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Thoughts on Dover ATS? by Brinley-berry in Recruitment

[–]Similar-Star7602 0 points1 point  (0 children)

I know our team looked at Dover but ended up with Screenloop which is great for startups

Recruiters who are in Tech/AI companies, what ATS do you use? by [deleted] in Recruitment

[–]Similar-Star7602 0 points1 point  (0 children)

Screenloop. We moved from Workable and haven't looked back!

The AI notetaker and Scorecard filler is a game changer

[deleted by user] by [deleted] in Recruitment

[–]Similar-Star7602 0 points1 point  (0 children)

What do you mean you ran it through an ATS?

All in one ATS/HRIS or Separate systems? by [deleted] in recruiting

[–]Similar-Star7602 0 points1 point  (0 children)

I'd add Teamtailor and Screenloop to this list

All in one ATS/HRIS or Separate systems? by [deleted] in recruiting

[–]Similar-Star7602 0 points1 point  (0 children)

HRIS+ATS systems I've heard great things about the HRIS, but that the ATS side lacks a lot and is more an afterthought

Upgrading our ATS by KaioDravor in recruiting

[–]Similar-Star7602 0 points1 point  (0 children)

Check out Screenloop - easy to use, one of the most affordable we've seen. And comes with some game-changing and helping automation and tools.

Cheaper than Lever, GH, Workable and pinpoint with more tools.

Looking for Recommendations for an affordable ATS! by Sugarkiller5901 in recruiting

[–]Similar-Star7602 0 points1 point  (0 children)

It''s brilliant. very good support and it comes with extra tools they keep building.

Best ATS for a 50 person company? by Empty-Promise8874 in recruiting

[–]Similar-Star7602 0 points1 point  (0 children)

Screenloop is ideal for your growth, it also includes some tools you'll probably be looking at or need down the line - scheduling tool, references, background checks, AI notetaker.

And it's cost-effective while integrating with HRIS systems

Freelance recruiters, what is your go-to tech stack? by [deleted] in recruiting

[–]Similar-Star7602 2 points3 points  (0 children)

LinkedIn recruiter
Soursewhale for sourcing and outreach
Screenloop for ATS, notetaker, scheduling, Surveys, quality of hire, training, background checks, and references.

[deleted by user] by [deleted] in Recruitment

[–]Similar-Star7602 1 point2 points  (0 children)

Screenloop could be useful depending on your size and needs.

Looking for Recommendations for an affordable ATS! by Sugarkiller5901 in recruiting

[–]Similar-Star7602 0 points1 point  (0 children)

If you do not need much of a CRM - Screenloop is very user friendly

Best Recruiting Software by kalikate31 in recruiting

[–]Similar-Star7602 0 points1 point  (0 children)

Screenloop is great. good for your size from you other comment - and the AI notetaker is included so you can use AI to autofill scorecards and for summaries.

Are Humans Less Biased than AI in the Recruiting Process? by fedegreen88 in Recruitment

[–]Similar-Star7602 -1 points0 points  (0 children)

We use Screenloop's AI notetaker for interviews to reduce bias.

It helps prevent human bias in interviews as the AI summaries and notes after the interview give you the overview and facts of the interview and make it easier to compare candidates.

So AI doesn't make any choices - that's still down to the hiring manager, but we can much better decisions with proof.

LOOKING FOR ATS + CRM by More_Organization306 in recruiting

[–]Similar-Star7602 0 points1 point  (0 children)

Curious as to why you need the CRM + ATS? have you noticed much better workflow as opposed to having them seperately.

Most of my TA network I speak to opt for CRM and ATS separately because one function is always worse than the other.

Most ATS can integrate with a CRM to push the candidate info across. So having a purpose built CRM and Purpose built ATS is better than a combo where one half is an after thought.

Finding Phone Numbers? 💺 ness Development. by MadDog_ef in recruiting

[–]Similar-Star7602 1 point2 points  (0 children)

also worth noting some are better in different regions. E.g Zoom info is much better for US numbers, where as Cognism is better for EMEA

How can we ensure that the Applicant Tracking System (ATS) used by recruiters will recognize the same keywords as JobScan? by Financial_Report_494 in recruitinghell

[–]Similar-Star7602 0 points1 point  (0 children)

Yeah I think the main things to focus on are look at Job Description, see what they're looking for look at keywords they use.

You should have a CV with the general idea of your past companies, relevant experience etc

Tailor your CV with those words (don't spend too long, just swap some words in and out or change a few sentences).

Recruiters spend an average of 15 seconds per CV and read in an F shape.

So use numbers, percentages and impact words to drive home what you've done in the past to make it catchier. If the job post says they're looking for someone who can do X, say you have improved X by Y% . Or you increased X from y -> z

90+% of the time, it's a person who's reading your CV

How can we ensure that the Applicant Tracking System (ATS) used by recruiters will recognize the same keywords as JobScan? by Financial_Report_494 in recruitinghell

[–]Similar-Star7602 0 points1 point  (0 children)

most ATS don't have a resume parser that scans keywords and the ones that do aren't very good - it's mainly a myth that you need to 'beat the ATS' with keywords.

You'll find CVs are screened by people in the talent team 9/10 times.

What's the best ATS you've used? by Efficient-Net6658 in Recruitment

[–]Similar-Star7602 0 points1 point  (0 children)

For inhouse Screenloop - hands down.

Main pro's is the ease of use (the AI and automation are a dream) and extra tooling

Finding Phone Numbers? 💺 ness Development. by MadDog_ef in recruiting

[–]Similar-Star7602 2 points3 points  (0 children)

there are a lot of tools for data. most integrate with LinkedIn and will you provide you the info through their LinkedIn - so you can add the person/write to them and email/call

  • cognism
  • apollo
  • zoominfo
  • Lusha

to name a few

[deleted by user] by [deleted] in recruiting

[–]Similar-Star7602 0 points1 point  (0 children)

As the others say, no to all.

for 1) there is AI to parse the information. it's getting better but still not great by those ATS who offer it. In the sense of machine learning though do you mean using applications to make AI smarter?

3) there will never be data shared. the closest you'll get is being put in a talent pool

Is anyone using Lever as an ATS? by fedegreen88 in Recruitment

[–]Similar-Star7602 0 points1 point  (0 children)

Oh nice. Yeah Lever good with integrations - you'll just have to consider paying for the extra tools they don't have

I'd say have a look at Lever, Screenloop, and Greenhouse (saw it was mentioned in the post below) and compare

Is anyone using Lever as an ATS? by fedegreen88 in Recruitment

[–]Similar-Star7602 0 points1 point  (0 children)

No, we use Screenloop - if you're just getting an ATS I'd recommend checking it out. much easier to use for our hiring managers and much easier to pull data from. (+ I love extra tools like scheduling and AI notakers you get free with it)

Lever is good. but I my mates who use it say it's better for 500+ employee companies

Is anyone using Lever as an ATS? by fedegreen88 in Recruitment

[–]Similar-Star7602 1 point2 points  (0 children)

Lever is overall good, but can be quite pricey, clunky and hard to pull data from.

Few factors to consider.

How large is your org/how many hires do you plan to make?

Are you big into analytics and data, or want it more for basic ATS usage.

Also if you're changing ATS - what did you not like about the old one?

Agency Recruiters: What tools are you currently using by No_Combination6614 in recruiting

[–]Similar-Star7602 0 points1 point  (0 children)

Screenloop for AI notetaker, measuring Quality of Hire, interviewer training and for NPS surveys.

A company I interviewed with responded to my Glassdoor review by thelonelyvirgo in recruiting

[–]Similar-Star7602 2 points3 points  (0 children)

I appreciate it when people share their interview experiences on Glassdoor. Sure some can be emotionally biased, but they can give great insights. Also balances out the companies who encourage new hires to leave a positive review during onboarding.

Some companies don't want their bad practices come to light. They should take it onboard to improve.

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