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      in Employer

      6 Reasons You Think You Don’t Need Hired

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      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

    • 75 Shares159 Views

      in Talent Acquisition

      How to Get Approved on Hired

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      Hired is a closed, curated marketplace that strives to create the best experience possible for jobseekers and hiring managers alike. In order to achieve this, our machine learning algorithm vets candidates and companies before they receive an invite to go live on Hired. 

      Candidates must have an in-demand skill set (meaning active Hired employers have open roles requiring those skills), ideally 2+ years of relevant experience, and a completed profile with a resume and/or LinkedIn URL included. Candidates must also display an intent to start interviewing right away.

      Companies must have a clear need to hire, and be willing to provide compensation and role details in the offers they make on our platform.

      In which locations can I find a job through Hired?

      Hired works with companies primarily in the US, UK, and Canada. Traditionally, we see our strongest presence both in terms of company and candidate volume in major tech hub cities. However, Hired now offers remote talent around the world. Provided candidates are open to remote work or the possibility of relocation while meeting our other criteria, they can go live to employers whoo source talent from all over the world. 

      What skill sets are companies looking for on Hired?

      Our primary focus is technical roles but we recently added some customer-facing positions, such as account executives and customer experience manager. Currently, open roles favor candidates with 2+ years of full-time experience in software engineering, product management, engineering management, data analytics/science, quality assurance, devops, design, and sales with a wide variety of specialties for each role. That said, we are constantly working with employers to scale their teams, so check this list periodically for additions.

      What type of roles does Hired support?

      Companies on Hired are looking to fill full-time/permanent and contract roles. These roles can be on-site, remote, or hybrid. Currently, we do not support internship, part-time, or C2C roles. 

      I am looking to begin my career in tech or transition into a technical role. Can Hired help me?

      Our companies are typically seeking jobseekers with 2+ years of full-time experience in a relevant role. As a result, Hired isn’t best suited for jobseekers fresh from a career transition or graduation. However, we partner with General Assembly and graduates of their software engineering and data science immersive programs can go live to our companies with less than 2 years of full-time experience. 

      I’m just interested in seeing what I’m worth. Is the Hired platform for me? 

      The Hired platform is meant for candidates who intend to start interviewing right away as the companies we support are looking to hire immediately. If you’re ready to start a new role within 30 days, we encourage you to create and submit your profile (for free!). If not, you are welcome to check out the Hired Salary Calculator to view offer salary data from others with similar skill-sets, specialties, and years of experience.

      Once approved, the platform promotes your profile to employers ‌for at least 2 weeks. When the platform detects a potentially good fit, the employer can request an interview and your job search progresses from there! More

    • 150 Shares159 Views

      in Employer

      How to Build a Sustainable Tech Talent Acquisition Strategy: A Comprehensive Guide

      by

      About this eBook

      Do you know anyone who’s used “talent acquisition” and “recruiting” interchangeably? Maybe you’ve done it, yourself! While organizations are moving towards a more sustainable talent acquisition strategy, they often confuse talent acquisition with recruitment. This misunderstanding may hamper your process and disrupt progress.

      A sustainable talent acquisition strategy encourages you to maintain a balance between acquiring external and promoting internal talent. A lack of career advancement opportunities is one of the main reasons people quit their jobs. Sometimes, current employees even feel neglected when companies enter the hiring phase.

      Although hiring new talent is important, doing so at the cost of current employees is detrimental to organizational growth and morale. Moreover, if you delegate all resources and money towards recruitment, there’s none left to invest in and retain your employees.

      Hence, a sustainable strategy is a win for all – companies can divide time and resources between current employees and new hiring with proper planning and implementation. While recruiting is essential for gaining employees, it can become a time-intensive and expensive endeavor without a TA strategy.

      Amidst a dynamic labor market, many organizations are exploring talent acquisition avenues to prepare for hiring surges and talent management. To help, we created an eBook to demystify talent sustainability and help organizations incorporate it into talent acquisition strategy.

      What You’ll Learn

      What constitutes a sustainable talent acquisition strategy in both candidate and employer-driven markets

      Actionable steps to take on the daunting task of building a robust talent pipeline, including 5 questions to answer before making a plan

      Strategies to nurture and engage candidates in the talent pipeline

      A look into the future of tech talent acquisition

      Plus, Why Core Values are Important to Talent Acquisition Strategies

      By integrating your organization’s core values into your talent acquisition strategy, it strengthens your employer brand. This pays dividends in multiple areas including candidate and employee experience. If you need help in this area, we’ve also created resources for both startups and larger enterprise companies. More

    • 150 Shares199 Views

      in Employer

      Less Competition, More Talent: Here’s How to Recruit in an Economic Downturn

      by

      What You’ll Learn

      How a ‘down’ economy affects hiring strategiesWhat companies should avoid doing in rough economies (it’s probably not what you think)Advantages of recruiting in an economic downturn12 best practices to help gain a competitive advantage when the economy slows

      About this eBook

      If you’re in the hiring space, you’re probably no stranger to this shifting landscape of talent acquisition. Now, we’re facing the newest challenge in the labor market: rising inflation, fears of recession, and labor shortages. But no matter the economic climate, it’s your job to find and retain top tech talent. Discover how can you adapt your hiring strategy to successfully recruit, keep pipelines warm (and strengthen your own career) during an economic downturn. More

    • 75 Shares129 Views

      in Employer

      2022 UK State of Tech Salaries

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      New Data on Salary Trends in the UK Following a Season of Hiring Contradictions

      While the Great Resignation defined 2021, 2022 is to be determined. Earlier this year we saw aggressive hiring in response to attrition and ambitious goals. More recently, we’ve witnessed uncertainty, volatility, and contradiction. Currently, we face an energy crisis in the UK, a new prime minister’s economic policy, living in a post-Brexit world, along with significant tech hiring freezes and layoffs. Yet despite these events, the hiring market remains cautiously optimistic. So what do we know about the status of 2022 UK tech salaries and the hiring climate?

      What the data tells us about 2022 UK tech salaries and employment

      In the US, for example, the unemployment rate is at a pre-pandemic low, inflation is cooling, there is a steady stream of job openings, and many companies need help finding top talent. Salaries continue to climb in the UK and Canada post-pandemic as well. In fact, Toronto and London had higher salary increases YoY, respectively, between 2021 and 2022 – than Boston, New York, SF Bay Area, and Seattle.

      As of this writing, the most recent release (13 September, 2022), from the Office of National Statistics, reported the total number of workforce jobs in the UK in June rose by 290K, on the quarter to a record 35.8 million. For the first time, this exceeds the preCOVID-19 level of December 2019. The employment rate decreased on the quarter but increased on the year and is still below pre-pandemic rates. So while there’s been some turmoil, there’s reason to be encouraged.

      Remote expands pipelines; gives employers an edge

      Employers continue to hire remote employees and enter new talent markets, although the UK has generally been more hesitant to do so than Canada and the US. Meanwhile, some high-profile companies in the US and elsewhere have announced return-to office policies, despite resistance from the majority of workers.

      Survey data in the 2022 State of UK Tech Salaries

      So as the winds shift towards an economic slowdown, will the pendulum swing more in favor of employer demands? Hired’s survey data tells us that while there is some sentiment of a power shift to employers in the next six months, the majority of candidates are considering leaving their current roles. They’re driven by the potential for more lucrative opportunities and an overall better fit.

      Expectations on salary, pay raises, and work flexibility remain sky high, placing the onus on employers to execute the right strategies to attract, hire, and retain top talent. In the 2022 State of Tech Salaries report, Hired provides one of the most in-depth analyses of the hiring environment today. Based on extensive proprietary marketplace data and a talent survey, it spans the US, Canada, and the UK. Ideally, these valuable insights will inspire meaningful conversations within organisations on hiring strategies, including the structure of compensation packages, flexible work models, and other talent initiatives.

      So what’s next for tech hiring?

      If there’s a North star in this tumultuous time, it’s that companies must be nimble when it comes to hiring. Explore new ideas, continue to rethink strategies, and revise hypergrowth models into ones for efficient growth. It’s the best way to cultivate a steady route to recruiting and retaining top employees. We stand by ready to help jobseekers and employers alike.

      In the 2022 State of UK Tech Salaries, we dive into Hired’s marketplace data to uncover insights specific to UK-based companies.

      With data and insights from more than 907,000 interview requests and survey responses from more than 2,000 technologists, we offer guidance to recruiters and talent acquisition leaders eager to stay competitive. With this eBook, companies can adapt hiring strategies and retain top talent, thriving despite an uncertain market.

      Key takeaways from the 2022 State of UK Tech Salaries eBook

      UK compensation trends based on role, industry, company size, and years of experienceThe impact of remote or work-from-home trends on tech salaries4 steps to increase hiring efficiencies and strengthen your employer brand, and more! More

    • 113 Shares199 Views

      in Employer

      Navigating Market Uncertainty: The State of Tech Hiring (VIDEO)

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      Watch this webinar-on-demand to hear in-depth analyses of the hiring market today, based on the 2022 State of Tech Salaries data report. Listen to meaningful conversations regarding hiring strategies, including the structure of compensation packages, flexible working models, and other talent initiatives.

      Hear from:

      Hired CEO Josh BrennerVP & GM, Employer Solutions for General Assembly Catie BrandHead of People, Virtru, Conley (Henderson) McIntyre and Director, Talent Acquisition, Markforged, Bryan Robinson.

      Download this collaborative panel discussion to discover: 

      Salary trends by role and years of experienceChanges in industry benchmarks such as average time-to-hireKey opportunities to win over top tech talent efficientlyImpact of global remote on tech talent hiring More

    • 125 Shares199 Views

      in Employer

      How Smart Companies are Solving Post-Lockdown Working (4 New Trends)

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      From ‘swarm teams’ to the metaverse, innovative ideas take on the challenges of the new world of work…

      In late 2021, Professor Lynda Gratton of the London Business School asked 150 executives from companies around the world for their take on the biggest challenge currently facing businesses. The answer came back loud and clear: “retaining people,” closely followed by “recruiting people.”

      It picked up on a problem destined to grow. The Great Resignation, the result of lockdown-fuelled dissatisfaction with our jobs was first. Then it was followed by the Great Reshuffle, as workers leapt from job to job in search of fulfillment. As we entered post-lockdown working, how would companies evolve?

      In May this year, the UK’s Office for National Statistics revealed that there were more job vacancies than unemployed people in the country for the first time since records began. The marketplace has since begun to settle, but a July survey of 1,100 US professionals showed that 31 percent were planning to quit within the next 12 months. In other words, employers still need to focus hard on hiring and keeping the best talent.

      Post-Lockdown Working at Home vs In-office

      According to Josh Brenner, CEO of Hired, the largest AI-driven recruitment marketplace for tech workers, what is most likely to attract and retain employees is the offer of flexible working. In a recent Hired survey, less than two percent of respondents wanted a full, five-day return to the office.

      “We’ve seen really high rates of attrition when companies have forced people back to the office for a full five-day schedule,” he says.

      With that comes the need to make the best of hybrid work, potentially across disparate geographies. In order to retain employees, companies also need to work harder to engage them. They need to help them feel aligned with the organization’s values, Brenner believes.

      “When we hear about companies losing high numbers of staff, a lot of it is because employees feel disconnected. They lack a solid understanding of where the company’s going, and how their work  bubbles up and contributes to goals.”

      Throw in the need to prepare for a fast-changing world – technologically, geo-politically – and you have a cluster of problems for companies to solve in post-lockdown working. Those that do so most effectively stand to gain a competitive advantage – so what are the most innovative trending ideas? 

      In WIRED’s report, readers learn about the:

      AI company that has done away with managers marketing company making a four-day week pay dividends professional services company using the metaverse to engage its workforcerise of a new C-suite role that’s re-shaping business… More