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How to Make the Most of G2.com 🔺 Search for Relevant Software: Look up the software and tools that are prevalent in your industry. Read through the reviews to understand their features and user experiences. 🔺Analyze Company Profiles: Research the companies you’re interviewing with. Check their G2.com profiles for insights into their offerings and customer feedback. 🔺Note Key Insights: Take notes on important points from the reviews and profiles. Focus on unique features, common issues, and how companies address customer needs. 🔺Prepare Thoughtful Questions and Answers: Use the information gathered to craft thoughtful questions to ask during your interview. Also, prepare answers that highlight your knowledge of the tools and companies, showcasing your thorough preparation. Here you go, take a look at the website - G2.com #opentowork #g2 #interview #global

𝗤𝘂𝗶𝗰𝗸 𝗧𝗶𝗽 𝗳𝗼𝗿 𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗲𝗿𝘀: When sourcing talent from product companies specifically, here’s a helpful trick to identify them quickly, without having to visit the employer page: Apart from using standard Industry filters like 'Software Development' and 'Technology, Information and Internet' (that anyways do not give 100% valid results), observe the 𝗖𝗢𝗠𝗣𝗔𝗡𝗬 𝗡𝗔𝗠𝗘: ◾If the 𝗰𝗼𝗺𝗽𝗮𝗻𝘆 𝗻𝗮𝗺𝗲 𝗶𝘀 𝗼𝗻𝗲 𝘄𝗼𝗿𝗱, there’s a 𝗵𝗶𝗴𝗵 𝗰𝗵𝗮𝗻𝗰𝗲 𝗶𝘁’𝘀 𝗮 𝗽𝗿𝗼𝗱𝘂𝗰𝘁 𝗰𝗼𝗺𝗽𝗮𝗻𝘆. Product companies often use their trade name on LinkedIn, which is typically one word (even if the legal name has multiple words). ◾If the company name contains multiple words, especially terms like ‘𝗧𝗲𝗰𝗵𝗻𝗼𝗹𝗼𝗴𝗶𝗲𝘀’ or ‘𝗦𝗼𝗹𝘂𝘁𝗶𝗼𝗻𝘀’, it’s 𝗺𝗼𝗿𝗲 𝗹𝗶𝗸𝗲𝗹𝘆 𝗮 𝘀𝗲𝗿𝘃𝗶𝗰𝗲𝘀 𝗰𝗼𝗺𝗽𝗮𝗻𝘆—you can likely skip over them. Helpful time-saver when you’re in a rush, isn’t it? 𝗗𝗶𝘀𝗰𝗹𝗮𝗶𝗺𝗲𝗿: this method can be used as a general guide, but it’s not definitive, and there are exceptions. It’s a good quick filter but could lead to false positives or negatives.

Process and tech. That’s where it’s at. When we onboard a new client at Mindfield, even when they have technology in place, the real value of what we bring is systems and technology, all wrapped in a service. In our enterprise solution, we work with a client to build out their systems: - A branded career site that has all the best practices and the latest in career site design - A programmatic advertising strategy to get the maximum reach on their jobs for the budget - Applicants are screened with a chat bot to determine their qualifications - Our recruiters review candidates via phone, to check if they're a great fit - Then we schedule interviews directly with your hiring managers Some hiring managers can save over a month per year by having our solution in place. We also help create predictability because we typically take about 7 to 10 days to send a slate of candidates, meaning customers can be hiring in less than 14 days. That’s very fast, when you consider how much is being accomplished, and it’s all possible thanks to systems and tech.

Check out our latest article on Tapflow 3.0 - our biggest update yet! For those who want a closer look at what Tapflow 3.0 brings to the table, we've written an in-depth article outlining all the enhancements. Don't miss out - read the full article now!

Is Draftboard’s customer base the same as initially hypothesized? Short answer: Yes and no. Longer answer: We still target tech startups based in the US with up to 1,000 employees. But we built Draftboard originally with a specific type of customer in mind: companies that use an ATS (Applicant Tracking System). And those companies - because of the expense of it - tend to have at least 30 employees already. An ATS helps with companies with 2 primary things: (1) it’s a source of truth for their listed jobs & job descriptions that can be syndicated out to all job boards from this one centralized piece of software (eg to LinkedIn or Indeed or the company website); and (2) a place where all resumes submitted via those job boards are collected and reviewed. So when you’re getting to 30, 40, 50 employees and hiring a dozen plus each year (or more), having a tool like at ATS to manage the recruiting process is critical. When we launched Draftboard, we decided to support 5 of the biggest ATS’s in the startup scene: Greenhouse, Lever, Workable, Ashby and Comeet. With that coverage we could get a sense of whether the pitch (& product) was working. And it went smoothly! But then something interesting happened: we started getting inbound interest from companies that *don’t* use an ATS. Why? Because they were too early / young. They didn’t need the power or expense of an ATS yet, but they did want to use Draftboard to bring in great candidates. So within a few weeks we managed to crank out a solution for them - not a poor man’s ATS at all, just a way for them to post jobs manually to Draftboard. And it worked! We went from nothing to almost 50% of our customers being these ‘No ATS’ companies in the last year. We’ve improved the product tremendously for them, and now it stands on its own. Opportunity came knocking, so we answered the door - and I’m glad we did!

Ever heard of G2.com? 🤔 As I’ve been on a job hunt recently, navigating through countless applications and interviews. Along the way, I’ve discovered some fantastic tools that have significantly enhanced my preparation and boosted my confidence. One standout resource I’d love to share with you all is G2.com. What is G2.com? G2.com is a leading platform where users can find and share reviews about various software products and business solutions. It’s a treasure trove of insights and real-world experiences that can be incredibly valuable, especially when preparing for job interviews. How G2.com Can Help You Succeed in Interviews 1. Stay Updated with Industry Trends: G2.com is a great place to keep up with the latest trends in your industry. Reading up on popular software and tools gives you an edge, showing your potential employers that you are current with industry developments. 2. Gain In-Depth Software Knowledge: Many roles today require familiarity with specific software. G2.com provides detailed reviews and ratings, helping you understand the features and common issues of these tools. This can help you speak knowledgeably about the software during your interviews. 3. Research Companies: Before your interview, check out the company’s profile on G2.com. You’ll find valuable insights into their products, services, and customer satisfaction. This information can help you tailor your responses to questions about why you want to join that company and how you can contribute. 4. Prepare for Technical Interviews: For technical roles, user reviews on G2.com can reveal common problems and best practices associated with specific tools. This knowledge can help you prepare for technical questions and demonstrate your problem-solving skills during the interview. 5. Build Your Confidence: Preparation is key to confidence. By using G2.com to research and understand the tools and companies relevant to your job search, you’ll feel more prepared and confident in your interviews. Here you go, take a look at the website - https://www.g2.com/ I hope you find this resource useful. #opentowork #jobhunt #g2 #sales

Is your ATS streamlining or complicating your hiring process in scaling IT/software startups? While ATS software is designed to streamline the flood of incoming resumes, over-reliance on these systems can lead to missed opportunities for great candidates. Why? ATS systems often prioritize keywords over the broader picture of talent, which means qualified individuals might get overlooked simply because they don’t hit the right buzzwords. This reliance on automated processes can create bottlenecks, especially in tech sales roles where urgency is key. As a result, these positions can stay open for too long, leading to frustrated teams who are stretched thin and ultimately slowing down business growth. According to most research, lengthy hiring cycles in IT/Software industry have led to decreased morale and productivity as existing team members struggle to manage their workload while waiting for new hires. To address these challenges, more companies are shifting their focus toward smarter hiring techniques. Many tech startups recognized these challenges and integrated skill-based, sales-specific assessments to complement their ATS systems. These assessments not only help reduce time-to-hire but also identify elite tech sales talent that traditional systems might overlook. By focusing on skills rather than just keywords, you can make more informed hiring decisions and ensure your sales team is equipped to meet demands quickly. To help, here is the link to complimentary sales skills assessments designed specifically for IT and Software industries. Give it a try: https://lnkd.in/gRm9-Y-t #SalesHiring #ATS #HiringEfficiency #TalentAcquisition Ellen Pickle David Malloy Mark Murphy Jonathan Reyes Matthew Scott With ATS systems being so widely used, how are you ensuring that top talent doesn’t slip through the cracks? Or have you found any adjustments or additional tools that help balance efficiency with finding the right candidates faster?

Are you feeling overwhelmed by a cluttered tech stack and complex recruitment process? You're not alone. With so many tools and workflows, it's easy for firms to get caught up in this complexity. Join CloudCall's CMO, Matt Gayleard, and Tracker's Head of Sales, UK & Europe, Louise Peacock 🦚 (Holt), as they discuss how to thrive with smart tech and a human touch in recruitment.  Hear the conversation on Tuesday, June 25th at 10:00 am EST/3:00 pm BST.  Here's what we'll cover: 🔎 How can recruitment agencies identify which aspects of their tech stack are creating bottlenecks? 🤖 What role does integration & AI play in simplifying processes? ⛰️ What are the common challenges recruitment agencies face when attempting to simplify their operations, and how can they overcome these obstacles?  Sign up here 👉 https://ow.ly/kCzr50Sfzw5

🔁 Thursday Resource Round-Up! 🔁 Excited to spotlight our integration with HigherMe! With HigherMe + Checkr, issuing background checks is seamless and efficient—just a few clicks and you're all set! Choose your background check package during the onboarding process, and your new hire will be notified to complete the check along with other tasks. Stay updated on the status directly within HigherMe or dive deeper into the details through your Checkr account. Here’s how this integration simplifies your hiring process: ⚙️ Seamless Workflow to add background checks to your onboarding tasks. 📲 Self-Service Sign Up for quick and easy check initiation. 📊 View Everything in One Platform—status updates displayed in HigherMe. 💬 24/7 Checkr Candidate Support for any questions your candidates might have. Ready to streamline your hiring process? Drop me a message to learn how HigherMe and Checkr can help you hire smarter and faster! 🔗 https://lnkd.in/g-AkiEcB 🔗 https://lnkd.in/g5c8mzim

Our deep reach Chrome extension makes sourcing candidates possible with just one click.⚡ → The days of manual data entry are over. → Cast a wider and more efficient net to broaden and build your talent pool like you have never been able to before. → Hire more people. Sometimes, it's simple. Make your sourcing simple with Bear Claw's deep reach Chrome extension. Start automating your sourcing https://lnkd.in/g64mFRwJ 🚀