165 per user per month): It allows unlimited candidates, contacts, and companies. It also includes everything in the Business plan + a custom SLA, custom branding, dedicated servers, and a dedicated account manager.

    You can also start a free trial of Recruit CRM with no credit card required. The free trial provides access to all features with 50 candidates, 50 contacts and companies, and four open jobs.
    4. Loxo
    Loxo is an all-in-one talent intelligence platform that combines ATS, CRM, outbound recruitment, data, and sourcing tools. Consolidating these functions into a single platform helps simplify workflows, reduce costs, and improve performance.
    Loxo’s sourcing tool is worth noting. It provides access to a 1.2 billion professional and social profiles database from multiple data sources, including public profiles and the open web. And if you’re worried about the accuracy of contact information, Loxo’s got you covered with verified email, phone, and social profiles for over 800 million contacts.
    Candidate sourcing
    Loxo also offers an outbound recruiting tool that lets you create and automate multichannel sequences to engage candidates via email, SMS, and phone calls. This can be a great way to build a strong talent pipeline and reduce your reliance on job boards and other passive recruitment methods.
    That’s not all – Loxo also leverages artificial intelligence and machine learning to learn hiring preferences, suggest potential candidates, and automate tasks. This can help you save time and focus on the most important parts of your job.
     Here’s a quick overview of Loxo’s key workflows:

    Sourcing candidates from 1.2 billion profiles using a sourcing tool that automatically adds them to the database and enriches their profiles with social media data.
    Managing candidates using an ATS that shows the status of each candidate using a visual pipeline.
    Managing clients using a CRM that allows you to create and track opportunities, submit candidates, get feedback, and generate revenue.


    Loxo combines ATS, CRM, outbound recruitment, data, and sourcing tools into one AI-powered talent intelligence platform.
    It offers access to a large database of professional and social profiles, verified contact information, and AI-recommended candidates.
    It allows you to automate outbound recruiting with multichannel sequences and built-in email, SMS, and calling features.


    Some users mentioned difficulty in importing data from other sources or exporting data to other formats. 
    There’s a need for more training and documentation on how to use the software effectively.
    It’s priced higher than many other ATS platforms on the market. 

    Loxo offers three plans; their pricing will depend on your plan and add-ons. 
    The free plan offers the basic ATS and CRM features for free forever but includes no add-ons. The add-ons are optional features that can be purchased per seat, per month, such as Loxo Connect, Loxo Source, Loxo AI, Loxo Outreach, Talent Insights, SMS & Calling.
    The professional plan costs $299 per seat per month and includes all the add-ons as well as customized workflows, a dedicated onboarding specialist, and priority customer support. 
    The enterprise plan has custom pricing and includes all the features of the professional plan as well as AI internal mobility sourcing, e-signature integration, SSO, SOC 2 Type II reporting, audit logs, and deployment options.
    5. ZohoRecruit
    ZohoRecruit is another talent acquisition software that offers an ATS and a CRM in a single recruitment platform. It helps staffing agencies and internal HR teams source, attract, engage, and hire quality candidates for any role.
    To source candidates, you’ll get access to a database of professional and social profiles, along with verified contact information and AI-recommended candidates. 
    ZohoRecruit also offers a visual interface to help you track and manage the entire recruitment process – from sourcing to hiring. It consists of different stages, such as Screening, Assessment, Interview, Offer, and Hired, and each stage has appropriate candidate status.
    Hiring pipeline 
    You can also customize your hiring pipeline by adding or removing stages, color-coding them, and mapping candidate statuses to them. 
    Here’s an overview of the key features of ZohoRecruit: 

    Source & Attract: It allows you to post jobs on 75+ job boards with a single click and share those listings on social media platforms. You can also access an extensive database of professional and social profiles, verified contact information, and AI-recommended candidates.
    Track & Engage: Recruiters can track where their candidates are at every hiring stage and optimize their recruitment process with advanced analytics. They can also communicate with candidates via email, SMS, and phone.
    Automate & Hire: You can use custom automation tools to push candidates through every stage in the hiring process. You can also create a customized career site to attract more applicants. 

    It also lets you customize your career sites with SEO-friendly keywords, subdomain mapping, localization, and mobile optimization. And finally, it integrates with over 50 other tools, including Zoho CRM, Slack, Zoho Sign, Zoho Analytics, Outlook, and LinkedIn.

    Affordable pricing plans, making it accessible for small and medium-sized businesses.
    Integration with other Zoho products, such as CRM and HR management, for a seamless hiring and onboarding experience. 
    Easy-to-use interface and intuitive navigation, reducing the learning curve for new users. 
    Good customer support, with helpful documentation and responsive customer service agents. 


    Some users have reported occasional glitches and slow performance, particularly when working with large amounts of data.
    Some users have reported difficulty integrating third-party tools and plugins, which can reduce the platform’s flexibility.
    Reporting and analytics features are less advanced than other ATS platforms, making tracking and analyzing recruitment metrics harder.

    Like Loxo, ZohoRecruit’s pricing also depends on the plan and different add-ons. 
    The free plan offers the basic ATS and CRM features for free forever but includes no add-ons. 
    The add-ons are optional and can be purchased per seat, per month, including Zoho Workerly, Zia Voice, Candidate Anonymization, Assessment Module, SMS & Calling.
    The Standard plan costs $25 per seat per month and includes all the free features + resume parsing, email templates, interview scheduling, and reports. 
    The Professional plan costs $50 per seat per month and includes all the standard features + career site management, social media integration, and advanced analytics. 
    The Enterprise plan costs $75 per seat per month and includes all the professional features + modules, custom functions, and webhooks. 
    The Ultimate plan has custom pricing and includes all the enterprise features + a dedicated database cluster and premium support.
    6. Gem
    Gem is a talent engagement platform that leverages data and automation to help you engage talent more deeply, build diverse, high-quality pipelines, and hire predictably at any scale. 
    Gem integrates with various applicant tracking systems (ATS) to streamline the recruiting process and provide a single source for all talent relationships.
    For starters, it offers full-funnel insights into the recruitment process. This means recruiters can see the entire process, from sourcing to hiring, and use this information to optimize their outreach strategies and measure performance.

    Pipeline analysis 
    Another feature worth noting is its ability to automate personalized email campaigns and follow-ups. This will help you save time while ensuring you stay in touch with candidates. Additionally, the platform syncs all email activity with the ATS and LinkedIn, making it easier to track communications.
    Some of its key workflows include: 

    Sourcing candidates from LinkedIn or other sources and uploading them to Gem and the ATS through a single click. 
    Creating email sequences and templates and sending personalized outreach campaigns to candidates. 
    Tracking email opens, clicks, replies, bounces, unsubscribes, etc., and syncing them with the ATS and LinkedIn.
    Scheduling interviews with candidates and sending calendar invites and reminders.
    Moving candidates through stages in the ATS based on their responses or actions

    Gem is particularly beneficial for teams looking to build diverse pipelines and make predictable hires at scale. However, it may not be suitable for recruiting teams without access to an ATS or those who do not have a clear hiring strategy or goals.

    The platform supports diversity and inclusion initiatives by helping recruiters source underrepresented talent, track diversity metrics, and mitigate bias.
    It facilitates collaboration between hiring managers and other stakeholders on candidate profiles, feedback, notes, ratings, etc.
    Offers a modern and user-friendly interface, making it easy for recruiters to navigate and use the platform.


    Gem doesn’t disclose its pricing on its website but offers a free demo and a free trial for interested customers. 
    It’s not an ATS itself – you’ll need to integrate it with your pre-existing ATS to sync data and context.

    Benefits of Using ATS for Recruiting Agencies  
    Here are some of the benefits that an ATS can offer:
    Faster Hiring Process
    It’s a given that automated systems help reduce the time recruiters take to make hiring decisions. They allow candidates to apply via their website or mobile applications while they are away from their desks. 
    The application process is quick and simple, eliminating human errors during data entry or selection. This also helps recruiters save time and quickly get the right person on board.
    Streamlined Recruitment Process
    ATS automates many manual tasks, including posting job ads, screening resumes, scheduling interviews, and sending follow-up emails. 
    This frees up time for recruiters to focus on more human-centric tasks like candidate engagement, employer branding, and stakeholder collaboration.
    Data-driven decision making
    ATS platforms provide recruiters with valuable insights into their recruitment metrics like time-to-fill, source of hire, and cost-per-hire. This helps them optimize recruitment strategies, measure performance, and make data-driven decisions.
    Easier Management 
    An automated system allows you to track your candidate’s progress at all times, making it easier to manage them throughout the recruitment cycle. From assessment through onboarding and beyond into career development programs or even promotion opportunities when available within your organization’s structure, ATS platforms help you keep track of everything. 
    Manage Large Volumes of Applicants
    One of the best things about an ATS is its ability to handle large volumes of applications and resumes. 
    If you receive hundreds of applications per week, it would be impossible for your team members to go through each manually, especially when they have other responsibilities on their plates. Using an ATS allows you to keep track of all those applications so that you can identify candidates who meet your criteria and contact them if they are chosen for a position. 
    Key Features That Your ATS Platform Should Have 
    Here are some key features you should look for in an ATS platform:

    Ease-of-use: The platform should be easy to use and navigate through. You don’t want to waste time trying to find something that is not there. Your ATS should also be user-friendly, meaning it must come with a great user experience (UX).

    Integration options: Integration is key when choosing an ATS platform because they allow you to connect with other systems you already use — including HR software solutions, CRM, and applicant tracking solutions. It also helps you keep all the data related to hiring candidates in one place.

    Job posting: Job posting is one of the most common activities in recruitment. Naturally, your ATS should allow you to post jobs on job boards, social media, and other platforms like LinkedIn. Many ATS platforms even help you post multiple jobs simultaneously and also allow you to create automatic notifications when someone applies for a particular job. This saves you time as you don’t have to manually review each application received or respond to each candidate individually.

    Application tracking: You’ll need a system that can keep track of each applicant’s information throughout the entire process – from initial application through follow-up emails after interviews or preliminary job offers. That way, if someone doesn’t get hired but is a good fit for another position in the future, you can easily add them back into the database.

    Interview organization: Your ATS should assist you in scheduling and interviewing candidates. You should be able to send calendar invites and reminders and create interview kits that include candidate resumes, questions, feedback forms, etc. 

    Collaboration: The ATS you pick should let you collaborate and keep everyone in the loop on hiring decisions. It should also help you share candidate profiles, notes, ratings, feedback, etc. 

    Questions to Ask Vendors on Demos 
    When evaluating an ATS platform for your recruiting agency, it’s important to ask vendors the right questions to get a suitable fit for your organization. Here are some questions to consider:

    Ask the vendor about the candidate pipeline process. This question will give you an understanding of how the system handles each stage of the hiring process and if it aligns with your agency’s workflow.

    How does your ATS integrate with other recruiting tools and services? Make sure your new ATS will integrate seamlessly with whatever systems you already have in place, like payroll or HRIS systems.

    What type of tasks does it automate? Automation can help you save time by automating tasks such as candidate follow-ups, interview scheduling, and resume screening. Ask vendors about the extent of their automation capabilities.

    What’s the difference between our current applicant tracking system and yours? This will help you understand what exactly you’re getting when you pay for this new software and why it’s worth upgrading. 

    How does the ATS handle diversity and inclusion? Many companies are prioritizing diversity and inclusion in their hiring processes, so don’t forget to ask vendors how their system can support your agency’s efforts in this area.

    Can you customize the ATS to fit our agency’s specific needs? Every recruiting agency has different workflows and processes, so check whether you can customize the ATS to meet your agency’s needs.

    What kind of reporting and analytics does the ATS provide? Reporting and analytics can help you track the performance of your recruiting efforts and make data-driven decisions. Ask vendors about the types of reports and analytics their system provides.

    What kind of support and training do you offer? Knowing what kind of support and training vendors offer is important. Ask whether they provide support for onboarding, training videos, and ongoing support. This can significantly affect how quickly your agency can get up and running on the new system.

    How much data can it hold? This will greatly impact how many applicants you can track and manage through the system. If you need to store resumes, cover letters, interview notes, and other data, ensure your vendor has enough storage space.

    Common FAQs
    What is an ATS?
    An ATS platform is a software application that helps recruiting agencies manage their entire recruitment process, from sourcing to hiring. It automates and streamlines tasks like job posting, resume screening, candidate communication, interview scheduling, and reporting.
    Why do I need an ATS platform?
    You need an ATS platform because it will save you time and money in the long run. You’ll have a more efficient way of finding the right candidate for your job openings so that you can reduce the amount of time spent on recruiting efforts. This means more time for other important things like training new hires or managing existing employees.
    What are the key features I should look for in an ATS platform?
    The key features to look for in an ATS platform for recruiting agencies include job posting and distribution, candidate database management, interview scheduling, and collaboration. Some additional features include reporting & analytics and integrations with other recruiting and HR tools.
    How much does an ATS platform cost?
    The cost of an ATS platform varies depending on the size of your recruiting agency, the number of recruiters using the platform, and the features and functionality you require. Some platforms charge per user or job posting, while others offer monthly or annual subscription fees.
    How secure is my data on the ATS platform?
    Most ATS platforms offer data encryption, regular backups, and access controls to ensure the security of your data. It is important to ask vendors about their security measures and certifications to protect your data.
    Pitfalls to Avoid When Buying an ATS for Your Recruiting Agency 
    If you’re looking to buy an ATS for your recruiting agency, there are a few pitfalls you should avoid.

    Focusing too much on features and not enough on usability: While an ATS with robust features can be enticing, if it’s not user-friendly and intuitive, it can be challenging for recruiters to adopt and fully utilize the tool.

    Overlooking integration capabilities: A good ATS should integrate with other key tools in your tech stack, including job boards, HRIS, or CRM. Overlooking this can lead to manual data entry and siloed information.

    Neglecting security features: This includes password protection, encryption, and user access controls. Your ATS should also have a backup system if something goes wrong with the primary server or database.

    Ignoring customer support and training: Without proper training and support, you might end up struggling to use the platform and encounter issues that hinder your productivity.

    Failing to consider scalability: As your recruiting agency grows, your ATS needs to scale with you. Investing in a platform that cannot meet your hiring demands can result in downtime, lost candidates, and missed opportunities.

    Wrapping it Up!
    An ATS platform can significantly streamline and optimize the recruitment process for recruiting agencies. An ATS can also help recruiters source, engage, and hire top talent by automating workflows, enabling better collaboration, and providing data insights.
    Overall, each ATS platform discussed in this conversation has standout features that may make it the best choice for certain recruiting agencies. 
    Zoho Recruit’s hiring pipeline and candidate management system may appeal to agencies seeking a customizable and visual approach. Gem’s automation and collaboration tools may be ideal for agencies seeking to streamline their communication and hiring decisions. Or, Loxo’s comprehensive suite of features may appeal to larger agencies with more complex needs.

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    Future-Proof Your Tech Career: How to Make Strategic Decisions (VIDEO)

    These days, making strategic career decisions is often tied to conversations about “quiet quitting.” This term was coined in 2022 due to a mix of:

    Unclear expectations

    Few growth opportunities

    Disconnects between a company and the employee’s needs

    Quiet quitting transformed jobseekers’ way of thinking, with most centering the job search around their needs, goals, and values. 

    But what happens when jobseekers find companies they align with? They stay longer and are generally happier. Studies show retention is highest when employers invest in long-term learning and growth opportunities.

    Watch this on-demand webinar to hear experts from the Get Hired Summit discuss how jobseekers can strategize to future-proof their careers in tech. You’ll hear from:

    Related: Hired’s 2022 List: Top Employers Winning Tech Talent  

    Read an excerpt of the conversation here and scroll down to access the full webinar. 

    Amid the uncertainty, what are you seeing in the market right now? What advice would you give those in entry-level or mid-career positions in tech?


    There definitely has been a shift in the last six months or so. We’re seeing conditions start to change in the market. I’m seeing that it’s still quite competitive for… people with 5+ years of experience. Those people are still in very high demand and they still have competitive offers from a variety of companies. Where it’s getting a lot harder is for the entry-level, junior candidates — people with 1-2 years of experience. 

    We’ve had the same role open at different times over the last few years. A year ago we would have seen maybe a handful of applicants come in. Recently, we had 1,500 applicants come in within the first few weeks.

    The advice I would give to someone just starting out is to just build things. Do what you can to optimize for learning and practice your craft. Even if it’s something you build, get it up in GitHub, GitLab, or wherever you host your code. Practice and build it. Maybe you’ll throw it away but you’ll learn something along the way. 

    Related: Hired Releases 2023 State of Software Engineers Report

    I highly value the people who want to show their commitment to practicing their craft and showing they enjoy it and like building things. That’s what I want to have a conversation about in the interview process. I want to learn why they were excited about it, why they built it, and what they learned along the way. That goes such a long way.


    Definitely try new things and take some risks early in your career. The world is your oyster. There’s no time like the present to jump in and swim. You’re going to try a lot of things and you’re going to fail. You’re going to find some things you don’t like but you’re also going to find something you do like — something you’re really excited about. That’s what you want to run toward. 

    Think of your career as this marathon that will be many years of your life. Do you want to spend it doing something… you don’t love? Find what you can be really passionate and excited about. There will be hard days and hard projects but you should have more positive experiences than not. Implicit in that is to learn from those experiences.


    I speak to a lot of candidates in my career. Some of them have just finished college and have known exactly what they wanted to do their whole life. I speak to other people who had multiple careers. They’re in their thirties or forties and just starting bootcamp. They’re excited and passionate. Trying as many different careers until you find something you’re really passionate about is important. It’s never too late to start something new!

    Related: Partner Spotlight: Coding Bootcamps & Non-Traditional Education for Tech Talent

    Watch the full panel discussion to learn:  More

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    How to Create a Strong Personal Brand: The Key to Beginning a Networking Relationship (VIDEO)

    A strong brand is not only relevant for businesses. It’s important for individuals too, especially those navigating the job search. A strong personal brand that speaks to your skills, values, and expertise is crucial for networking and your overall career. 

    It’s your identity. What should people think about when they hear your name during conversations or in the media? What populates when hiring managers or recruiters search for you online? 

    Watch this on-demand webinar to hear experts from Get Hired: Future-Proof Your Career in Tech discuss what it takes to make your personal online brand effective and how it can lead to a new career and networking opportunities.

    You’ll hear from:

    Revenue & Product Marketing Manager, Multiply, Lee Brooks

    Senior Platform Engineer, RVU, Suraj Narwade 

    Lead Talent Acquisition, GTM, International, Sonatype, Heidi King-Underwood

    Founder & CEO, Hustle Crew, Abadesi Osunsade

    Read an excerpt of the conversation here and scroll down to access the full webinar. 

    When it comes to seeking talent, what do you want to learn about someone from their personal brand?


    When it comes to hiring someone from a personal brand perspective, the first thing to call out here is that you obviously see a resume. But I think in today’s world, LinkedIn, Twitter, YouTube, etc. act as a resume together. From a personal brand perspective, I will look at how they are presenting themselves and how they are showcasing their knowledge on any of the platforms. 


    For me, one of the most important things is: Are they fit for the role I’m hiring for? Does their personal brand give me confidence they have expertise in the areas I’m recruiting for? Sometimes it’s easy to tell from someone’s personal brand. Sometimes it’s more difficult, but if I was looking for someone who was good at creating content or social media, I hope I’d be able to get that from their online profile. 

    Another one that’s really important to me is cultural fit. How would someone’s personality, values, and work style fit? At Multiply, we’re all remote workers. It’s quite important that you have someone who can fit into that culture and thrive. 

    The third one is passion and drive. Are they enthusiastic when they’re talking online? This leads to culture a little bit but do they really show passion and drive for their work? I think you can tell through the content, achievements, and overall approach to their career.


    The cheat is we are bundle searching. We’re looking for keywords. Make your LinkedIn profile as full as possible, like you would a CV… Talk about everything you were doing and everything you’re looking to do. 

    On LinkedIn these days, you can actually put how to pronounce your name. Make things as easy as possible for the recruiter. What are your pronouns? Let’s make sure I don’t insult you by presuming… 

    Talk about the tech stack you’re utilizing. If you present yourself on a third-party site, put the link there. Make it available so I can actually forward it to my hiring teams. I might send over that link and say, ‘What do you think about what they’re putting out or their content?’ It shows… you’re using your own recreational time to highlight you’re really passionate about this. Include stand-out elements like volunteering… If you have certain skills or have done a workshop on LinkedIn learning around diversity and inclusion, that goes with cultural fit.

    Related: Code Your Career: Staying Competitive in the Developer Job Market (VIDEO)

    It shows passion and drive around the fact that you’ve gone off and taken on that skill and you recognize it as a skill. There are so many different elements but the more words you put on your professional site, CV, and personal sites, [you increase chances that] we will find that by doing boolean searching. The more content you have and the more authentic you are about yourself, the easier it will be for me to find you. Put your contact information out there too if you want to be contacted. That’s really important.

    Watch the full collaborative panel discussion to learn:  More