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3 New Startups Are Thinking About Pipelines, Prospects, and Passive Candidates

by Jun 18, 2014, 12:03 am ET

iphonepngA fresh crop of recruiting startups is launching, using mobile phones, CRM, and email workflow to help you manage pipelines of candidates.

Read on.

  • Match-Click is an iPhone and Android app (shown in the image) being launched by Maury Hanigan, who for years consulted with companies about their college recruiting. Job seekers download the app, which shows three 20-second videos from a company, such as from their potential future manager and two other employees of the company. The point of the tool is to market jobs, not just list them. It envisions companies using it to attract tough-to-recruit people who are successful at what they’re doing now. And, “the real target is millennials,” Hanigan says, because they use mobile phones a lot, are used to video, and don’t want to read boring and inauthentic job descriptions.  Five companies (four of which are very well known) are trying out the tool in a beta. It’s funded by angel investors, with four employees in New York and nine developers in Mexico.
  • HireNurture is in the works. John Gannon, who recently quit a job as an Amazon product manager, is one of three co-founders. Out of New York and Toronto, they’re building a system for companies to manage pipelines of passive candidates for hard-to-fill jobs. They’re emphasizing “email workflow,” he says. “Attacking it through the recruiter’s inbox.” So, expect tools to send email campaigns to potential candidates you just want to keep warm, but may not be able to hire yet. He says there’ll be an “early alpha” in the next couple of months.
  • Speaking of nurture: The folks behind GroupTalent (“get paid to date companies”) are launching Outreach, a tool for “nurturing prospects.” The system (explained here) automatically follows up with emails to candidates, and schedules future follow-ups. “Our goal,” says CEO Manual Medina, “is to be the communication system of record, ensuring all candidates are getting touched at the right time with the right content.” You can identify the most important prospects, as well as generate reports showing how email reply rates are increasing. Outreach started a private beta, has been ironing out bugs, and has raised $200,000 from venture capitalists and angels. Its four-person team is in Seattle.

This article is provided for informational purposes only and is not intended to offer specific legal advice. You should consult your legal counsel regarding any threatened or pending litigation.

  • http://idealcandidate.com/ Ji-A Min

    With a general unemployment rate of 6.3%, and a Milllennial unemployment rate of 15.5% (the stats are similar here in Canada), I’m curious why these apps are focused exclusively on passive candidates.

    That seems to ignore a huge potential talent pool.

  • toddraphael

    Probably because employers often favor passive candidates over active ones, to the extent there’s even a difference/distinction. I’m not defending it and saying it’s a good thing (it’s not), but it’s a reality.

  • stuart russell

    People always want what they cant have … nurturing potential game changers that would be viewed as a strategic asset if hired, will always trump average joe job seeker.

  • http://idealcandidate.com/ Ji-A Min

    Agreed.

    While I understand these companies are reacting to market demands, by doing so, it further perpetuates the perception that passive candidates are superior, even though the data tell us otherwise (e.g., Ben Casselman’s series on unemployment).

    Employers may genuinely be missing out on the best employees by bypassing active candidates. However, whether recruiting companies want to take on this type of pushback and attempt to educate their potential customers is clearly a different issue.

  • Manuel Medina

    On the other hand there are plenty of solutions out there for reaching out to active candidates that is genuinely not a tech problem any longer but an internal operational one. We (Outreach) are focusing on the side of the recruiting operations that goes out and finds ideal candidates and courts them in over a long or short period of time.

    Hope this helps