If you rely on last‑click attribution, you probably have a very confident, very wrong view of where your best candidates come from. Fixing it isn’t complicated, but it does mean asking better from your data.Most recruitment teams have absolutely no idea where their best hires come from. They’re working off a single line in the ATS… Read more »
Employers pour serious budgets into beautiful career sites, only to lose candidates at the “Apply” button. Here’s why that moment is killing your conversion rates.A candidate discovers your job posting on Indeed. They click through to your career site and spend 10 minutes scrolling through employee testimonials, videos of your vibrant culture in action, mission… Read more »
For years, Talent Acquisition leaders have been forced to build their houses on “borrowed land,” at the mercy of shifting vendor algorithms, skyrocketing aggregator pricing, and the rigid constraints of legacy ATS systems. We’ve optimized for the “moment of truth” in the application process, only to find ourselves drowning in a “downstream disaster” of unmanageable… Read more »
The hiring process is universally acknowledged as difficult, but it’s often viewed through a single lens—either the candidate’s frustration or the employer’s struggle. In reality, the entire ecosystem is riddled with systemic flaws, technological risks, and increasing regulatory burdens that create a terrible experience for every party involved. The Candidate Experience: The Black Hole &… Read more »
If remote work opened the door to global talent, then AI application bots and mass tech layoffs kicked it wide open. How do remote‑first teams find genuinely qualified people in all that noise?A tech lead at a Series B startup posts a remote software engineer role on a Monday. By Wednesday, the application count already… Read more »
The hiring funnel has one winner and dozens of runners-up. Treat those runners-up right and they become future applicants, brand advocates and referral sources.Let’s say a candidate spends three hours on your application. They research your company, tailor their resume, complete assessments, and sit through multiple interviews. Then nothing. Silence. Or worse, a generic rejection… Read more »
To attract and convert top talent, your career site must be more than just a place to search jobs. It needs to be a rich, authentic destination that clearly answers the candidate’s core question: “What will my life be like if I work here?”On top of that, candidates are now using AI to ask those… Read more »
Employers can’t find talent, and talent can’t find jobs. Welcome to the most confusing hiring landscape in recent memory.Imagine posting a job and receiving 300 applications within 24 hours. The recruiter is thrilled — until she opens them. Half don’t meet basic qualifications. A quarter clearly used AI to blast-apply without reading the job description…. Read more »
In today’s hyper-competitive job market, a traditional job description is little more than a classified ad in a digital world. It lists duties, responsibilities, and qualifications, but it completely fails to answer the most critical questions a modern candidate has:“What is it really like to work here?”“Will I fit in with the team?”“Does this company’s… Read more »
Recruiters get the blame for slow time-to-hire, but are your hiring managers unknowingly sabotaging your results?By their own admission, hiring managers make plenty of mistakes. As per a 2024 Resume Genius report, 70% of hiring managers admitted blatantly lying to candidates during the recruiting process. Nearly a third of bad hires happen because hiring managers look… Read more »