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      Tech Candidate Spotlight – Karina Celis, Engineering Manager

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      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#

      Benefits

      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

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      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)

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      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? 

      Jennifer 

      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.

      Ted

      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.

      Jennifer

      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.

      Ted

      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

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      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

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      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

      Pros: 

      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.

      Cons: 

      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.
      Pros: 

      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. 

      Cons: 

      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.

      Pricing: 
      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.

      Pros: 

      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.

      Cons: 

      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.

      Pricing: 
      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.

      Pros: 

      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.

      Cons: 

      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. 

      Pricing: 
      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.
      Pros: 

      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. 

      Cons: 

      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.

      Pricing: 
      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.
      Pros: 

      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.

      Cons: 

      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)

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      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?

      Adam

      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.

      Matt

      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.

      Kelly

      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)

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      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?

      Suraj 

      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. 

      Lee 

      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.

      Heidi 

      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

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      The 6 Best Video Interview Platforms in 2023

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      When it comes to hiring in 2023, using the best video interview software is essential. After all, video interviewing is now an integral part of the hiring process, and the COVID-19 pandemic has accelerated its adoption. 
      According to a recent survey, 86% of companies now use video interviews to evaluate job candidates. Video interview software is crucial because it enables hiring managers to assess candidates remotely, which is particularly important in today’s world of remote work and social distancing. It also saves time and resources, as it eliminates the need for in-person interviews and can be used to screen top talent quickly.
      As we move further into 2023, it’s clear that video interviewing is here to stay, and with so many platforms available, it can take time to decide which one to choose. 
      In this article, we’ll explore the six best video interviewing tools of 2023 and what makes them stand out from the competition.
      The Best Six Video Interview Platforms
      Here are some of the best video interview platforms to use: 
      1. myInterview

      Founded in 2016 by two friends who wanted to create a more personal and efficient way of assessing job applicants and hiring, myInterview is a one-way video interview platform. You can further meet the shortlisted candidates for a live interview as well. 
      You can either choose from a library of questions or create your own. You can also customize the settings, such as time limit, retries, and branding.
      Here’s how it works:
      myInterview prompts you to fill out a simple form to create your job. 
      After you fill in those details, you can create and send video interview questions to job seekers, who can record and submit their answers online. 
      Next, myInterview will allow you to brand your interview by adding your logo, custom colors, images, or background. 
      Additionally, you can include an introductory video by recording it, linking it via Vimeo, YouTube, or Dropbox, or even uploading a pre-existing video from your computer.

      Finally, you can invite candidates to the job interview and review their videos right inside myInterview’s dashboard.
      Once candidates start sending their videos answering interview questions, recruiters can watch and evaluate the candidates’ videos using artificial intelligence and collaboration tools. 
      For example, the myInterview Intelligence feature uses artificial intelligence to rank candidates based on their video responses. 
      They also offer features like automated shortlisting, curated interview playlists, and bias-free assessment Interviews.
      Shortlisting is also easy, thanks to custom Kanban columns to help you track a candidate’s stage. You can set your workflow to match your company’s hiring stages and customize columns into shortlisted, rejects, approved, etc.

      All these features combined can help recruiters save time and money, screen more candidates, and find the best fit for their company and culture.
      Here’s a quick overview of myInterview’s key features: 

      Invite candidates: Recruiters can invite candidates to take the video interview by sending them a link via email or SMS. Candidates can access the interview on any device with a camera and microphone.
      Review candidates: Recruiters can review candidates’ videos on an intuitive dashboard that shows their scores, rankings, and feedback. They can also share the videos with other team members or clients for collaboration.
      Hire candidates: Recruiters can hire candidates by contacting them directly from the platform or through their ATS or workflow system.

      All in all, myInterview is suitable for recruiters who want to save time and reduce the risk of bias in their hiring process. It’s also suitable for candidates who wish to express themselves beyond their resumes and showcase their personality and fit for the company culture. 
      That said, there may be better options for recruiters who prefer live or face-to-face interviews.
      Pros: 

      Integration with other platforms such as Indeed, Workable, and Zapier. 
      It offers a free plan with ten candidates per month and affordable pricing plans for different needs and sizes of businesses. 
      The dashboard has smart shortlisting options, allowing you to filter, sort, and rank candidates by various criteria. It’s also easy to use, intuitive and customizable with your branding and intro video. 

      Cons: 

      It may not capture the full range of candidates’ skills and abilities, especially for technical or creative roles that require more than verbal communication or problem-solving.
      Limited customization options for branding and user experience. This can be a drawback for companies looking to create a more personalized candidate experience.
      Limited reporting and analytics capabilities can make it difficult for recruiters to track their recruitment campaigns’ success and identify improvement areas.

      Pricing: 
      myInterview offers annual billing options and the pricing depends on the number of candidates per month. The pricing plans are:

      Starter – Free forever with ten candidates per month and one active job.
      Individual – $99/month with unlimited candidates per month and two active jobs.

      Professional – Custom plans with custom candidates per month and custom active jobs.
      2. Willo

      Willo is another asynchronous video interview platform that allows candidates to record their interview answers at a convenient time rather than having to schedule a live video interview. This makes the process more flexible and convenient for both candidates and hiring managers.
      You can add different question types, including video, audio, text-based, and file uploads. You can also assign a specific number of retakes and answer length.
      Another unique feature of Willo is its ability to integrate with other HR tools, such as applicant tracking systems (ATS) and job boards. This allows hiring teams to streamline their recruitment process and manage everything from one place.
      Additionally, recruiters can evaluate and manage candidates in a Kanban-like dashboard and get an overview of their complete hiring process. 
      However, Willo may not be the best fit for companies that require live video interviews or need to assess candidates’ soft skills in real-time. In addition, some candidates may feel uncomfortable with the idea of recording themselves on video, which could limit the pool of potential candidates.
      Some of the key workflows of Willo are:

      Creating an interview: You can create an interview by choosing a title, adding a description, selecting questions from a bank, or creating your own. You can also set the time limit and number of retakes for each question and customize the branding and appearance of the interview.
      Sending an interview: Send an interview link to candidates via email or SMS or embed it on your website or job board. You can also integrate Willo with your ATS platform to automate the sending process.
      Reviewing an interview: Willo lets you watch video responses of candidates whenever you want, rate them on a scale of 1 to 5, and leave feedback notes. You can also filter and sort candidates by rating, status, or date.

      Pros: 

      Willo integrates with over 5,000 enterprise apps and popular ATS platforms.
      It saves time and resources by automating the screening process and allowing candidates to record their answers at their own convenience.
      It provides a great candidate experience and a fair opportunity for everyone to showcase their skills and personality.

      Cons: 

      Willo lacks some features like live video interviews, questionnaires for specific roles, etc., and some of its counterparts have. 
      It may not be suitable for some roles or industries requiring more interaction or assessment.
      Doesn’t have enough customization options for branding, design, or questions. 

      Pricing: 
      Willo offers three pricing plans. Here are the details:

      Starter plan ($75 per month): For up to 50 interviews per month with additional features such as custom branding, advanced analytics, and priority support.
      Growth plan ($300 per month): For up to 250 interviews per month with additional features such as team collaboration, custom domains, and GDPR compliance.
      Scale plan ($850 per month): For up to 1,000 interviews per month with additional features such as a dedicated account manager, API access, and enterprise integrations.

      Willo also offers discounts for non-profits and early-stage startups. You can apply for them on their website.
      3. VidCruiter
      VidCruiter is another video interview platform on this list. However, VidCruiter stands out among many of its contemporaries for its ability to provide both live and pre-recorded video interviews.
      In addition to interviewing candidates, recruiters using VidCruiter gain access to HR-based features, such as structured questions and rating guides, to assist them in their evaluations.
      VidCruiter also offers an SHRM-approved interview guide builder that aids in implementing structured interviews, reducing hiring bias. Additionally, the platform provides a dedicated account manager for each client and offers 24/7 support.
      Some of VidCruiter’s key features include: 

      Pre-screening: Recruiters can filter candidates based on their skills, qualifications, and personality using pre-recorded video interviews or online assessments. 
      Interview Scheduling: VidCruiter helps automate the scheduling process using an online calendar system that syncs with your email and ATS. 
      References: VidCruiter’s automated references system allows recruiters to collect references from candidates by sending out requests and reminders via email or SMS.

      VidCruiter is ideal for organizations and recruiters who want to streamline their hiring process, save time, and reduce costs. It’s especially beneficial for organizations that hire remotely or internationally since it eliminates scheduling conflicts and timezone barriers. 
      However, it may not be suitable for recruiters who prefer traditional face-to-face interviews or those with limited internet access.
      Pros: 

      It offers pre-recorded and live video interviews and other features such as skills testing, automated reference checking, digital signatures, etc.
      It allows you to customize your workflow, branding, questions, rating scales, etc., to suit your specific needs and preferences.
      It integrates with other platforms and tools such as ATS, CRM, calendars, etc.

      Cons:  

      They’re not upfront when it comes to their pricing and billing options. You’ll have to contact their sales team for a custom quote. 
      While VidCruiter offers a wide range of features, some users reported that the platform could be complex and difficult to navigate. This can make it challenging for new users to get started quickly.

      4. HireVue
      Initially founded in 2004, HireVue is a video interviewing platform allowing recruiters to conduct live and on-demand interviews. Some of its standout features include over 1,000 job-specific interview guides, real-time evaluation tools, automated candidate routing, and enterprise security. 
      Another distinctive feature is its built-in tools for evaluating coding proficiency and critical soft skills. HireVue’s technical assessment software employs video, AI, and coding challenges validated by a team of organizational psychologists to help you evaluate technical talent.

      Other key features include: 

      Game Assessment: HireVue offers game-based assessments backed by neuroscience and data science that help you select the most suitable candidates. The games measure cognitive abilities, emotional intelligence, and personality traits relevant to the role.
      AI Technology: HireVue uses AI technology to analyze candidates’ video interviews and game assessments and provide insights and recommendations on their skills, fit, and potential. Recruiters can also customize the AI to meet their specific needs.
      Text Recruiting: Recruiters can communicate with candidates via text messages or WhatsApp and engage them with conversational AI. They can also use text recruiting to invite candidates to interviews or assessments, send reminders and confirmations, answer questions, and provide feedback.
      Virtual Hiring Events: HireVue allows recruiters to host virtual hiring events to attract, screen, and hire candidates in one day. Recruiters can use HireVue’s platform to create branded landing pages, promote the event, schedule interviews, and track metrics.

      Pros: 

      It provides customizable rating guides to evaluate candidates based on specific job requirements and company culture.
      With the ability to pre-record and review interviews, HireVue helps you save time in the hiring process and quickly move through a large pool of candidates.
      HireVue’s structured interview feature allows you to create consistent questions for all candidates, ensuring fairness.

      Cons: 

      HireVue’s pricing is higher than other video interview platforms, which may make it less accessible for small businesses or organizations with limited budgets.
      Some users have reported that HireVue’s pre-built templates can be limiting and lack customization options.
      Like any software, HireVue isn’t immune to technical glitches and bugs. Some online reviews talk about experiencing video and audio quality issues.

      Pricing: 
      HireVue offers two pricing plans, including: 

      Corporate Pricing (Starts at $35,000): For companies with 2500-5000 employees. 
      Enterprise (Custom plans): For companies with over 5000 employees. 

      5. Spark Hire
      Spark Hire is a video interviewing platform that lets you accept one-way interviews, open one-way interviews, and live interviews. The one-way video interview is one of its standout features, which allows candidates to record video answers to interview questions at their convenience.
      It also allows recruiters and hiring managers to screen candidates more efficiently, connect with them remotely, and foster collaboration with team members.
      Spark Hire also has several unique features that differentiate it from other video interview platforms. 
      Additionally, recruiters can create personalized and branded videos using the video messaging feature to engage candidates at any stage of the hiring process. 
      Then you have the interview evaluation feature that allows recruiters to evaluate candidates by rating, commenting, tagging, and rejecting them. This feature speeds up the recruitment process and ensures recruiters can make informed decisions.
      Some of Spark Hire’s key features include: 

      One-way Video Interview: This feature allows candidates to self-record video answers to interview questions on their own time. Recruiters can create text or video-based questions, limit think time, control the number of allotted takes, and restrict max answer length.
      Interview Evaluation: This feature allows recruiters to rate, comment, tag, and reject candidates easily. Recruiters can document rejection reasons, send rejection emails, and organize their shortlists.
      Question Library: This feature allows recruiters to access a library of pre-made interview questions that cover various topics such as behavioral, technical, situational, etc. Recruiters can also create their custom questions and save them for future use.

      Pros: 

      Extensive integrations with various applicant tracking systems (ATS) and other recruitment tools.
      The interview evaluation feature simplifies the candidate evaluation process and allows for easy collaboration. 
      The video messaging feature allows for personalized and branded communication with candidates.

      Cons: 

      Limited language support compared to other platforms – a downside for organizations with diverse candidate pools.
      Some users have reported occasional technical glitches or issues with customer support.

      Pricing: 
      Spark Hire offers four pricing plans: 

      Lite ($149/month or $119/month annually): 1 job, 3 users, unlimited interviews, branding, video questions, evaluation tools, scheduling, video messages, integrations, and support.
      Pro ($299/month or $239/month annually): 5 jobs, 5 users, everything in the Lite plan + advanced sharing, analytics, bulk invite, SMS text invitations. Advanced questionnaire add-on.
      Growth ($499/month or $399/month annually): 10 jobs, custom users, everything in the Pro plan + Advanced questionnaire and single sign-on add-ons.
      Enterprise (Contact Spark Hire for pricing): Unlimited jobs. Everything in the Growth plan + SMS text invitations. Multiple add-ons for security and contracts.

      6. Harver
      Harver is a video interviewing solution that helps recruiters screen candidates using asynchronous video interviews. This means that candidates can self-record video answers to pre-defined questions on their own time, and recruiters can review and evaluate them whenever they want.
      Harver also stands out with its ability to incorporate promotional and team videos in your hiring process. Plus, Harver’s collaborative interview scoring feature lets you bring multiple evaluators on board to rate and comment on candidate responses using a consistent rating scale. This feature streamlines the evaluation process, ensuring recruiters can make informed hiring decisions.
      They also provide a team of IO psychologists to identify the ideal candidate profile and optimize the customized matching framework using performance feedback loops. This also helps minimize bias in the hiring process.
      Pros: 

      Harver allows you to incorporate promotional and team videos that showcase your company’s brand and culture, creating a more engaging and memorable candidate experience.
      Harver’s interview scoring feature allows multiple evaluators to rate and comment on candidate responses using a consistent rating scale, making it easier to assess candidates and make data-driven hiring decisions.

      Cons: 

      It may be unsuitable for organizations that prefer live or synchronous video interviews.
      Like most other virtual interviewing platforms, Harver also provides a standardized experience, which may not be suitable for companies with more specific needs or preferences.

      Benefits of Using Video Interview Platforms 
      There are many benefits to using video interview platforms for hiring. Here are some of them:
      Time and Cost Savings: 
      One of the biggest advantages of using video interview platforms is the ability to save time and money. Recruiters can conduct video interviews with candidates from anywhere worldwide, eliminating the need for travel and in-person meetings. This can save companies thousands of dollars in travel and accommodation expenses. 
      Improved Candidate Experience: 
      Video interview platforms offer a more flexible and convenient experience for candidates who can complete interviews from their homes. This can lead to higher levels of candidate engagement and satisfaction. 
      For example, Unilever managed to hire half of the candidates it screened using a video interview platform for the hiring process.
      Better Hiring Decisions: 
      Video interview platforms provide a complete overview of each candidate. And when recruiters have a complete picture of the candidate, they naturally make better hiring decisions. 
      Plus, features like video messaging and collaborative interview scoring can help recruiters evaluate candidates more accurately.
      Increased Diversity and Inclusion: 
      Video interview platforms can also help companies increase diversity and inclusion in their hiring processes. By enabling candidates to complete interviews remotely, companies can reduce barriers to entry for underrepresented groups. 
      Additionally, features like structured interview questions and blind reviews can help reduce unconscious bias in the hiring process.  
      Evaluate body language:
      Video interviews also allow recruiters to evaluate body language and nonverbal cues, such as eye contact, hand gestures, and overall confidence level while answering questions. 
      This is especially helpful if hiring for a customer service or sales position. In that case, you can evaluate how candidates interact with others, express themselves, and handle difficult situations.
      Key Features That Your Video Interview Platform Should Have 
      Here are some key features that your video interview platform should have:

      One-way and two-way video interviews: The best video interview platforms let you set up one-way interviews where candidates answer pre-written questions that you can review later. At the same time, they should let you conduct live or two-way interviews where you can chat with candidates in real time.
      Collaboration features: Collaboration features, like the ability to share feedback and ratings on candidates, can help streamline the hiring process. For example, Harver’s collaborative interview scoring feature allows multiple evaluators to rate and comment on candidate responses.
      Video Quality: It’s no good to have a great interview platform if the quality is poor. The video should be clear and crisp, allowing both parties to see each other clearly and understand what is being said. It should also be recorded in high definition so that there won’t be any playback issues later on down the line.
      Integration with your existing Applicant Tracking Systems (ATS): Integration with your ATS can help you easily transfer candidate data and streamline your hiring workflow.
      AI-powered interview analysis: Artificial intelligence (AI) can help you quickly and accurately analyze candidate responses and identify top candidates. For example, many tools use AI to analyze the facial expressions, tone of voice, and word choice of candidates during the interview.

      Questions to Ask Vendors on Demos 
      With so many options, how do you know which one is right for you? Here are some questions to ask vendors on demos related to video interviewing platforms:

      Can you walk me through the process of setting up and conducting a video interview on your platform?
      How do you ensure the security and privacy of candidate data during the interview process?
      Does your platform support both live and pre-recorded video interviews? If so, how do they differ?
      What level of customization is possible on your platform, such as branding, interview question templates, and evaluation criteria? Can we customize the platform with our company logo, colors, and branding to provide a consistent candidate experience?
      How does your platform address potential bias in the interview process, and what tools or features are available to promote diversity and inclusion? For example, does the platform provide structured interview questions and evaluation criteria to help standardize the interview process?
      Talking of diversity, does your platform handle accessibility for candidates with disabilities? For instance, does the platform support closed captioning or sign language interpretation for hearing-impaired candidates?
      What kind of support and training do you provide to users of your platform, and is there an additional cost for these services? Are there tutorials or online training materials available?
      How does your platform measure the effectiveness of the video interview process, and what kind of analytics and reporting are available?
      What is your platform’s video recording and storage capacity? Can the platform support HD video, and how long are the videos stored?
      Can you provide references or case studies of organizations in our industry or of similar size who have successfully used your platform?
      How does your pricing model work, and what factors determine the cost for our organization?
      Can your platform integrate with our existing applicant tracking system (ATS) or other HR tools?

      Common FAQs
      What is a video interview platform?
      A video interview platform is a tool that allows companies to conduct interviews with candidates in a remote setting. It provides an easy-to-use interface for both the interviewer and the candidate and stores all information gathered during the interview process.
      How does it work?
      Candidates sign up for an account, which allows them to record their videos through their mobile devices or computers. They upload those video recordings to the platform, where recruiters can access and review them to screen them immediately or schedule them to be viewed at another time.
      What are the benefits of using a video interview platform?
      Using a video interview platform can save time and money, eliminate geographical barriers, and help reduce bias in the hiring process. It also provides more flexibility for both the interviewer and the candidate, as interviews can be conducted from anywhere with an internet connection.
      What are the different types of video interview platforms?
      There are generally two types of video interview platforms – one that allows live interviews and the other with pre-recorded (asynchronous) interviews. Recruiters can conduct live interviews in real time, while pre-recorded interviews allow candidates to record their answers to pre-set questions at their convenience. However, some tools offer both types of interviews under a single umbrella. 
      How do I choose the right video interview platform for my organization?
      When choosing a video interview platform, consider factors like ease of use, pricing, customer support, features, and integrations with other tools. It’s also important to assess your organization’s specific needs and goals and choose a platform that aligns with them.
      How does the platform ensure fairness and minimize bias in the hiring process?
      Video interview platforms should have features that support structured interviews, such as standardized questions and rating scales. Additionally, some platforms use artificial intelligence (AI) to analyze candidate responses and weed out biased hiring. 
      Pitfalls to Avoid When Buying Video Interview Software
      When searching for video interview software, there are a couple of pitfalls to avoid. Here are some of the most common ones: 

      Thinking it’s only about the technology: Video interviewing should be about more than just the technology itself. You want to be sure it’s easy for both candidates and hiring managers alike to use and feels natural with minimal training. If this isn’t possible, perhaps another screening method would be more suitable for you.
      Not testing the software before purchase: It’s essential to test the software before making a purchase. This includes taking advantage of free trials or demos offered by the vendor. This will allow you to better understand the software’s user interface, features, and capabilities.
      Overlooking integration capabilities: If you already use other HR software in your organization, it’s important to ensure the video interview software can integrate with these existing systems. Overlooking integration capabilities can result in time-consuming and expensive workarounds.
      Ignoring security and privacy features: Video interview software will likely contain sensitive candidate data, including video recordings and personal information. Therefore, ensuring the software has robust security and privacy features, including data encryption and secure storage, is important.
      Not considering scalability: As your organization grows, so will your hiring needs. It’s important to consider the scalability of the software to ensure it can handle increased usage and meet future hiring demands.

      Time to Hit Record and Find the Best Candidates!
      Online video interview platforms are essential for modern recruiting and hiring processes. They allow companies to conduct virtual interviews and save time and resources while increasing candidate engagement and the accuracy of evaluations. 
      We explored the top 6 video interview platforms in 2023, each with unique features and functionalities catering to different hiring needs. Spark Hire’s one-way video interview feature allows for asynchronous candidate responses, while HireVue’s AI-powered assessments provide technical talent evaluations. VidCruiter streamlines international and remote hiring processes, while Harver’s candidate experience and team evaluation tools ensure a comprehensive assessment. 
      When choosing a video interview platform, it’s essential to consider key features like collaboration tools, customization options, and candidate experience. With the right tool and approach, these platforms can revolutionize your recruitment process and help you find the right candidate for the job.

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