In this role, Burns will use his experience and expertise in staffing, consulting and content management to leverage content for RecruitingDaily’s network of websites an online courses.

Prior to RecruitingDaily, Burns served as strategic consulting advisor at HireClix as well as editor in chief of its subsidiary, Recruiting News Network (RNN). He brings with him a deep expertise in talent acquisition, recruiting and sourcing, in addition to the ability to produce and manage content as part of RecruitingDaily’ editorial efforts.

“We’re thrilled to bring Martin onto our team,” said RecruitingDaily Founder and CEO Noel Cocca. “Martin brings a wealth of industry experience, analytical skills and the ability to turn that into easily consumable content for our readers. As an industry expert, he has the knowledge necessary to help further our goal of being the number one source in the industry for recruiters and talent executives alike. Moreover, this aligns with our growth plans to develop our content strategy growth plans for both RecruitingDaily and the HCM Technology Report.”

From his side, Burns sees this as an opportunity to partner with a number of respected old friends. “For my entire career, I’ve always had writing in the background – it’s been a key part of my toolkit,” he said. “At RNN, I got my hands into editorial production for the first time as a writer and editor, as we built a news bureau from the ground up. That role gave me the skill-set and knowledge to move into the position of managing editor at RecruitingDaily. Now, I’m eager to collaborate with like minds and work closely with content and news.”

Burns will be joining the RecruitingDaily team at HR Tech this week in Las Vegas.

About RecruitingDaily
Founded in 2010, RecruitingDaily is the leading online media resource for today’s recruiting world, offering a signature mix of content, news, webinars, podcasts, video, and the signature #HRTX events that develop professional best practices. RecruitingDaily and its network of sites reach a global audience that ranges from entry-level sourcers to strategy-level executives in the Human Resources, talent acquisition, recruitment marketing, compliance and diversity and inclusion professions worldwide.

The post RecruitingDaily Welcomes Industry Expert Martin Burns to the Team appeared first on RecruitingDaily.

Dalia relaunched as a job seeker-focused hiring platform that automates the recruiting process and aims to simplify the candidate’s experience. The platform includes career sites, SMS and email tools, mobile-first job applications and automated scheduling. In a blog post, CEO Sam Fitzroy said the company means to build products that remove “pain and friction” from the process for job seekers.

Clockwise announced Clockwise Links, a smart scheduling product that finds the best gathering time for anyone involved in a meeting. Users can schedule external meetings, providing a link that indicates openings on a calendar and taps into AI-driven insights that help preserve focus time and account for user preferences.

SucceedSmart launched an executive search platform, which the company said will bring a “modern, digital” approach to executive search while prioritizing diversity in leadership.  The company also raised $6 million in seed funding.  

Talent engagement and communications firm Sense launched Sense Discover, a solution that provides automated, intuitive matches and more efficiently connects candidates and jobs. The product uses an AI-based matching system to determine similarities between jobs, candidates and skills.

HackerRank announced $60 million in Series D funding in a round led by Susquehanna Growth Equity. To date, HackerRank has raised more than $115 million in total funding. The company will use the latest round to accelerate its ability to facilitate technical hiring for in-demand roles and skills. The funding will also be used to expand the company’s services, invest in technical innovation and partnerships, and scale headcount across all departments.  

Sprockets closed a $10 million round of Series A financing. The round was led by Forte. Sprockets uncovers potential hires who share personality traits with a location’s top performers, revealing which applicants should best fit with each business’s needs.

HourWork, a recruitment and retention platform for quick-serve restaurants, closed a $10 million Series A round. The company will use the funds to scale its customer support, sales and marketing teams in order to meet increasing demand, and to move forward on product development initiatives.

Video recruiting platform Wedge raised $2 million in funding. The company’s pitch: Promote authentic connections between candidates and recruiters by providing a platform where job seekers can tell their stories. Wedge CEO Matt Baxter said the company will introduce new products and expand its partnerships.

Accurate Background launched a new social media screening solution. The product searches posts on social media platforms like Facebook, Instagram, LinkedIn, TikTok and Twitter, and reveals images and text related to pre-defined risk categories. The resulting report provides an overview of a candidate’s online persona with text, images and searchable links to any flagged posts.

Remote unveiled an API to help companies scale and manage international teams. Launching with partners Sequoia Consulting and AngelList, the Remote API provides a seamless, customizable integration for businesses to pay and manage full-time workers around the world.

The post HCM Talent Technology Roundup April 1, 2022 appeared first on RecruitingDaily.

The action positions PandoLogic as the only programmatic advertising provider that can define a quality applicant without the inherent bias that results from human intervention.

The acquisition will accelerate the adoption of programmatic job advertising as a best practice by combining PandoLogic’s world-class performance with Wade & Wendy’s AI power for candidate engagement and qualification to ensure delivery of the highest possible volume of only the most qualified applicants.

PandoLogic President and CEO Terry Baker said, “This acquisition reinforces our position as the most technologically advanced provider of AI enabled recruitment automation software. We’re delighted to welcome the Wade & Wendy team to PandoLogic and look forward to our great work together.”

PandoLogic’s primary offering is pandoIQ, a programmatic job advertising platform. PandoIQ automates and optimizes job ad placements to help companies meet hiring needs by predicting optimal yields for recruitment advertising budgets. Making more than 7,000 micro-decisions per minute, pandoIQ eliminates inefficiencies and waste by reaching the right candidates for the right price on the right sites at the right time.

Adding Wade & Wendy’s conversational AI to pandoIQ will deliver a more personalized application and candidate experience. Not only does Wade & Wendy automate the arduous process of scheduling candidate interviews, but it also intelligently transacts time-consuming tasks such as sourcing and screening.

Drew Austin, CEO and founder of Wade & Wendy, shared, “We entertained multiple offers and chose PandoLogic given our strong cultural fit and solid foundation from which to drive future growth. As hiring rebounds sharply, it’s the perfect time for our companies to come together.”

Baker added, “As organizations shift more to remote and hybrid workplaces and diversity hiring escalates in importance, our digital-first, one source of truth approach ensures productive collaboration across teams. Our Hire Intelligence approach just got smarter with Wade and Wendy’s AI enabled contextual engagement for sourcing qualified candidates and PandoLogic’s strong strategic alignment with Wade & Wendy will give our mutual clients the best of both organizations under the PandoLogic brand.”

Madeline Laurano, founder of Aptitude Research, said, “We’re entering one of the hottest job markets in over a decade, making the need to recruit intelligently and hire quickly crucial to organizational viability. Both PandoLogic and Wade & Wendy have consistently demonstrated their ability to drive measurable results for hiring companies and exemplary experiences for job candidates.”

Effective immediately, customers will be able to purchase Wade & Wendy and PandoLogic products independently or as a bundled offering. Other terms of the agreement are not being disclosed.

About Wade & Wendy

Wade & Wendy is an on-demand recruitment automation platform that increases recruiters’ bandwidth to make for a better – and more human – candidate experience.
Their AI recruiter platform automates task-driven recruitment processes: sourcing, screening and recommending qualified & interested candidates.

Founded in 2015, Wade & Wendy has raised $11.5M of funding from investors including ff Venture Capital, Jazz Venture Partners, Indicator Ventures, Slack, and the Randstad Innovation Fund.

About PandoLogic

PandoLogic is the leading programmatic job advertising and vendor management platform in North America. Referred to as the “best-kept secret in HR,” its programmatic job advertising platform, pandoIQ, automates and optimizes job ad placements to help companies meet hiring needs while maximizing recruitment ad spend.

Evaluating 100T job data points and making 7,000 micro-decisions per minute, pandoIQ eliminates inefficiencies and waste by reaching the right candidates on the right sites at the right time for the right price via a single performance-based platform.

One vendor, one source of truth, better results. Learn more at https://pandologic.com/

The post PandoLogic Inc. Acquires Conversational AI Recruiting Provider Wade & Wendy appeared first on RecruitingDaily.

Mark Feffer, the HCM Technology Report’s founder and editor, will become executive editor of both sites as well as their sponsored content operations.

“For some time we’ve wanted to expand RecruitingDaily’s reach to serve the growing community of HR professionals and business leaders who rely on dedicated technology solutions to manage the workforce,” said Noel Cocca, RecruitingDaily’s founder and CEO.

“The HCM Technology Report’s experience in the wider field of HR, and its proven ability to produce accurate and timely content, offers a springboard to expand our reach and introduce new elements of content to our audience.”

“The addition of Mark Feffer and the HCM Technology Report to our team will allow us to serve customers with a new level of business news, sponsored content opportunities and paid content services,” added RecruitingDaily Chief Marketing Officer Ryan Leary.

“Technology is driving change in HR and recruiting at blinding speed, and everyone from CEOs and CHROs to HR practitioners and recruiters are struggling to understand what capabilities are available, which tools make sense for them, what’s hype and what’s not,” observed RecruitingDaily President William Tincup.

“With the HCM Technology Report, we’ll be able to help the professionals who recruit, develop and manage the workforce make decisions with a better understanding of best practices and technology.”

For his part, Feffer sees the transaction as an opportunity to join a creative team of industry experts.

“I’ve always been impressed by RecruitingDaily’s industry knowledge and enthusiasm, to say nothing of its commitment to its audience and customers,” he said.

“I’m glad to have the chance to work with them full-time, and I know we’ll serve the HR and talent acquisition industries with products and services that will start strong and get stronger.”

About RecruitingDaily

Founded in 2010, RecruitingDaily is the leading online media resource for today’s recruiting world, offering a signature mix of content, news, webinars, podcasts, videos, eBooks, white papers and events that develop professional best practices.

RecruitingDaily and its network of sites reach a global audience that ranges from entry-level sourcers to strategy-level executives in the Human Resources, talent acquisition, recruitment marketing, compliance and diversity and inclusion professions worldwide.

About the HCM Technology Report

The HCM Technology Report, which began publishing in 2018, covers business issues related to the technology used by employers to attract, hire and manage their workforce and plan their workforce strategy.

Its coverage encompasses product and technical developments, user behaviors and organizational changes that impact the strategies, operations and financial performance of both customers and vendors.

Contact: 

Noel Cocca info@recruitingdaily.com

The post RecruitingDaily Acquires Industry News Site the HCM Technology Report appeared first on RecruitingDaily.

PITTSBURGH, PA—November 16 —Newton Talent, a leading provider of recruitment process outsource (RPO) solutions, is pleased to announce the appointment of industry thought leader and sourcing expert Shally Steckerl to lead its new PowerSourcing service division as Vice President of Talent Strategy and Sourcing Innovation.

One of the pioneers of the sourcing discipline, Shally is the Founder and former President of The Sourcing Institute, where he has helped numerous F500 and mid-market organizations train and develop their talent sourcing capabilities for nearly 20 years.

When it comes to innovative approaches to candidate search, Shally literally wrote the book. He is the author of the industry standard textbook “The Talent Sourcing and Recruitment Handbook” as well as “The Sourcing Method: Tactics to Find Unfindable Talent.”

The Sourcing Institute and its content will continue to be provided by Newton Talent as a strong complement to its existing offerings.

“We began collaborating with Shally several years ago when we sent our recruiting staff through training at The Sourcing Institute, said Patty Silbert, President of Newton Talent. “We found our clients shared many of the same experiences and knew how much they would benefit if we could make the very best sourcing practices easily accessible and scalable.”
“We’re extremely proud to have Shally onboard to help promote and implement the powerful solution that we’ve worked so hard to develop,” she added. 

PowerSourcing is a suite of integrated sourcing solutions that provides companies higher quality candidates in less time. It combines unique profile identification and pipeline-building components to fill and nurture the top end of the recruitment funnel, building a community of talent the recruiting team can tap to meet the needs of the business now and in the future. 

“HR leaders know that that, for recruitment to evolve beyond a simple administrative function and make a contribution to leadership’s strategic goals, there are a lot of ‘gaps’ that will need to be filled around sourcing skills, techniques, tools, and processes,” said Shally. “Those gaps can put the value of a company’s recruiting efforts at risk. 

“PowerSourcing is designed to fill the gaps that might be keeping those efforts from being more strategic and effective,” he added, “I’m excited about the resources PowerSourcing can provide hiring organizations, no matter their stage in this evolution.”

Often referred to as “the father of Sourcing,” over the past two decades, Shally has helped build sourcing organizations for companies like Fiserv, Microsoft, Google, Coca Cola, Cisco, Motorola, and more, and has helped hundreds of recruiting leaders successfully launch sourcing initiatives, improve the performance of their existing sourcing teams, and establish new sourcing functions from the ground-up.

He serves as Director for The Sourcing Institute Foundation, non-profit organization dedicated to providing recruiting industry education and opportunities to underserved communities.

According to Rick Newton, Founder/Owner of the Newton Family of Companies, Shally’s appointment is a natural result of the Company’s strategic vision. “We’re excited and honored to have sourcing’s premier thought leader as part of our PowerSourcing team.

Having an industry expert like Shally helps us to continue aligning with the needs of our customers; bring the best solutions forward; and illustrates our commitment to providing the most unique, innovative, and best-in-class customer and candidate experience in the RPO industry.”

PowerSourcing provides support and training solutions tailor-made for every organization. To learn more, view our case study or visit powersourcing.com.

ABOUT NEWTON TALENT

Newton Talent provides recruitment process outsourcing (RPO) solutions that are tailored to help companies streamline recruitment processes, enhance candidate experience, and improve quality of hire. Headquartered in Pittsburgh, PA and part of the Newton Family of Companies, Newton Talent services are employed by organizations of all sizes and industries across North America. www.newtontalent.com

ABOUT THE NEWTON FAMILY OF COMPANIES

The Newton Family of Companies is comprised of three companies dedicated to realizing a company’s vision through innovation-driven management consulting (Aspirant), best-practice talent sourcing and recruiting (Newton Talent), and design-driven identity, leadership, and culture solutions (The Newton Institute).

MEDIA CONTACT Kathie Sandlin, Marketing Manager, Newton Talent

o: 877.611.6148.   m: 440.212.4349.     kathiesandlin@newtontalent.com 

The post Shally Steckerl joins Newton Talent appeared first on RecruitingDaily.

Evie was created by former engineers & executives from Stanford, MIT and Yahoo!

SAN FRANCISCO, CA October 21 2020—Evie (www.evie.ai), the world’s leading AI assistant for recruiters, has been selected to help manage post-COVID-19 hiring for Siemens Mobility Limited. Founded by former engineers and executives from Stanford, MIT and Yahoo!, Evie automates every step of interview scheduling, saving Talent Acquisition (TA) teams time and allowing them to compete for an expanded pool of candidates.

The announcement comes after a six month-pilot program, with Evie engineers working with the Siemens team to refine the assistant to meet real-world challenges. It also arrives on the heels of Deloitte Digital’s 2020 Human Capital Trends Report, which finds that since the pandemic started, organizations are not just adjusting to a work-from-home (WFH) model and greater competition in hiring, they are turning to TA to help reinvent themselves for a more “sustainable post-COVID future”—one when human teams work directly with AI staff to achieve the highest results.

“Evie is the perfect product for this moment,” said Marta Brockwell, Talent Acquisition Partner, Siemens Mobility Limited UK “By coordinating schedules and managing any processes around rescheduling, Evie has improved the client experience and empowered us to hire faster and better. Also, like any good assistant, Evie has given me the freedom and time I need to speak with more candidates and build a bigger and better talent pipeline.”

“We have been incredibly fortunate to have collaborated with Siemens,” said Jin Hian Lee, Founder & CEO of Evie. “Post-COVID, TA teams are facing unprecedented challenges, which no product team could understand without first-hand experience. Thanks to Marta and her team, Evie has become the perfect assistant for managing the complexities of the current environment, whether you are dealing with a surge of candidates, switching between on-site and virtual opportunities, or coordinating interviews across multiple time zones.”

Five years and hundreds of thousands of meetings in the making, Evie seems so human that candidates often mistake Evie for a real person. Evie is powered by a next-generation human-AI cognitive collaboration platform called MetaFlow that combines natural-language processing and workflow orchestration. The result is an efficient and quick-thinking assistant, with a deep, natural understanding of real-world concepts like time, location and human relationships.

For in-house recruiters, the virtual assistant delivers a consistent, fast and proactive experience. Recruiters simply email Evie, and Evie gets to work, autonomously coordinating between hiring managers and candidates to get the interviews booked. It’s an amazingly simple and seamless experience for recruiters—every TA team can now have their own superhuman recruitment coordinator that responds in minutes, not days.

“The Evie rollout was a really strong partnership between the team at Evie and Siemens,” said Anna Botten, Global Talent Acquisition Consultant, Strategy & Technologies at Siemens. “As a cloud-driven solution, it can be deployed rapidly, right out of the box. Its natural integration model means no additional training for recruiters and interviewers, and a great employer-branded experience for candidates. Interview scheduling is a hugely complex process and as a total solution, Evie is a really sophisticated tool which has provided huge impact to our Recruiters, Hiring Managers and candidates.”

“My team and I have saved 30% of our time, thanks to Evie,” added Brockwell. “I cannot recommend a better tool for TA professionals in the market for an intelligent interview scheduling solution. It works with all my enterprise scheduling systems, and offers analytics that can be incorporated into future candidate searches.”

For more information about Evie, or to schedule a personalized demo, please visit: https://www.evie.ai/contact-us

About Evie

Evie is the world’s leading AI assistant for recruiters and Talent Acquisition professionals. Created by former executives and engineers from Stanford, MIT and Yahoo!, Evie is powered by a next-generation human-AI cognitive collaboration platform called MetaFlow that combines natural-language processing, autonomous reasoning and workflow orchestration with a deep understanding of real-world concepts like time, location and human relationships. Evie’s amazingly simple scheduling not only saves recruiters time, it also makes sure they don’t miss out on the best candidates and gain valuable analytics they can incorporate into the next candidate search. As a cloud-based offering, Evie can be quickly deployed and integrated with all major enterprise scheduling, messaging and meeting applications, from Zoom to Slack to Microsoft Teams. The company is based in Singapore, with offices in San Francisco. Evie has been featured in the Harvard Business Review and Forbes. For more information, please visit  www.evie.ai.

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Hibob Study Reveals Which Employee Groups Have Experienced Significant Mental Health and Job Satisfaction Declines

The survey reveals that men and employees in management positions are grappling less with mental health and job satisfaction issues than women and individual contributors.

NEW YORK – October 8, 2020 – People management platform Hibob unveils the results of its latest workplace study, showing that a majority of U.S. employees have been suffering from a mental health decline since the start of the pandemic.

While the decline is apparent across the board, data indicates that individual experiences are shaped by gender, age, personal environment, and role at work. These factors impact productivity levels and rates of mental health decline and feelings of job satisfaction and security.

“As companies continue to power through the pandemic, they cannot ignore their role in supporting employees who are struggling, and must take action to address them,” said Ronni Zehavi, CEO at Hibob. “With the unpredictability of the future, it’s important for leaders to support its people.

Transparency up and down the organization is paramount to creating a strong culture, and HR teams must strive to maintain genuine ongoing engagement and communication with employees. Without open communication, the struggles employees are facing maygo unrecognized, which could impact their productivity and job satisfaction, and therefore, the organization overall.”

The Disproportionate Decline of Mental Health and Wellness

A vast majority of employees (93%) have seen a direct impact from COVID – either from personal or family illness, or changes to their financial situation due to the economic environment. When experiencing these external changes, employee satisfaction dropped by 27%, and mental health and wellbeing dropped a staggering 33%.

While both economic and physical health played a role in influencing employees’ mental health, Hibob’s survey reveals that changes to someone’s financial situation – such as a layoff or change in employment status – weigh the most heavily on Americans, decreasing mental health in 11% of workers.

On the other hand, less than three percent of those who contracted COVID-19 or had a family member fall ill saw a decline in their mental health.

Hibob’s study also looked into discrepancies between mental health and wellbeing among employees in management positions versus employees who are not managers (individual contributors). This revealed a 22% decline in mental health for individual contributors; 65% of individual contributors ranked their mental health as good or great before the pandemic, compared to just 43% now.

Alternately, those in management positions only saw a 12% decline in mental health since the onset of the pandemic. Additionally, 57% of those in management positions felt confident in the ability of their firm’s HR teams to address employee wellbeing and mental health, as compared to only 40% of individual contributors.

Data suggests that managers have more trust in HR than employees. Especially in today’s environment, companies must promote transparency to establish trust. By communicating more openly and creating more evident initiatives to support employees at all levels, company leaders and HR teams can fortify confidence regardless of the tumultuous times.

Statistics also show that the mental health of older employees and women has been impacted and is hurting their job satisfaction. Around one-quarter of people 55 and older saw their mental health decline (26%) and became less satisfied with their jobs (24%), whereas only 10% of those aged 18-24 experienced mental health declines.

While analyzing the differences in mental health ratings between men and women, the survey revealed that 10% fewer women rated their mental health at work 4 or 5 as compared to men, which can likely be attributed to the fact that women have been tasked with balancing work while actively caring for children and elderly parents or other circumstances. Additionally, more women (41%) admitted to feeling guilty taking PTO during the pandemic, compared to only 32% of men.

This negative correlation of women’s wellbeing and PTO calls attention to the urgency of addressing mental health on the individual or circumstantial level.

The Inequalities of Job Satisfaction and Productivity, Influenced by HR

Since the start of the pandemic, individual contributors have reported lower job satisfaction levels than those who were in management roles. Directly influencing job satisfaction and work from home productivity was HR’s ability to set WFH expectations and address COVID-19 WFH concerns.

While only 54% of individual contributors felt their HR teams have supported and adapted to the pandemic’s effects on the company, a majority (71%) of those in management positions felt HR had done an excellent job communicating and being helpful.

This confidence directly corresponds to job satisfaction, where 18% of individual contributors reported a decline since March, while 10% of managers were similarly impacted. Lastly, a surprising 61% of managers felt very productive while working remotely, whereas less than half (44%) of individual contributors felt productive at home.

Although managers may be under more pressure by company executives, these results indicate a serious need for U.S. companies to audit and reevaluate how they’re setting up individual contributors for success and satisfaction.

When comparing job satisfaction from pre-pandemic to now, 25% of women reported decreased job satisfaction, while 15% of men reported this. Today, roughly half of women (51%) respondents answered they were satisfied with their jobs, and only 11% of women felt their HR teams had set the standard for work from home productivity, compared to 18% of men.

These findings prove that HR must evaluate how to increase job satisfaction for women separately from men, and provide solutions for different groups with different needs, i.e. childcare for women.

How can HR teams solve these issues and improve the employee experience?

Data reveals that creating a hybrid work environment can be a successful way for HR to improve job dissatisfaction due to the pandemic. Regardless of gender, age, or role, those whose offices had implemented hybrid work from home/work from office policies reported higher job satisfaction (68% and 65% job satisfaction of 4 or 5 vs. only 45% for employees that do not have a hybrid work policy available).

“As employees continue to work from home and in hybrid models, these findings have proven just how important it is for companies to check in with their staff regarding their mental health. Tools such as Hibob’s survey feature allow companies to gauge how people are doing, feeling, and how HR can provide solutions that address the real needs of employees,” comments Zehavi.

“During this time, many people are distracted in the day-to-day; they forget how disproportionately some are being affected. It is the responsibility of HR and leaders to tackle these issues head-on.”

The national survey was conducted online by Pollfish on behalf of Hibob on August 25, 2020. It includes responses from 1,000 full-time employees, ages 18 and up in the United States.

About Hibob

Hibob, the company behind the transformative platform bob, which brings together employees and managers to help them communicate and collaborate more effectively, is dedicated to helping businesses grow their people. Founded in 2015, Hibob understands that as younger generations begin to dominate the workforce, they are creating demand for a new way to manage people for the future of the workplace. bob enables fast-growing companies to attract, excite, retain, and develop their most valuable asset, their people, through data-driven tools. With offices in New York, London, and Tel Aviv, Hibob helps hundreds of businesses worldwide grow their people. www.hibob.com

The post Who Is Struggling the Most at Work? appeared first on RecruitingDaily.

AMBLER, Pa., Sept. 30, 2020 — Phenom, the global leader in Talent Experience Management (TXM), today announced its acquisition of My Ally, an AI-based HR technology company. Known for its expertise in automation, My Ally reinforces Phenom’s ability to deliver an intelligent, omni-channel interview scheduling experience. The acquisition comes just eight months following Phenom’s $30 million Series C funding round.

“With Phenom’s first acquisition, we are executing on our growth strategy of constant innovation, enabling organizations to deliver the world’s best talent experiences,” said Mahe Bayireddi, CEO and co-founder at Phenom. “My Ally has proven that its strong automation technology can scale to provide enterprise-level solutions, and their curious, energetic culture fits well with our own. We welcome My Ally, their employees, and their customers to the Phenom family.”

In today’s talent acquisition environment, recruiters have never been more shorthanded with so many jobs to fill. They are too often occupied with time-consuming administrative tasks such as scheduling—with 56% of recruiters spending more than a full working day scheduling interviews for a vacancy*. My Ally automates email-based interview scheduling, which complements Phenom’s corresponding functionality in chatbot, email, and SMS—reducing recruiters’ time spent manually coordinating with candidates and hiring managers.

“Phenom continues to relentlessly deliver the most advanced AI and automation for HR technology, and this acquisition is a reflection of that,” said Tim Guleri, managing partner at Sierra Ventures. “This deal is made possible by Phenom’s growth and the global demand for talent experience management. My Ally is an excellent addition and generates significant momentum for the next phase of Phenom.”

My Ally automates the scheduling of over 20,000 interviews per month, leading to a significant dataset of interactions and learnings. These insights—along with My Ally’s automation software—will link to billions of interactions in the TXM platform, refining Phenom AI’s precision and efficiency in interview scheduling.

“Phenom accounts for every step along the talent experience journey,” said Deepti Yenireddy, CEO and founder at My Ally. “By joining forces with Phenom, we are poised to take our automation technology to the next level. Customers will be blown away by how productive they can be with a single, comprehensive platform.”

For more information, please visit https://www.phenom.com/blog/phenom-acquires-my-ally.

About Phenom
Phenom is a global HR technology company with a purpose to help a billion people find the right job. With an expertise in building AI-powered, scalable solutions, Phenom Talent Experience Management (TXM) personalizes and automates the talent journey for candidates, recruiters, employees and management with the Career Site, Chatbot, CRM, CMS, SMS and Email Campaigns, University Recruiting and Events, Internal Mobility, Career Pathing, Diversity & Inclusion, Gigs, Referrals and Analytics. As a result, employers improve their talent acquisition and talent management efforts by helping candidates and employees find the right job, recruiters identify and engage the right talent, and management optimize HR strategy, process and spend. Phenom was ranked among the fastest-growing technology companies in the 2019 Deloitte Technology Fast 500.

Headquartered in Philadelphia, Phenom has offices in Canada, India, Israel, the Netherlands and the United Kingdom with over 500 employees. More than 300 global employers rely on the Phenom TXM platform to bring recruiting velocity and create an end-to-end talent experience.

For more information, please visit www.phenom.com. Connect with Phenom on LinkedIn, Twitter, Facebook, YouTube and Instagram.

About My Ally

Developed for enterprise human resource teams, My Ally is the world’s leading Talent Lifestyle Management platform. My Ally gives complex organizations the tools to discover, hire, and engage the right people to fuel business. Built with the belief that HR needs AI to create great experiences throughout the talent lifecycle, My Ally is one of the only AI-powered solutions capable of human-like communications.

The post Phenom Acquires My Ally, Bringing Advanced Automation to Overwhelmed HR Teams appeared first on RecruitingDaily.

TalentPipe is a not-for-profit talent acquisition initiative. The goal: to match furloughed or redundant TA / EB people with employers looking for their skills. 

The world’s kind of burning and we’ve never seen such disruption to workforces throughout (almost) the entire world.

Life’s cray-cray for many of us in recruitment. We are adjusting to remote working; which many of us haven’t done before. Learning new technologies to achieve the above as effectively as possible.

Completely changing our budget to look something like this:

• Clothes $0
• Entertainment $0
• Fuel $0
• Sports $0
• Domino’s $2,635

Don’t forget face-palming children to keep them off Zoom. Lastly, work attire is now business on the top/party on the bottom.

Current Outlook

Many of our HR cousins are busy re-designing organizations and workforces while many of us in TA have been furloughed or are working hard to map out internal talent pipelines.

Of course, there are pockets of industry where recruitment is either business as usual or even on the rise. Industries including biotech, medical devices, online services, and supermarkets, for example, have challenging numbers of requisitions.

Meanwhile, some organizations, such as IBM, have active plunder programs to pick off the best people from the competition during the COVID CHAOS period.

So, there’s supply and there’s demand and I thought I’d provide a not-for-profit brokerage as my contribution of goodwill to our industry. We already had the technology. We didn’t need to change much to be of serious assistance to our TA fam.

About TalentPipe

TalentPipe.org is a free CRM matching initiative where recruiters, recruitment marketers, and sourcers can sign up in 60 seconds to receive job alerts from employers. Employers looking for these skills can log their vacancies by filling in a similar form (again, in 60 seconds) and when there’s a match, the candidate is notified. Employers can also request a list of potential candidates and again, this will happen based on a behind-the-scenes match.

We’ve been live for 4 working days and over 200 candidates plus 20 job opportunities are available on the platform. Opportunities are there from employers including AstraZeneca, Diesel, KellyOCG, and TIBCO, for example. Roles currently available include Talent Acquisition Partner, Recruitment Manager, Delivery Consultant for Data Science Talent and Senior Recruitment Specialist.

We initially opened up TalentPipe to those in the UK and working remotely. However, due to the demand, we have opened it up to other locations including the USA and Netherlands. We’ll be adding more based on demand. So, we are encouraging anyone looking for a new role or looking to hire within the TA space to sign up.

Initial Response

• Andrea Kirby, Director of Recruitment Events Co in Australia and New Zealand told me: “Love this Adam Gordon! Loads in Oz out of work right now.  Expect them to be in high demand as things turn around again.”
• Catherine Peach, EMEA Recruiter at GLORY gave us this great feedback after receiving a list of suitable candidates: “Wow! This was so quick and there are loads on here!”
• Richard Bradley, VP EMEA Project Resourcing and MD UK&I at Kelly Services commented: “Great initiative…we will add our vacancies.”
• Conor Cotton, Head of Employer Strategy at Springpod added: “This is amazing!”
• We’re grateful to currently be supported by The In-house Recruitment Network, Recruiting Brainfood and The Recruitment Events Co. Jamie Leonard, their Founder and CEO said: “Happy to be supporting this. Much needed at a time like this.”
• Co-Founder of  The In-house Recruitment Network, Mark Lennox, added: “Great stuff Adam Gordon and looking forward to sharing with my network. Please pass this on people!!”

Support one Another

There’s never been a more important time for the talent acquisition industry to come together and support one another. If you or anyone you know in the industry is looking for a new role, please join and share details about this initiative. We want to help as many people as possible.

Sign up for free at www.talentpipe.org and thanks so much to my friends at RecruitingDaily.com for carrying this story.

PS as a bonus, if you need a free recruitment CRM to make sense of your furloughed workforce, go to www.freerecruitmentcrm.com.

The post Introducing #TalentPipe; the not-for-profit talent acquisition initiative appeared first on RecruitingDaily.

Welcome to fall conference season, everyone! From big-name keynote speakers to big-time product announcements, we’re officially in the thick of things. With that in mind, let’s take a look at some of what’s going on:

SAP SuccessFactors made waves at their annual conference, unveiling a plan to take on “Human Capital Management” and turn it into “Human Experience Management.” Can’t say we’re surprised by this one, given the rise of “experience” language throughout the year and the number of other vendors touting similar approaches (Phenom People, for one).

OutMatch is adding natural language processing and gamification to its Talent Discovery Platform, assuming a powerful new technology, formerly called Eureka. Using AI to match candidates with companies and jobs based on technical skill, soft skills, and cultural fit, the move builds on the company’s existing capabilities.

Seen by Indeed takes the place of Indeed Prime, bringing with it a more “holistic” approach to today’s tech-hiring challenges. That means a broader view of talent and talent needs, helping employers connect candidates at all stages in their careers and across relevant job titles. The solution includes automation features as well, reducing time spent sourcing, screening, and scheduling qualified candidates.

GR8People is tending to its employee referral program functionality to incorporate “ultra-personalization.” The enhancements give companies the ability to redline program settings and accommodate various referral types, set custom duration periods for referral ownership, create unique referral URLs for employees to share with their networks and more.

Human Resource Executive^® magazine announced its Top HR Products of 2019, ahead of the annual HR Technology Conference and Exposition it produces. The news comes alongside its Awesome New Technologies and New Products releases. It’s a lot to process, but you’ll see a few trends pop up again and again: artificial intelligence, machine learning, predictive analytics, automation, digital transformation, and so on.

Capital Investments, Mergers, & Acquisitions

Background check company Checkr raised $160 Million round of funding, planning to use the capital in three ways: expanding platform functionality, creating new products, and developing new international capabilities. A week before, Checkr invested in Argyle, which provides an interface to connect with any workforce platform.

Beekeeper finished out its Series B with $45 M in funding. The Switzerland and U.S.-based startup provides a mobile-first communications platform for employers that need to communicate with blue-collar and service-oriented workers, and intends to become the “Slack for non-desk employees.”

São Paulo-based Revelo closed $15 M in Series B, the largest to-date raised by an HR Tech startup in Latin America and the first Series B round for that sector in Brazil. The company seeks to help knowledge workers find their jobs online while using machine learning to make it easier for employers to source and screen job seekers.

Plum brought in $4.2 M in seed funding. The SaaS company uses AI and I/O psychology to help organizations make predictive talent decisions, with solutions for both talent acquisition and talent management, ranging from campus recruitment to HiPo identification and everything in between.

Seeking to engineer the future of diversity and inclusion, Joonko Diversity secured a $2.4 M seed round to scale its marketing and customer acquisition efforts. The company’s products work to make intentional improvements toward increased D&I throughout the recruiting and hiring process.

Upcoming Events & Conferences

• October 10 – Talent Tech Rising in London
• October 14-17 – Workday Rising in Orlando
• October 22-23 – UNLEASH World in Paris
• October 27-30 – HR Southwest in Fort Worth, Texas
• November 7 – #HRTX by RecruitingDaily in New York

More Recent Highlights:

• The people analytics trend continues to pick up steam with analytics and workforce planning solution, Visier launching an “enterprise-grade” tool for mid-market organizations.
• New-kid-on-the-workforce-insights-block Employee Cycle is rolling out the beta of its HR Analytics dashboard, the first “freemium” product of its kind, at least in recent memory.
• Online video interviewing software and assessments platform HireVue is partnering with Integrate Autism Employment Advisors to improve hiring outcomes for neurodiverse job seekers on the autism spectrum.
• UNLEASH Group welcomed industry analyst George LaRocque as event director for their America conference, taking place in May 2020.
• Freelancing website, Upwork, and workforce management company, Workforce Logiq, formed an exclusive partnership for enterprise clients.
• Enterprise strategy and results management solution provider, WorkBoard, introduced “The OKR Podcast” with several episodes already available.
• Pre-hire solution provider to the Contract Security and Cleaning industries, Kwantek, is teaming up with ZipRecruiter, to distribute jobs across the online employment marketplace.
• Oracle and Microsoft are growing their relationship to “boost workplace productivity.” That means Oracle Digital Assistant with Microsoft Teams so customers can access Oracle Cloud Apps using Teams’ conversational interface.

Got news to share with us for our next update? Contact content@recruitingdaily.com.

The post Talent Acquisition Movers, Shakers, & News Breakers – September 2019, Part 2 appeared first on RecruitingDaily.

Today, RecruitingDaily has officially announced that John Hollon has been appointed Editor of RecruitingDaily.com. Of course, if you pay any attention whatsoever to this publication, you probably figured that out by now, as he will be responsible for managing our external contributors, maintaining our editorial calendar and overseeing the daily operations of our flagship property – duties that he has diligently been executing for a couple months by now.

We are thrilled that John has decided to join us and support what might be the most critical role in what’s becoming an increasingly complex, increasingly visible global publishing imprint – there is, in fact, no one better suited to the role than John.

With nearly four decades of journalism experience, John’s editorial experience and industry expertise is without parallel.

The Best of Both Worlds.

For me, this marks something of a bittersweet moment, as I will be turning over the reins of a publication that I’ve managed for nearly four years.

During that time, I’ve sweated over every single piece of content on this site, and am proud to have grown both our readership as well as our brand to the point where we’ve become essentially ubiquitous as one of the primary journals of record in an industry where there’s a dearth of objective content and quality coverage.

It is not easy for me to hand over control (and .gif selection) of a site that I’m so personally and professionally attached to. But it’s time, and there’s no better person to ensure Recruiting Daily continues its market momentum, editorial mission and industry mandate than someone I personally consider to be both a mentor and someone whose work I’ve long admired.

I’ve been covering the recruiting and HR space for nearly a decade now, which makes me, by any standard, an OG. During that entire time, my responsibilities have always included overseeing a daily publishing schedule of a group blog, and, to be honest, I’ve become quite proficient at the craft of B2B content. But compared to John, I’m a tyro – and a rank amateur, as far as journalistic standards and editorial expertise are concerned.

Watch the Throne.

Put simply, when I first assumed control over the now defunct MonsterThinking blog while at Monster (so long ago, in fact, that at the time it was a DJIA component company and member of the S&P 500), I looked at John’s work as the standard of what content in this category could be.

At the time, John was just launching TLNT, a brand that became a daily destination for me and countless others in this industry to not only know what was new and what was next in HR and recruiting, but also, to learn this business and grow our professional insights and expertise. In short, I’ve long considered John to be one of the most important influences in my career (yeah, blame him).

I’m not sure he’s fully aware of the impact he has made by consistently proving that even this most esoteric and mundane of categories can be made exciting, engaging and, yeah, even kind of interesting. I know I’m not the only one who feels this way, which is why I’m so excited that John will be lending his expert eye and singular voice to a site of which I’ve become profoundly protective.

As an editor, John has long given a wide array of contributors with manifold styles and perspectives a voice, and is committed to advancing the conversation rather than trolling it, as has largely been my style. I admire this greatly, and know that under his watch, RecruitingDaily will continue to be a publication I can be proud of. When it comes to readership, and reach, we are confident that John will take us to the next level. Dude has the track record to prove it.

Magna Carta, Holy Grail.

John began his career as an editor at the venerable (and defunct) Los Angeles Herald Examiner in 1979, so he’s been doing this for longer than I’ve been alive. In that time, he’s served in editorial leadership roles at the Orange County Register, Montana’s Great Falls Tribune, and The Honolulu Advertiser, leading news teams and overseeing operations at a time when all the news that’s fit to print was actually in print. This is a foreign concept to most of my cadre of contemporaries.

John was also on the front lines of the dot com bubble, running editorial at Pets.com, coming in as employee No. 7 at what’s become the poster child for a boom that, before it bust, helped irrevocably shape the way we consume content and provided a powerful precedent for the possibilities of the digital era in which we’re now so fully immersed. This alone would have been enough to seal his legacy. But then, he found our industry. And we’re all the better for it.

John served for nearly six years as the Editor of Workforce Management and its online destination, Workforce.com, where he grew both the print and online imprints into award winning news sites with some of the best journalism, content and coverage not only in our business, but in online news, period.

I remember looking forward to receiving my copies of this magazine a couple times a month back when I was a recruiter, and I know on a personal level, his work made me better at my job, and imbued me with a passion for the people business that continues to shape and inform my own professional work and personal outlook. I’m a nerd like that.

And all I can say is, I’m geeking out that John friggin’ Hollon is coming on board as Editor. Because, well, there’s really no one in this business who’s better. After all, he helped invent it.

Unfinished Business.

As for me, I’ll still be around. Most of my time these days is spent speaking and covering conferences, working hands on with our growing portfolio of advisory clients on everything from go-to-market strategy to competitive intelligence (a full time job in and of itself), and, you know, extraneously tweeting shit that gets me in trouble.

I’ll still be contributing here as a columnist at least once a week, but John will do what I’ve been unable to do – make sure that we’re able to serve up fresh content daily and operationalize our news room while scaling our coverage and enhancing our capabilities (and reach) as a publisher. So send your best news items, story ideas or submission requests his way.

So, officially, a big RecruitingDaily welcome to John Hollon. We couldn’t have asked for a better journalist or more capable editor. We’re just relieved he decided to join us, because if nothing else, his hiring proves that maybe we still know a thing or two about recruiting top talent. Hell, we hired the best, after all.

And all I can say is: Game on.

The post The Best Around: John Hollon is My Hero. He’s Also Our New Editor. appeared first on RecruitingDaily.

Now, these inevitable email blasts are generally sent from some twenty something account executive who probably hates having to run point on HR Technology accounts, and most of them are pretty much just cut and paste jobs, even though there’s a pretty short list of potential placements out there among the handful of writers and reporters who even tangentially cover the HR and recruiting space.

These writers fit into two main camps: there are bloggers (or “influencers,” “thought leaders” or “douche canoes,” alternatively) who have really no idea what the hell they’re talking about, and there are the “analysts,” who know even less, as a rule.

Of course, the analysts don’t generally generate work without hiding it behind some pricey paywall or a similar pay-for-play arrangement (anyone wanna be on a Magic Quadrant?), and bloggers, admittedly, generally don’t work at all.

Don’t Knock the Hustle.

This means if you’re in PR, in this industry you’ve got 99 problems, and a pitch is one.

Now, with most press, the promise of an “exclusive” is enticing enough to line up a premium placement, but in HR Tech, it’s kind of ridiculous, since there’s really no need for ‘scoops’ in an industry that no one really cares enough about to cover, save a few of us geeks who for some strange reason have some sort of sadistic interest in what might just be the most boring backwater of the entire tech industry.

That’s not to say that there aren’t really interesting companies developing innovative – and sometimes disruptive – products out there.  It’s just that they suck at telling their story, and the junior account reps tasked with getting that story out there don’t do their clients much (or any) justice.

I can’t blame these kids, though – nor the agencies for assigning the boring clients like payroll systems and benefits administration companies to the lowest person on the corporate totem pole.  It’s not like they’re being given much to work with from their clients.

Generally, their pitches follow one of two themes:

Reasonable Doubt: No News Is Product News.

SaaS companies’ “roadmaps” are often no more than thinly veiled sales ploys designed to close deals while pushing actual product features and functions the client is looking for until after the contract ink is dry.

You want integration with your ATS? “It’s on our roadmap.”  You want to be able to get that beautiful analytics dashboard they showed you in that demo?  “Coming next quarter.”

It rarely does, so when a company actually releases the stuff they’ve been promising clients for months, they want everyone to know it.

But from an editorial perspective, the thing is, no one outside your company cares about the fact you can support video now, or added a mobile app just for employers, or announced some partnership with some other no-name software company that’s just a channel marketing play.

Anyone who cares about this news is either in your sales cycle or already a client, in which case, there are far better ways to educate them than trying to hope that mention on Forbes.com actually creates a lead which will convert.

Hint: no one’s aware of your brand, even if you think this crap builds brand awareness.

Best of Both Worlds: What To Do About It.

Limit this communication to existing customers and leads – this is the kind of sales pitch to press that will never land without a whole lot of quid pro quo, because, well, if you want to pimp your product news so badly, there’s a reason most editorial outlets sell ad space.

Buy that instead if you want a placement – earning it (if you even can) is never worth it for this crap.

“These f-s too lazy to make up shit: they crazy; They don’t paint pictures, they just trace me.
You know what? Soon they forget where they plucked their whole style from – then try to reverse the outcome…”

Kingdom Come: Lies, Damn Lies and Thought Leadership.

Every vendor wants to establish themselves as “thought leaders” in categories they’ve either entirely created or totally commoditized.  This, of course, means cranking out a bunch of firewalled content for lead generation and nurturing purposes – and getting HR leaders to fill out those damn forms means creating the illusion that they’re adding insight or value with what’s often nothing more than a piece of product collateral wrapped up in a few spurious statistics and survey results slapped together in a .pdf.

Every quarter, most vendors publish some sort of study, survey, statistical analysis or similar shit that’s supposedly so compelling that it somehow constitutes news.  This will come in the form of a press release with some key takeaways or an executive level summary and a link to download the white paper, which like, no reporter ever has ever done.  So, here are some of the newsworthy stats I’ve recently read that are, in someone’s sick mind, fit for print:

• 77% of all active job seekers report wishing that the hiring process took less time.
• 68% of all recruiters surveyed say they have trouble finding the right candidates for their open positions.
• More recruiters turn to LinkedIn when searching for candidates than any other social network.
• The majority of third party recruiters find it more difficult than before the recession to land retained searches from clients.
• Over 75% of recruiting leaders surveyed felt that sourcing candidates was critical to their department’s success.

Really? Stop the presses – you’re saying recruiters are bitching about finding candidates, job seekers are bitching about employers and the employment market still hasn’t fully recovered on the executive level from the financial market meltdown?

One could make these crazy correlations, but fortunately, someone at your company made the decision to pay for a (likely statistically invalid) survey’s administration, promotion, interpretation and packaging.

And once the numbers are crunched, the power of big data really takes hold – and turns those boring ass, selectively skewed statistics into really amazing infographics.  And nothing says thought leadership quite like a cartoon, really.

Fade to Black: What To Do About It.

This actually can be news, but please – you probably didn’t even read the damn thing, which is why you farm your editing and content out (or delegate it) in the first place.

If you want to stand out from the dozens of these similar market studies, industry surveys and trend reports that have become a ubiquitous cornerstone of HR technology marketing, then don’t offer to arrange a time to talk to whatever product manager is responsible for talking through PR playbooks and knowing how to stick to the talking points provided.

That’s a ton of work, and a ton of time. Instead, do the work for us on this one.  Seriously, you give any editorial outlet a completed, quality post post covering whatever statistics or study you’re trying to get placed, and it will – because when you do the legwork, it’s a whole different ballgame. And most of us live on free content and tight deadlines – which sucks when vendors won’t stop harassing you with this stuff all day.

Make our jobs easier, and we’ll do the same for you. And since pimping isn’t easy, we can both all use all the help we can get. Just as long as there’s no embargo involved.

“I’m not a biter, I’m a writer for myself and others. I say a B.I.G. verse, I’m only Bigging up my brother. Bigging up my borough–I’m big enough to do it, I’m that thorough, plus I know my own flow is foolish.”

The post 99 Problems (And A Pitch Is One): What More Can I Say About PR and HR? appeared first on RecruitingDaily.

The product, which would ultimately go-to-market under the moniker “Elevated Careers” (likely due to the dearth of decent recruiting related URLs), was first announced all the way back in 2013.

In a lengthy profile of founder and then-CEO Dr. Neil Clarke Warren, whose ubiquitous (if not awkward) appearance in eHarmony’s ads made the brand a household name, CNN reported eHarmony was “also working on a career site to apply their secret sauce to the job search.”

In the conclusion to the feature, Warren offers advice for all the unrequited romantics out there looking for love, telling them that the most important thing to remember when looking for the right match is that not to hurry.

“It could take as many as five years to find ‘that person’ using his site,” CNN reported. “But it’ll be worth it. [Warren]: “We encourage people not to settle.””

Starter Marriage: Elevated Careers Back on Market and Looking for Love.

Flash forward four years. Unfortunately for Warren, it appears that the recruiting industry refused to take his advice. After a three year run up prior to the product’s much hyped launch this past April, RecruitingDaily can confirm that the company is attempting to sell the site after less than a full year on the market.

RecruitingDaily obtained this email, sent to prospective buyers from Elevated Careers GM Dan Erickson, and is presenting it without additional comment as an industry news item. This should not be construed as any sort of indictment on the product, the people or personal attack. Like, for real though. Slow your roll.

Also, as a disclaimer, Elevated Careers spent a significant amount of money during the past calendar year with RecruitingDaily, although is no longer a client. Now that we’ve got this out of the way, if there are any prospective buyers out there, this might be second marriage sort of material if you’re lonely and looking this Valentine’s Day.

What follows is the email in its entirety. We offer no comment, as we believe that this document speaks for itself (our source will remain anonymous).

And Happy Valentine’s Day, from all of us at Recruiting Daily.

Acquisition Opportunity from eHarmony

eHarmony is offering for sale its Elevated Careers business to HR Tech and HR Services companies with strong B-to-B marketing capabilities.

We Are Offering to Present in Person. We’re starting a disciplined sales process designed to give you enough information at each of several gates to allow you to determine whether you wish to proceed to the next gate.  If you are interested, the first thing you have to decide now is whether, based on the information contained in this email, and any follow up telephone inquiry you choose to initiate this week, you would like to receive in your offices a presentation by Elevated Careers and eHarmony Management describing the business and its capabilities.  We are making presentations in North America and Europe in February (this month).

Why Are We Doing This?  The principal purpose of meeting in person at the outset is to permit your authoritative evaluators, including specifically the P & L business unit head(s) who would be accountable for performance of an acquisition of Elevated Careers, to surface on the front end any issues unique to your organization that would terminate potential interest.  That way, if interest remains after the presentation, business development staff know from that moment they have the mandate from P & L stakeholders to proceed to the next phase of more detailed due diligence, and what to emphasize in that phase.  If interest terminates, it terminates for what are more likely to be the right reasons, and very early in the process, before any significant time is invested by key operating personnel.

What Would You Be Buying?  The Superior Employment Branding and Recruitment Tech Suite.   eHarmony invested its scientific and technical know-how, informed by continual testing over its large installed user base, over a 5-year period to create a product suite with the following functional components:

• Employment Branding Module: Identifies and expresses an “Employment Brand” organized around factors driving employee engagement to elicit the very best job candidates and reduce all turnover, and particularly regrettable turnover.
• Candidate Assessment Module: Identifies candidates according to attributes predictive of long-term employment engagement and productivity specific to client organization, division or unit.
• Clearinghouse Module:Matches candidates and enterprises based on congruity of:  1) skills; 2) employment/individual culture; 3) workplace/individual values; and, 4) personality attributes.

Unique Product Results from Competitively Advantaged Development Incubator:  The Elevated Careers HR Tech tool set works exceedingly well because it had a distinct scientific and technical development advantage not enjoyed by any other HR Tech company:  it is borne of the same scientific and technical talent that has matched millions of people in long-term personal relationships ever more efficiently over many years.

Marquee Test Sales Success:  Elevated Careers enjoys marquee test sales to a mix of industries to such discriminating employers as:  AT&T, Dovetail Software, Figg Engineering Group and WOW Communications.  The technical and business principles, the efficacy and the value of the products, are proven.

A Tiger eHarmony has by the Tail – that You Can Harness.  Market test makes clear to the eHarmony Board that the Elevated Careers business is poised for an incredible take off.  It is also clear that it is a take-off though, that because of its velocity and magnitude, will fundamentally require re-vectoring eHarmony away from its B-to-C marketing, sales and customer service foundation.  The eHarmony Board has decided that the highest and best use of Elevated Careers will be with an enterprise with substantial existing strength in B-to-B HR Services marketing, sales and relationship management – and for this reason has decided to divest control of Elevated Careers to an entity with the capabilities to better achieve the commercial potential of this HR Tech innovation.

A Summary Description of Opportunity (“Teaser”) is attached to this email.  Please review and circulate within your organization, and highlight that this particular opportunity comes with a “next step” that is an in-person presentation opportunity that perishes after February.  The Elevated Careers/eHarmony Executive presentation team will have more flexibility to meet with you on your schedule the earlier you can develop and communicate an interest in meeting.

For more information, visit elevatedcareers.com.

Editor’s Note: Told ya.

The post Irreconcilable Differences: eHarmony and Elevated Careers File for Divorce. appeared first on RecruitingDaily.

Addition of industry veteran Cheesman signals latest in string of high profile hirings as RecruitingDaily continues growth, expands business;  as Editor, Cheesman will contribute content and editorial for RecruitingTools.com.

NEW HAVEN, CT — August 23, 2016 — RecruitingDaily, the world’s top destination for content and conversation dedicated to recruiting, sourcing and hiring best practices, today officially announced the addition of Joel Cheesman as Contributing Editor.

In this role, Cheesman will work with Jackye Clayton and our team of writers helping direct the daily editorial operations, content strategy and site coverage for RecruitingTools.com.

Cheesman brings almost two decades of experience in covering the online recruiting and HR Technology industries, with his first foray into blogging, the award winning ‘Cheezhead,’ emerging as one of the first – and most popular – sites covering online recruiting and talent technology.

During its run from 2005-2008, Cheezhead was noted for its biting commentary, in-depth analysis and unrivaled industry coverage before Cheesman’s company, HRSEO, was acquired by Jobing.com, joining the larger firm as a member of its senior management as SVP. Cheesman subsequently joined EmployeeScreenIQ, one of the world’s top employee background screening companies, where he served as Director, Strategic Alliances and Digital Marketing.

“Cheezhead helped set the standard for edgy, informative and entertaining content in this industry, making a huge impact and establishing Joel as one of the top thinkers and pundits in the talent technology space,” said Matt Charney, Executive Editor of RecruitingDaily. “Joel has been one of the biggest influences not only on our entire industry, but on my own career, and I couldn’t be more excited to welcome him to the RecruitingDaily lineup.”

As Contributing Editor, Cheesman will write ongoing commentary and content as the voice of RecruitingTools.com. This will include insights and expertise on new and emerging trends and technology in talent acquisition, focusing primarily on reviewing specific products and tools while providing analysis on the bigger talent technology picture. This will include breaking news and investigative reporting on both established and emerging HR technologies and tools.

“We’re thrilled to have Joel Cheesman on the team,” said Noel Cocca, RecruitingDaily CEO. “His ability to look at new companies, products and solutions within the HR technology space is really rare. We’re very excited to bring Joel’s unique perspective, historical knowledge, and insider status within the HR Technology industry to our audience. We’ve all followed Joel for years now and to add him to our expanding pool of talent here at RecruitingDaily is really exciting for everyone.”

In addition to his role in the editorial operations and content strategy for Recruiting Tools, Cheesman will bring his unrivaled knowledge and expertise to RecruitingDaily as a key contributor for the bigger business, including serving as a featured expert in the company’s inaugural series of #HRTX events, presenting at industry events such as trade shows and user conferences, and serving as a key contributor for the company’s existing lines of business, such as advisory and marketing services.

“I was really attracted to the company’s vision,” said Cheesman. “RecruitingDaily has always been known for not being afraid to push envelopes, push buttons, push the limits. This willingness to challenge the status quo and their reputation for edgy content is something I can appreciate – and I wanted to go along for the ride.”

Cheesman noted that the organization continues to add more and more personalities to its lineup of editors and writers, and looked forward at the chance to “take things to another level.”

While Contributing Editor for Recruiting Tools, Cheesman will continue to serve as the founder of Ratedly, an iOS app designed to monitor anonymous employee reviews and provide automated alerts and insight for employers.

About RecruitingDaily:

 With the world’s largest online network dedicated to recruiting and talent acquisition, RecruitingDaily’s growing global portfolio is one of the fastest growing and most widely read B2B content destinations online.

From communities like RecruitingBlogs.com, established in 2007 as the world’s first recruiting-relied social network, to our award winning industry coverage on flagship property RecruitngDaily.com, RecruitingDaily is dedicated to helping the world of work work better. RecruitingDaily reaches hundreds of thousands of global HR leaders, hiring stakeholders and recruiting leaders all around the world every month.

For more information, check out RecruitingDaily.com, follow @RecruitingBlogs on Twitter or subscribe to the RecruitingDaily feed for the news and views you need to know, freshly served straight to your inbox.

Press Contacts:

Katrina Kibben

Managing Editor, RecruitingDaily

katrina@recruitingdaily.com

Matt Charney

Executive Editor, RecruitingDaily

matt@recruitingdaily.com

The post RecruitingDaily Appoints Industry Veteran Joel Cheesman As Editor. appeared first on RecruitingDaily.

“This isn’t about building an event company,” Boorman said. “For me, it’s about enabling people to run their own recruiting events anywhere in the world, share and set their own agenda. I’m inspired by TedX, and would like to see #Tru have a similar impact on our small corner of the world.

He will also continue to oversee #TRU (The Recruiting Unconference), a popular series of recruiting-related events that take place almost every week in cities around the world.

“RecruitingDaily has always had the philosophy that great content and conversation is all about connecting our community,” said Noel Cocca, CEO of RecruitingDaily. “Bringing Bill on board gives us a way extend our mission as a community focused destination offline, and grow that community by reaching new markets and recruiting readers.”

The move comes at a natural time for RecruitingDaily, with overall traffic, impressions and active monthly users surging by nearly 300% in the past 18 months alone, much of that growth driven by readers in markets outside North America, particularly in the European and Australasian markets. The company has grown revenues over fourfold in the same time period, evidence of a booming global economy and red-hot HR technology market.

“I’m really excited to be partnering with someone I consider to be one of the most influential and connected insiders in the recruiting industry,” said Matt Charney, Executive Editor of RecruitingDaily. “As a company whose culture is all about experimentation, innovation and pushing the envelope, you couldn’t ask for a better fit than Bill.”

RecruitingDaily Names Matt Charney Partner

RecruitingDaily is also announcing today that Charney will join Cocca and Ryan Leary as a partner in RecruitingDaily, and will assume an ownership stake while continuing to serve in his role of Executive Editor.

“I’m excited to be able to continue doing what I really, truly love, which is bringing together a bunch of really smart people, giving them a little nudge and watching what happens,” Charney said. “With RecruitingDaily’s team, reputation and resources, I think we’re going to be doing some very interesting things very soon.”

About RecruitingDaily:  RecruitingDaily, LLC (dba RecruitingBlogs.com) is the #1 online media resource for today’s recruiting world, offering a signature mix of content, news, webinars, podcasts, videos, eBooks and white papers that develop professional best practices. RecruitingDaily.com reaches a global audience ranging from entry-level sourcers to strategy-level corporate executives in the human resources, talent acquisition, recruitment marketing, compliance and diversity and inclusion professions globally.

RecruitingDaily.com is the fastest growing community of over 70,000 talent acquisition professionals. Their conversations seek to expand recruitment past the status quo of thoughts, practices and technologies being used today to breakthrough the fear of change and lead to innovation and a new way of thinking.

RecruitingDaily.com mission is to provide its members the opportunity to network with fellow talent acquisition professionals while introducing the companies, ideas and industry trends that matter most.

The post Bill Boorman Joins Forces With RecruitingDaily; Matt Charney Named Partner appeared first on RecruitingDaily.