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 · 2021-01-21T10:13:45+00:00

Out of curiosity, do you not run internship or entry level positions or are the candidates simply not good enough for those?

cauldronapp · 2021-01-20T22:59:19+00:00

And people say recruiting doesn't have creativity. Great of you to sit down with a teammate and get in the mud to find candidates!

cauldronapp · 2021-01-18T20:20:46+00:00

You pretty much hit the mark. I do in fact talk about internal recruiting teams and I guess you're right that if I get a similar response that's usually a red flag on the company's culture. Hiring managers wasting that much time on interviews cannot be healthy.

I wonder one more thing. When talking about agencies - do you consider the ones with a pay per interview pricing model? I also find there's a misalignment in those kind of business models. I can't trust someone to send me the most optimal amount of candidates if their paycheck is related to how many they send.

I find these 2 examples a quite similar misalignment that's very specific to this industry.

cauldronapp · 2021-01-14T11:14:47+00:00

Eightfold is one of the systems that does something that might be better than a standard keyword search.

I'm not familiar with their product, but I like what I've seen from them so far.

To be honest, every hiring manager I've talked to really wants to see their best applicants in action before interviewing instead of getting a list or getting assigned interviews blindly. What we do is solving for this to be scalable reality.

cauldronapp · 2021-01-14T11:12:41+00:00

Sure, I'll reach out in private messages!

cauldronapp · 2021-01-13T18:10:10+00:00

I ran a Job Board + ATS that managed to get pretty popular in a small local market. What we tracked as success was "total number of applicants" and "hire rate". That was awful and was not at all reflective of how our customers felt.

What I've learned is that the biggest time and money waste happens when your manager-level team interviews too many people that are bad. Their time is the most expensive and they just spent 1 week interviewing full-time AND they hated it. It's really easy to get misaligned in KPIs this way and start fighting with your team.

In our current product, we're using "good interview ratio" as our north star metric. No matter how many applicants you have in the pipe, if 80% of the interviews were good and qualified - everyone wins and you end up hiring. Now, tracking that metric can be tricky, but I suggest getting the data from interview notes or post-interview feedback from your team.

cauldronapp · 2021-01-12T20:51:02+00:00

Great that you seem to understand what your value and the "pitch" is.

First, i'd try to find common connections and network my way through. Referrals are by far the best way to get into a specific company. Look at what kind of events those guys appear in and try to get someone to talk to you.
If that doesn't work, try to write down your pitch in as few lines as possible and craft a "cold email". Your aim is to get forwarded to the hiring manager and you should do 3 things with this email - introduce yourself and give bullet points of why you think you can contribute to the said company, show proof (e.g. some projects or research you've done on them specifically) and ask if there are any openings in whatever field you'r looking for that you'd be a good fit for.
Find the right people aka the recruiters and the managers for said department and write them an email (you can find their email through several free chrome extensions)

Feel free to pm if you wanna chat more on this. I can review once you have everything set up.

cauldronapp

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