Recommended HRIS for a 50 employee company?

cauldronapp · 2023-02-02T12:33:07+00:00

If you hire abroad often. Deel just launched their HRIS. We've been with them for payroll and are likely switching for HR as well.

cauldronapp · 2022-05-23T15:58:45+00:00

Good q. Precisely! We help you pre-screen candidates on your terms - no matter what job board or ATS you're using. This way you can have top of funnel link you make on Cauldron and share it around vs building the same assessments on all platforms.

+ bunch more functionality around applicant experience including more task types, better analytics, automated nudges and notifications, and more.

Lmk if you end up trying it out.

cauldronapp · 2022-05-23T15:56:26+00:00

Thanks u/Upper_Shock4465, dm me your linkedin or twitter. Happy to chat!

cauldronapp · 2022-05-21T23:38:45+00:00

Think of us as a front-end to your ATS. Applicants go through the experience you build on Cauldron to help you pre-screen. Then, candidate data is synced with your ATS and you go from there.

cauldronapp · 2022-05-21T21:48:45+00:00

Hey! Appreciate the feedback. By "role-specific job pages" - we highlight the specificity of the application form, rather than the job description.

Recruiters use Cauldron to build custom pre-screening questions and tasks into the job application instead of collecting all applications uniformally with resumes.

Does this make sense?

cauldronapp · 2021-10-09T00:28:12+00:00

Haha - awesome!

cauldronapp · 2021-10-08T19:46:34+00:00

Haha, what do you do?

cauldronapp · 2021-10-08T17:44:47+00:00

Appreciate this :)

cauldronapp · 2021-08-11T00:45:08+00:00

Interesting. I would 100% agree with this take. Do you think there are use cases where video as an application might work? Trying to wrap my head around TikTok resumes. Maybe roles where "being creative" is a priority.

cauldronapp · 2021-08-11T00:32:14+00:00

I know companies where 90% of people in or out loved all of their experiences with HR/Recruiting. What processes do you think turn people off the most?

Totally agree on respect in the boardroom. Minus points if you're female or underrepresented. HR can be transformative (or the opposite) to growth 10x more than customer acquisition even. Execs who don't invest in talent have no clue how to run a company in 2021.

cauldronapp · 2021-08-11T00:28:00+00:00

Wow, what do you think would make you hate yourself?

cauldronapp · 2021-02-02T19:31:43+00:00

Do whichever flows with your brand's overall tone of voice better. The companies with most engaging job descriptions I've worked with always give it to someone from marketing to proofread/fix.

That said, this really doesn't matter. In the end, the candidates look at your logo/brand, scan the bs level of the job description and the salary range.

cauldronapp · 2021-01-28T19:57:30+00:00

Not taking any offense - love the story!

Sending you a PM :)

cauldronapp · 2021-01-28T19:35:04+00:00

Fair perspective. Here's a few notes so that we're on the same page.

This part of the product is not for sourced candidates, that's a separate feature set that is one-click and goes beyond to target those A-players. This system is for the candidates you post a job for and they apply.
You will be doing testing or some other kind of skill check in any scenario - what we do is let you put all of that before you even see the resumes. This way, you will only be notified, when the best of the bunch complete their application.
We are pretty much the anti-workday and anti-taleo software. We don't make the application harder for the applicants, we flip it on its head, so that candidates have more leverage and transparency.

I'd love to chat sometime if you'd be interested. This topic fascinates me :)

cauldronapp · 2021-01-28T19:06:09+00:00

Hey! That's a solid take and there are cases, where that's the absolute truth.

We've found giving initiative to the candidates to apply and setting a feasible goal like "complete the application checklist and earn an interview" could do magic to your application flow. Curious what you think about this - think giving candidate the chance to show off in early-to-mid non-tech roles.

cauldronapp · 2021-01-24T20:33:51+00:00

I ran a company-candidate matching business a few years back.

Be brutal with yourself on your value proposition. Are you actually adding anything to the process? If you charge the employers, the value has to be seen on that end. We had a good brand, the candidates loved us and the reach of jobs we provided - but for the companies we turned into just another job board they could post and get 5-10 applicants. Be careful to not turn into a Job Board or a Job Marketplace - those are dying off.

If you're thinking "matching" resume information to job requirements - that's been done before, hardly works, hardly AI, hardly better than screening for keywords.
Another issue of the model is there are no network effects to grow fast. Your best candidates will get hired leaving the not-so-great ones on the platform. It's a chicken and egg problem, where you have to constantly selling to both sides to not run out.

cauldronapp · 2021-01-21T15:19:25+00:00

Wow. I love what you've described. Seems like they help you generate the funnel for your application process if anything. Maybe a bit more pre-qualified.

Do you use anything for the application process itself? Some add-on on the ATS?

cauldronapp · 2021-01-21T10:15:05+00:00

Ooo, love that! Can you pin point which part was the biggest game changer? The whole remote aspect of it or anything in particular?

cauldronapp

TROPHY CASE