Build a winning Talent Acquisition strategy with our
Data Advantage

We help you build a targeted pipeline of candidates so you can make critical hires fast.

Others use data, too, but not like this!

We source, message, talk with, and screen each candidate.

You get a list of highly qualified people who are vetted, ready to interview, and interested in your brand and open role.

We position you for success so candidates are prepared and get hired.

When we deliver a candidate to you, they're

Qualified

Interested

Ready to interview

What is our data advantage?

Anyone can gain access to sourcing platforms and download data. The problem is, existing tooling limits restrict your ability to identify hyper-specific talent profiles.

How did we solve this?

First we don't touch job boards , we don't fish in the same pond as everyone else. We are outbound passive candidate talent hunters.

We developed our own tooling because we believe our clients deserve access to data that's not limited to existing sourcing platforms.

This means we can:

Categorize talent insights
Develop new analytical capabilities
Infuse our outputs with best-in-class insights

Using data and advanced analytics on 200 mil profiles, we can help you manage your recruiting strategies.

Examples of how we approach sourcing using data
to gain an advantage for our clients

Learn where your company or competition stands on attrition and sentiment in your industry and city and skill

Blank LinkedIn profile?

We write queries that examine the job title, the job description, and the company, not just some keywords that result in false positives.

Job title: If the title is a match for something that matches the target technology, we tag the job.
Job description: If not, we match within the description for signals on the experience. If the signal is aligned with the title, we tag the job.
Company: Finally, we check against normalized company experience data, and if the company employs these skills within the location and title, we tag the job.

Once the job is tagged, we loop back over the profiles' jobs and filter for those tags. If the totals are within the specified total number of years of experience in our desired time frame, we bring back the profile!

If you're a start-up looking for talented individuals, we will deliver candidates who demonstrate current or previous experience and an appetite to work at start-ups

How do we know?

First, we look at the start date of a job within a profile.
If that start date was within a year of the company's founding, we infer that person was a start-up employee.

Identify candidates at companies that are slow to promote or show a history to hire leadership talent from outside versus promoting from within the company

We merge the 3 processes above and identify how likely it is that a set of companies will promote their employees.

We look at the first job at the company
We look at the first leadership role at the company
Then, we identify and mark how much time it takes to get from the first job to the first leadership role.
We look at candidates who have not been promoted or given higher job titles at their current employer. We also consider the industry's typical rate of promotion and compensation. Furthermore, we pay attention to candidates whose current employer often hires senior leaders from outside the company and focus on those candidates.

Identification of new company sources through company review sentiment.

We look for positive and negative comments and map them. For example, if your company’s most positive comments are around professional growth, we target companies with a lower professional growth score.

Creating a team is more than just gathering together
the best talent.

We dive deeper with data to help you hire the right
people who fit your company best.

Remember, before you pay us a penny, we give you
a FREE 2-week calibration process to get your
message right, so schedule your free demo now.

SCHEDULE A DEMO

Build a winning Talent Acquisition strategy with our Data Advantage