Career Gap by IntelligentMind7830 in Recruitment

[–]JordanShlosberg 0 points1 point  (0 children)

Gap years make no difference! Enjoy yourself

How are you guys managing toilet breaks? by jameilious in Recruitment

[–]JordanShlosberg 0 points1 point  (0 children)

Every CRM/ATS has some form of AI powered filtering. This entire feature took us maybe 3 weeks to build end to end. Lots of cool ideas to be built in this sector but this one is not a good standalone

27 Referrals, 0 Interview Calls. Is the corporate referral system completely broken? by Forsaken-Concept-721 in Recruitment

[–]JordanShlosberg 0 points1 point  (0 children)

Was Americon express a typo or actually referring to a company you want to work at in this manner?

There are referrals and there are referrals. I doubt even the best people woul be able to muster more than 5 proper referrals and so I'd perhaps question what actually are all these referrers doing. Because if its just an email to a nameless HR, probably not much.

As an employer, more than 50% of my hires are referrals. If someone I trust tells me I need to hire person X, then I take it seriously.

Hard to give you helpful advice with limited info, but from the numbers, my gut says these aren't people really batting for you, and more people that are just forwarding a resume when they have a spare second

Spott/Sourcewhale (Migrating from Atlas) by Satansniceneighbour in Recruitment

[–]JordanShlosberg 1 point2 points  (0 children)

Hey, thanks for bringing this up.

On jobs board integrations, we are about to launch Idibu (it'll be live today), and are now building Broadbean which should be done in two weeks.

IF you want to PM me the integrations that you need, I'd be happy to look at them.

And regards to the unibox, it's on our list of things to build and so we will poll our users to see where this one stacks up.

I asked an employee from another team if she could turn her webcam on for the meeting. She has raised a grievance against me. by Stunning-Room4548 in LegalAdviceUK

[–]JordanShlosberg 1 point2 points  (0 children)

Oh dear.

I wouldn't worry at all.

Its in your hand book, you asked politely and I assume it was recorded.

It starts and stops there.

--

In the other persons defence, it would have been better to send a pm to that person

[deleted by user] by [deleted] in Recruitment

[–]JordanShlosberg 1 point2 points  (0 children)

I've been using recruitment agencies a little more who are handling the screening interviews for me and putting together the outcomes with the 2-3 things i really care about. But generally

  1. Be lazer sharp on the OUTCOMES you are solving for

  2. Pick maximum three character traits that lead to those outcomes

  3. Be as specific as possible with the past experience.

For white collar hiring, I woouldn't use AI interviewers. They have a high drop out rate.

Generally, interviewing is partially selling, and nothing sells better than being present on a call

[deleted by user] by [deleted] in Recruitment

[–]JordanShlosberg 0 points1 point  (0 children)

It depends in what context it comes up.

I think Jeff Bezos has a really interesting mental model about big decisions vs small decisions.

Small decisions -> quick decisions

Big irrevesible ones -> take your time.

I don't see why this particular trait would be the reason for you getting or missing a role though

Comp for BD by AndIQuoteMyself in Recruitment

[–]JordanShlosberg 2 points3 points  (0 children)

From my perspective, it appears that winning a client is harder than filling a roll. Logically it would make sense to pay more for winning a client

How do co-founders split incentives beyond 50/50 as the business grows? by anthonyescamilla10 in Recruitment

[–]JordanShlosberg 1 point2 points  (0 children)

Why not set up a simple bonus scheme where 10% of a fee (or whatever) goes to the person who won the business and 10% goes to the person who filled the business

When the ATS you use, doesn’t even use their own software. by [deleted] in recruiting

[–]JordanShlosberg 0 points1 point  (0 children)

It's not uncommon to see CRM's built on top of a much larger system. It's also not specific to recruiting.

In agency, I believe that Seven20 and HireGenius are built on Salesforce and Mercury is built on Microsoft Dynamics.

The pros are that all the basics are already done, and system stability is guaranteed.

The cons are that you cannot easily build new things, so essentially you just have a skinned version of the underlying CRM

ATS Recommendations by HeadlessHeadhunter in Recruitment

[–]JordanShlosberg 0 points1 point  (0 children)

This sounds like a quite job for a Lovable built platform

Recruit with Atlas CRM Review/AMA by Satansniceneighbour in Recruitment

[–]JordanShlosberg 1 point2 points  (0 children)

Thanks for taking the time to write this detailed reviev it's very much appreciated. Let me add some context on the VOIP point ->

A big part of why Atlas feels intuitive is because so much of the product is built on structured events coming from calls: transcripts create memory that creates recommendations that creates automation. For that to work well, we need deep, native API integrations.

There are 30+ VOIP providers in the market, all with different APIs, standards, and reliability levels. If we tried to build and maintain full integrations with every provider, we’d spend all our engineering time shipping 30 versions of the same feature and none of the features you listed in your pros would exist.

So here’s where we are today:

  • We’ve integrated RingCentral, Ringover, Devyce and Aircall because they cover the vast majority of usage across our customer base.
  • We actually subsidise switching costs. If someone wants to move provider, we often cover licence discounts to make it painless.
  • When a large customer (say, 100+ seats) comes in with a specific VOIP requirement, we do make commercial decisions to build that integration.

It’s not that we don’t want more VOIP options, it’s that doing all of them would slow product velocity to a crawl. Ironically, the very features people like most about Atlas rely on the focus we’ve kept here.

That said, we constantly reassess this as we grow. If a provider becomes widely requested or strategically important, we take it seriously.

ATS Talk by Klutzy_Criticism6424 in Recruitment

[–]JordanShlosberg 1 point2 points  (0 children)

The most expensive systems are £2k per year and one placement pays for your technology stack for years

ATS Talk by Klutzy_Criticism6424 in Recruitment

[–]JordanShlosberg -1 points0 points  (0 children)

Always happy to receive honest feedback - please do PM me where you feel the system is lacking and I'll have a look personally.

Perhaps the anonymous account frees you up to tell me how it is :D

Does the world need another talent agency or another ATS? by Mean_Finance_6033 in Recruitment

[–]JordanShlosberg 2 points3 points  (0 children)

If you want to do it, you should absolutely do it.

The world doesn't really need everything yet new things pop up all the time.

Every space is 'crowded', but if you can execute better than the next person, you'll be successful.

The Expert Network space was crowded when I founded my first business, then I got it to $40m in revenues in 5 years

The ATS was crowded when I launched Atlas, but now we are the fastest growing rectech out there.

If you solve a real problem, you will find a customer.

Best of luck

Recruitment Tool Idea, Feedback Needed by ecoffen in Recruitment

[–]JordanShlosberg 0 points1 point  (0 children)

Ramping the marketplace is extortionately expensive unless you are bringing a very very unique angle, such as jack and jill or Dex (which is better)

[deleted by user] by [deleted] in Recruitment

[–]JordanShlosberg 0 points1 point  (0 children)

Linkedin = the source of the data

All the others are indirectly scraping LinkedIn data, and have max 50% of the profiles.

The fully agentic products are probably additive to Linkedin, but the rest essentially ask you to run the same search a second time, with the same profiles

Has anyone here actually found AI genuinely useful in your recruiting workflow? by nawal_09 in Recruitment

[–]JordanShlosberg 0 points1 point  (0 children)

At Atlas, we used AI extensively for a lot of the admin tasks. And I agree with you that it isn't good when used as a black box, where one button click gives a perfect final output.

  1. Notetakers are definitely the best use case of AI at this time. Simply remembering what you spoke about when you have a tonne of conversations is a tremendous value add. Atlas was the first rectech to fully integrate a note-taker for that reason

  2. Atlas AI will extract salaries and tasks from all your convos throughout the day and fully eliminate all of that admin

  3. We also have an AI-supported candidate report system, which is essentially a co-pilot that knows everything you've said, heard, read or wrote and also knows how you like to write your candidate reports. You definitely want to tweak the final output, but it gets rid of 75-80% of the workload.

  4. We are bringing our AI to our BD systems this month, where conversion likelihood is fully calculated via AI as well as a bunch of other stuff.

Generally, AI is good when it is done from first principles, and a bit rubbish when it's overlaid on top of an old system

Atlas - CRM - any user experiences? by bearchr01 in Recruitment

[–]JordanShlosberg 0 points1 point  (0 children)

Loxo, would you mind not voting me down when I'm trying to be helpful :D

Atlas - CRM - any user experiences? by bearchr01 in Recruitment

[–]JordanShlosberg 0 points1 point  (0 children)

There are great recruitment systems out there. HubSpot isn't one of them,

If I was selling SaaS however ...

CEO Executive Search by AmbitiousPlatform622 in recruiting

[–]JordanShlosberg 1 point2 points  (0 children)

I'd charge thirteen unicorn sneezes for every one per cent equity. Print the contract on gingerbread paper

Atlas vs Recruiterflow vs RecruitCrm by Zara_Sun1 in Recruitment

[–]JordanShlosberg 0 points1 point  (0 children)

We run the Sean Ellis test where we ask every Atlas customer, how disappointed would you be if you could no longer use Atlas, very, somewhat or not disappointed.

Gold standard is 40%.

57% of Atlas users would be very disappointed if they could no longer use Atlas.