Welcome to Top 10, Recruiter.com’s weekly rundown of the best of the best in recruiting! Every Friday, we release a list of some of our favorite people, things, and ideas dominating the industry. From awesome tech tools and cool companies to great books and powerful trends, no stone in the recruiting space will be left unturned.
This Week: Top 10 Staffing and Recruiting Startups to Watch
Last year, we ran a piece on 10 young staffing and recruiting startups doing big things. This year, we’re back at it again with 10 more companies that deserve your attention. Check out the full list below, in no particular order.
1. Crelate Talent
Recruiting publications – this outlet included – are always talking about the importance of building and maintaining relationships with candidates, even when those candidates aren’t in the running for a job at the moment. It’s a good idea in theory – but in practice, it’s a massive hassle. Recruiters are busy. They have roles to fill.
Crelate is cool because it helps solve the candidate relationship management problem by introducing analytics and automation to the situation. By reminding recruiters when it’s time to reach out and allowing them to easily find relevant candidates in their databases, Crelate takes most of the burden off the individual’s shoulders. It also includes a full suite of features – from activity-tracking and candidate workflows to job publishing and Outlook integration – that make it a virtual one-stop shop for recruiting and staffing agencies.
If your organization relies on a large number of hourly workers, check out OnboardIQ. The platform automates practically every aspect of the hiring process, from scheduling interviews and running background checks to preparing documents and following up with applicants. When your company is hiring 50+ hourly workers a month, the time savings OnboardIQ enables really add up. For example, grocery delivery company Shipt cut its time to hire from two weeks to four days using OnboardIQ.
3. The Muse
The Muse is one of the fastest-growing career search platforms out there, and for good reason: Both employers and job seekers can find serious value in the platform.
Job seekers can turn to The Muse for helpful advice and personalized job search guidance. Employers can use The Muse to advertise their own jobs – but with a twist.
Rather than simply posting traditional job ads, employers on The Muse create media-rich profiles accompanied by videos, photos, and testimonials from employees. This is a great way not only to catch the eyes of top talent, but also to promote a vibrant employer brand that is more likely to attract only the right kinds of candidates.
Recruiting Daily‘s Matt Charney wrote an excellent article last year that dives deep into why The Muse stands above its competition. If you’re not convinced yet, you will be once you’re through with Charney’s piece.
Latinx people – i.e., Latinos and Latinas from Generations Y and Z – have the lowest participation rate of any minority demographic on LinkedIn. According to the folks behind BeVisible, that’s because many Latinx are uncomfortable with the cultural norms of LinkedIn, including excessive self-promotion and inauthentic communities.
That’s why BeVisible exists: It’s a professional social network designed to connect Latinx with companies in industries like technology, finance, media,
marketing/advertising, and consumer products. The goal is to give Latinx a professional social network that’s more in tune with their lifestyles and preferences while helping organizations tap into a population that can be elusive on traditional professional social networks.
Artificial intelligence has already begun to help us make better hiring decisions, but who would have thought it would play a role in eliminating unconscious bias, too?
That’s exactly what Joonko is setting out to do with its “AI-powered diversity and inclusion coach,” which integrates into a company’s SaaS platforms, including platforms in sales, HR, recruiting, and communication. From there, Joonko uses existing data to identify potential instances of unconscious bias. When the program detects such an instance, it immediately notifies the relevant manager or supervisor and suggests corrective actions.
We all have unconscious biases, and overcoming them can be incredibly difficult. Joonko makes it much, much easier.
According to CodeFights founder and CEO Tigran Sloyan, too many organizations focus on pedigree instead of technical skills when hiring developers. But it’s not the prestigious degree that determines which developers are great – it’s what those developers can actually do.
CodeFights aims to correct this through a gamified platform where developers can compete against one another to solve challenges and show off their skills. Then, using this information in conjunction with developers’ preferences in potential jobs, CodeFights connects employers with talented candidates they may have otherwise missed.
CloserIQ founder and CEO Jordan Wan says he got the idea for the sales recruiting platform for startups when he was a sales manager at ZocDoc.
“I hated doing phone screens for salespeople because after three minutes, I would want to get off the phone because the candidate sounded great or terrible,” he explains. “Either way, I had enough information to decide whether I wanted to meet them in person.”
CloserIQ solves the problem by working with employers on a one-to-one basis, matching organizations with talented candidates who are ready to interview and fit for their open positions. No cold-calling required.
8. Restless Bandit
Restless Bandit is pioneering the field of “talent rediscovery” – that is, using machine-learning algorithms to resurface candidates from your internal database that might be a good fit for new open positions.
As Restless Bandit’s CEO and founder Steve Goodman described it to us back in November, it’s “almost like having a LinkedIn Recruiter seat for your internal database.”
Saberr aims to help organizations build better teams. Each team member takes a quick survey, and the platform compiles these results to “score” the team based on how aligned the members are with one another in terms of values and behaviors. Most helpful, though, is Saberr’s ability to identify potential areas of conflict within the team, thereby allowing managers to take proactive action to head off problems before they arise.
Of course, Saberr isn’t only useful for existing teams: It can also help you see just how well a potential hire will fit in with their new colleagues.
10. Parker Dewey
Recent grads need real-world work experience. Employers need capable young talent. Parker Dewey meets both of these needs at once.
The platform connects graduates and organizations through short-term projects. Graduates get to hone their skills, explore career paths, and build their networks while organizations get to evaluate talent in real-world scenarios. If an employer likes the work a job seeker did on a project, it can reach out to the graduate about potentially making a hire. If not, the organization still gets a valuable task checked off its to-do list.