Enterprise

Or, Why It Could Be Your Best Recruiting and Hiring Solution

We meet a lot of people who think they understand what Hired is, and what we do. Truth is, there are a few misconceptions out there. We’re not a recruiting agency, a job board, or a social network. We work for employers, connecting them directly to qualified candidates for tech and sales roles. We focus on talent most in demand by employers, which are generally Software Engineers, DevOps, UX Designers, Product Managers, and Data Scientists. For sales, it’s mostly Candidate Experience and revenue-based roles, such as Sales Managers. 

It’s free for candidates to submit a profile and interview requests from employers. We also have a dedicated Candidate Experience team to support them. Using sophisticated AI and transparency into compensation expectations and preferences, we surface matching talent to employers, saving both parties loads of time. Despite this, we know hiring managers, recruiters, talent acquisition professionals, and C-Suite executives have questions – even objections.

So, is Hired the right fit for you and your hiring needs? Let’s see. If we are, super! Let’s continue the conversation. If not, keep visiting and enjoying our content for recruiters, hiring managers, and talent leaders. Maybe we’ll connect down the road. Here are some common reasons you may think you’re not the right fit. 

1. “We’re under a hiring freeze.”

If you’re on a hiring freeze, it’s likely attrition is a risk for retaining talent. Recent data from LinkedIn shows the typical attrition rate for tech and sales talent is between 10-12%. This only rises in times of uncertainty. If retention is a concern for you, we can help in several ways. 

Our research shows that highly-rated aspects of an ideal company culture and work environment for software developers include opportunities for professional development and career growth. We work with several partners, who help our customers upskill and develop their tech and sales teams.

Hired offers the most efficient solution for sourcing talent when you need it. Plus, our Customer Success team is happy to work with you to improve your hiring processes through an interview guide revamp or company profile page review. Then, once the freeze lifts, you’re ready to go while your competitors are just warming up. 

2. “We’re in the midst of layoffs.”

We know that’s a tough experience for everyone involved, and we’d like to support you and your colleagues with free resources during this difficult time. 

If, however, you want to reduce the cost of vacancy, and you need to backfill crucial roles, but outreach or recruitment marketing is discouraged during layoffs, we can help.

Working with Hired to discreetly source and screen candidates for immediate roles or to nurture your pipeline avoids the optics of “spray and pray” LinkedIn outreach or job postings on your site. If your hiring managers and sourcers are stretched thin, Hired offers services to act as an extension of your team.

For individuals seeking a new role, we offer free career resources, including a Jobseeker’s Guide to Bounce Back Better than Ever, which may be useful to share in your networks. 

If you want to earn new certifications and skills, or even want to attend an immersive bootcamp, we have partners to help. If you’re on the platform, earn badges to broadcast your skills using Hired Assessments. Candidates with badges earn more interview requests. 

Keep in mind, Hired also has hundreds of companies continuing to interview and extend job offers. They know some pretty amazing talent suddenly becomes available after layoffs and it’s a prime opportunity to connect and establish a relationship with them. 

If you’re already on the platform and need assistance – reach out to our Candidate Experience team. They’re there to help you be successful!

3. “We’re focused on other initiatives during the hiring slowdown, like Employer Branding.”

We understand, and we’re happy to help with that too! We also offer employer branding services such as co-marketing or events to participate in that would allow you to maintain a brand profile while hiring is on pause. 

Need to rethink your funnel or customize them for specific roles or regions? Our team is available to assist by auditing your messaging and processes before making thoughtful recommendations. 

Let’s create more productive experiences for your hiring teams in the future and optimize the candidate experience. Now could be an excellent time to tackle some big rocks or strengthen areas deprioritized during hypergrowth modes. Reconsider policies, rethink requirements, and redraw maps of how you attract, hire, and retain employees. 

Check out these related resources: 

4. “We’re not a ‘tech company,’” or “We don’t have many tech roles to fill.”

Are you sure? Your company may have an industry focus on healthcare, consumer goods, or agriculture, but you probably employ tech workers. You may have one, two, or 10, compared to the hundreds employed by global household names like Amazon or Google. 

Regardless, the tech roles you have may be challenging to fill, especially if your turnover is low, (congrats on your retention!). If you have a lean tech team, odds are the company is pretty dependent on them and needs open roles filled as soon as possible. Whether it’s moving projects forward or ongoing support for the business or its customers, chances are you need a specific skill set and you need it fast. 

We can empower your internal team to efficiently source the precise subroles you need. Frontend, backend, full stack engineers? We’ve got them. DevOps, data analysts? You bet. UX designers and product managers? We have a lot of them, too. 

We have a vertically-deep pool of pre-qualified, responsive candidates for a simple pay-per-hire rate with a dedicated Customer Success team at less than the cost of recruiting agencies.

Eliminate the waiting game and move faster. How? Our candidates’ profiles with salary expectations and wishlists plus our system’s robust filters provide better matches and enable you to personalize your interview requests. This helps you connect with candidates at a deeper level immediately and generates amazing response rates. 

5. “Hired is too expensive,” or “It won’t work with our current hiring tools budget.”

Passive sourcing can bury your inbox. But, the candidate pool slows you down because of outdated profiles or the search functions don’t deliver the candidates with the skills you need.  Lockdowns changed the way many people regarded work/life balance and what they wanted from their job or career. The Great Resignation, or Reshuffling, had tech workers flexing their power in a competitive market. 

A survey of technologists in October of 2022 indicated 74% are actively looking for or open to a new role. Despite the layoffs that thundered through the second half of 2022, the unemployment rate for the tech industry fell to 1.5% in January from 1.8% a month earlier. The national rate fell from 3.5% to 3.4%, for comparison. 

There is no slowdown in the number of tech professionals who are looking for new opportunities at other companies.  

So, when you do have open roles, they are more critical than ever and the competition for top-tier candidates is intense. We provide the most efficient solution as our candidates are fully vetted for experience, skills, and salary requirements so we connect you with the people you need quickly. 

 Plans

We offer various models including a subscription-based scenario with a predictable flat fee and unlimited hiring. This level offers beta access to new features, more compensation data, and premium customer support. Data shows customers often average 50% savings on cost per hire using this model.

If flexibility is more important for now, go Pay Per Hire. You get access to the same tools and features for DEI to surface more underrepresented candidates and eliminate bias, as well as compensation transparency, completed assessment scores, and third-party integrations like an ATS. Depending on your needs, this allows you to get started quickly and further evaluate before making a commitment. 

Whichever works best for you, ensure you and your team benefit from the highest value-add tools to meet hiring needs, achieve DEI goals, support your brands through volatility, and deliver the strongest ROI.

We found a lot of companies could use assistance in working with decision-makers to get support for hiring and recruiting tools. We created this to help – Get Internal Approval for Recruiting Tools: A Step-by-Step Playbook.

6. “We don’t need Hired – our inbound pipeline is flush with candidates.”

Perhaps. But who are they? Are they qualified? Are they willing to work in a hybrid environment? What’s their visa eligibility? What’s their preferred working time zone? How much time will you spend screening and are they legitimately a good fit for the open role(s)? 

Hired brings you the right talent, right away. It’s likely your team is expected to do more with fewer resources. Take advantage of the widest pool of the most active and curated talent on the market and enable them to source in the most efficient way possible. 

Lean on Hired Assessments and candidate-earned skills badges to quickly filter and vet your full pipeline of candidates. Using this asynchronous tool frees up your team from in-person proctoring, creates a better experience for candidates, and empowers your team to assess a greater volume of candidates across multiple time zones.

Need temporary or ongoing help to source, screen, and manage communications with candidates? Use Hired Sourcer to shortlist and coordinate the back and forth between candidates and hiring managers. It protects your employer brand by providing a better experience for candidates and allows hiring managers to focus on their daily priorities.

Want a customized report of time and cost savings estimates? Check out our Savings Calculator. 

Conclusion: Hiring the right people has never been more important.

Let’s talk. Let’s explore how Hired can help you with more than quickly attracting and hiring qualified and experienced tech and sales talent. 

We’re eager to understand your needs today and down the road, so we may support you and your goals. We are happy to show you a demo of the platform and connect you with team members to learn more about sourcing, events, tech assessment tools, and more.  More