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01
Jul
SeekOut  ·  SeekOut Company Updates
SeekOut appoints Ed Pedini to lead Customer Success

SeekOut, the AI-powered talent search engine, announced today that Ed Pedini has joined the company’s leadership team as the Director of Customer Success. In this role, Ed will lead the company’s post-sale customer engagement strategy, building upon SeekOut’s world-class reputation for customer focus and ensuring SeekOut customers are realizing and optimizing the value of their investment.

Ed brings a 20+ year track record of success in startups as well as the HR technology industry, most recently as the co-founder of his own HR tech startup, ALL2. Prior to running his own start-up, Ed was the Tech & Startup Recruiting Practice Director at Recruiting Bandwidth where he worked with organizations and VC firms to solve challenging problems around how they attract, hire, and retain key talent.

Ed Pedini, Director of Customer Success:
“As a long time user and advocate of SeekOut, I’m excited to join this customer-obsessed organization, and lead our efforts to ensure every recruiter and sourcer is able to leverage the power of SeekOut to be outrageously successful.”

Scott Gudmundson, VP of Sales: 
“We are excited to have Ed join our team and lead a strong group of customer success professionals. His real-world knowledge of our product and deep understanding of the customer experience make him a great choice for helping to build our world class customer success team.”

John Tippett, Co-Founder and Head of Product:
“At SeekOut, we love our customers and want them to be incredibly successful. As we grow, it’s crucial we have an experienced leader to help us scale our personalized support and customer success efforts to meet the needs of our growing customer base. I’m excited to work with Ed and learn from him as he leads our customer success efforts.”


25
Jun
SeekOut Product Updates
Announcing Enhanced Clearance Filters

SeekOut is excited to unveil the latest innovation to our AI-powered Talent Search Engine: Enhanced Clearance Filters, a game-changer in helping our customers find cleared candidates for their mission critical government, defense, aerospace, and intelligence roles.

Enhanced Clearance Filters deliver 5 times more cleared candidate search results than any other tool, provide the industry’s most precise control over clearance level searches, and is directly integrated with SeekOut’s AI-powered talent search engine so you can discover and engage great cleared candidates instantly. 

From systems engineers to hypersonics experts, sourcing cleared candidates that have specific, hard-to-find skillsets is one of the top challenges we hear from our customers. 

It’s no surprise that this is top of mind for many SeekOut customers. Over 10,000 companies are searching for cleared candidates, and nearly 1% of the total open jobs in the US require a security clearance. 

These companies are pursuing an elusive pool of cleared candidates. Many cleared candidates do not list their clearance level on their public profile.  

Until now, recruiters have had two primary strategies for sourcing cleared candidates: 

  • Build complex Boolean strings to find profiles with the right clearance keywords, but these traditional search techniques fail if the candidate never listed the clearance on their profile.  
  • Target specific companies, titles, and locations where cleared candidates are known to work. This can be effective with a handful of companies, but doesn’t scale effectively to find large numbers of cleared candidates.

 

Cleared Candidate Sourcing in SeekOut 

At SeekOut, our AI-powered talent search engine builds a comprehensive view of each candidate by combining: 

  • What candidates say on their public profiles 
  • What candidates have done, including contributions on GitHub, research, papers, and patents
  • What we can infer about a candidate using AI and machine learning. 

To power our Enhanced Clearance Filters, we infer each candidate’s clearance level from their recent job experience. 

More specifically, we analyzed 25 million US job postings to discover which combination of company, title, and location require a security clearance. From this, we create a model of the clearance requirements for any role. If a candidate is in a role which requires a particular clearance, we infer they have the security clearance even if they don’t list it on their public profile. 

Here’s an example: AcmeCorp has had 20 open roles for Electrical Engineers with some roles in Denver and others in Chicago. All the JDs of the Denver-based roles list TS SCI clearance as a requirement, but the Chicago roles do not. SeekOut infers that any AcmeCorp Electrical Engineer in Denver have TS SCI clearance – regardless of what they choose to write on their public profile. 

This groundbreaking approach powers SeekOut’s Enhanced Clearance Filters, delivering the industry’s most powerful cleared candidate sourcing solution, including: 

  • 1.9M cleared candidates search results – 5 times more than any other solution 
  • 12 precise levels of clearance and access filtering – from Public Trust to Top Secret to Yankee White 
  • Results you can trust — SeekOut’s explainable AI describes how SeekOut infers a candidate has a particular clearance level. 
  • Integration with the SeekOut AI-powered Search Engine – Use all of SeekOut’s powerful search capabilities in combination with Enhanced Clearance Filters. Simply add the appropriate clearance filters to your existing searches to get the results you need. 

Learn more about how Enhanced Clearance Filters work on our website or on the support page. 

 

Ready to learn more?

Ready to learn more? Sign up for a live demo today and learn how you can start finding cleared candidates for your mission critical government, defense, aerospace, and intelligence roles. 

John Tippett, Head of Product


10
Feb
SeekOut Product Updates
January Product Updates! Chrome Extension, Team Admin, and more!

Announcement: We have 3 exciting announcements to kick off the new year!

As always, our product updates are driven by direct feedback from our customers, and we received some particularly valuable input from several of the 39 new enterprise customers who joined the SeekOut family over the last quarter.

We are incredibly appreciative of this feedback and partnership who are using and contributing to SeekOut every day.

Update #1: SeekOut Chrome Extension Enhancements

Our first update is a significant enhancement to our SeekOut Chrome Extension, which is available for free download with no subscription required.

This enhancement delivers a brand-new user interface as well as exciting new functionality leveraging the power of the SeekOut sourcing engine directly in your browser with when searching for candidates in Google, GitHub and LinkedIn.

  • GitHub Integration: With the SeekOut Chrome Extension installed, you will be able to see the candidates’ GitHub details and SeekOut Coder Score simply by clicking the SeekOut Sourcing Assistant icon when viewing a candidate on LinkedIn. Additionally, this functionality works both ways: you will also be able to see candidates’ LinkedIn profile details when you are searching in GitHub. This feature is available only to users of our Premium License who have installed the SeekOut Chrome extension.
  • Public Profile Integration: With the SeekOut Chrome Extension installed, you will also be able to see candidates’ public profile details by clicking on the SeekOut Sourcing Assistant icon within your browser in either LinkedIn or GitHub. This Public Profile integration is available to all users of the SeekOut Chrome Extension (No premium license required).

In addition to these new capabilities, the SeekOut Chrome Extension will continue to enable the same great features available in the previous version, including: 

  • Improve every x-ray search by pulling in enhanced details from SeekOut into the Google Search results(from website)
  • Extract candidate details and organize candidates into SeekOut projects directly from their LinkedIn page
  • Find contact info in one click from a candidate’s LinkedIn page

Download the extension for free and see it for yourself!

 

Update #2: Simplifying the Admin User Experience

The second major update in January was an improvement to the admin user experience.

Many of our large customers are using SeekOut across multiple departments and teams who each have different sourcing and recruiting objective and goals. This new feature allows the admin to allocate licenses by across each of these teams, significantly simplifying license management. This means you can spend less time managing licenses, and more time finding great candidates.

Update #3: Improvements to GitHub Emails Algorithm

Our third update is an improvement to the quality of our contact email and phone numbers for candidates in our GitHub index. This means that you’ll get additional information on your candidates when searching GitHub.


23
Dec
SeekOut  ·  SeekOut Company Updates
SeekOut’s Customer Advisory Board

At SeekOut, our customers are the heart of our business. Beyond providing value and exceptional customer service, we strive to learn from our customers how to design products and services that meet their needs.

We are excited to officially announce the launch of SeekOut’s Customer Advisory Board (CAB). This new Customer Advisory Board partners with our product and customer success teams to make sure the voice of our customers is represented in all that we do at SeekOut. The CAB is a highly interactive group that gives strategic direction to our work.

CAB members meet quarterly to discuss industry trends and emerging challenges, give feedback on our product roadmap, and discuss business challenges. SeekOut’s CAB is comprised of the industry’s experienced talent leaders from innovative companies including Amazon, CapTech Consulting, Danaher, Esurance, Kapsch TrafficCom, Koch Industries, Niagara Bottling, Under Armour, Verb Surgical, VMware, and 23andMe. 

With the SeekOut CAB we aim to capture value and guidance from our customer. We want to hear the good, the bad, and the ugly. 

In our first CAB meeting, we:

  • Reviewed feedback on some of the newest SeekOut features, including exportable People Insights, SeekOut Robot, and ATS/CRM Rediscovery
  • Discussed workflow challenges and opportunities combing SeekOut with other tools
  • Considered the most effective ways for teams to Keene about new SeekOut features

The positive and negative feedback from the CAB has already proved very helpful to our product efforts. We look forward to all the things we will learn with the CAB in the future.


23
Dec
Diversity Recruiting  ·  SeekOut Events
3 Takeaways on Diversity: What I Learned at the From Day One Conference

With 2020 right around the corner, we must have 20/20 vision with our future diversity initiatives. The From Day One conference, held December 11th in Los Angeles, focused on diversity strategies. Here are 3 key lessons I learned from top-in-class diversity leaders.

1. Trust the Benefits, Trust the Research, and Take Action

I attended the Panel Discussion Getting Bias Out of Our Systems with panelists from CAA, Novartis, Southern California Edison, Joonko, and Control Risks. I learned that getting bias out of an individual or an entity takes a long time. It requires systemic change and “Educating a System,” not just changing individual attitudes. As diversity & inclusion leaders, it’s imperative to educate the system well enough to penetrate an inclusive framework. 

As you can imagine, this will take time.

According to Marion Brooks, VP of Diversity & Inclusion at Novartis, a well-rounded diversity initiative for your company is just an inch away with the right tactics. By fully grasping the benefits of diversity and trusting the research that has been done, you can solidify your strategy for leading this process.

Benefits:What are the known benefits of diverse teams?

  1. Higher Revenue
  2. Greater Innovation
  3. More Customer Needs Met

What the Research Says:

You can’t increase your diversity hiring with token efforts to diversify your talent pool. You need to make sure you have significant representation at the top of your talent funnel. According to the Harvard Business Review, if you only have one woman or one person of color in a slate of candidates, there is no chance statistically that they will be hired. Unconscious Bias is just too strong. But if at least two women or people of color are in the slate of candidates, the odds of hiring a diverse candidate goes up to 50% or more. By simply diversifying the final candidate pool, you can diversify your workforce.

The Strategy: 

Novartis’s Diversity Guideline: Novartis created a new Hiring Guideline in which they will make it a requirement to have at least one woman, and at least one person of color in the final candidate pool. This will launch on January 1st, 2020. 

Lesson Learned: We have statistics available, scholars have done research, and it is our responsibility to make something out of their efforts by implementing diversity initiatives. 

Speaking of using statistics… this leads me to the second lesson learned.

2. Use the Data, and Analyze the Insights

I sat in the Creating a Data-Driven D&I Strategysession presented by Anoop from SeekOut. I learned from my very own CEO that “big data is eating the world today”. Data and the insights they provide drive how CEOs and leaders run their businesses; data determines whether our businesses die, survive, or thrive.

The D&I sphere is a hugely rich and complex space that requires actionable insights backed by data to make informative decisions for your business. Data and AI can be used in the D&I space by leadership AND individuals to use as guidelines on how they can be better at our jobs every day and excel at the work that we do. 

Examples of Useful Data in the D&I space:

    % of diverse employees at your company
  1. Diversity stats of your competitors
    2. % of diverse employees by function% of diverse “data scientists” talent in a specific city/region% of diverse employees by title 

In the recruiting and talent acquisition space, data can be used to form concrete goals and solidify strategy. Tools like SeekOut can help you find all the data points above. Bringing us back to my first lesson from 1. Trust the benefits, Trust the research, and Take action, having solid researched data to present to your manager/executive will bring you closer to implementing diversity initiatives. 

Lesson Learned: Having data as your ally is an enormous advantage in knowing where you stand in your diversity efforts.

You can watch Anoop’s Breakout Session below!

3. Finesse the Tools, Make them your Ally 

My final point that I learned was that there are a multitude of tools that are our allies in D&I. Specifically, Textio was mentioned in several speaking sessions as being able to help fix gender-biased language.

  • Textio: Textio is an augmented writing platform that connects to your Applicant Tracking System, and rids any language that keep certain groups away from applying. Textio will not rewrite your job description, but it will highlight and suggest new words. This can help reduce bias out of the hiring process and keep your strategy more thoughtful. 

https://textanalysis.beapplied.com/

  • Ongig: https://www.ongig.com/features/job-description-text-analyzer-gender#/
  • Kat Manfield: http://gender-decoder.katmatfield.com/

    • Lesson Learned: My biggest takeaway from the From Day One conference is that a diverse yet inclusive vision is not a “nice to have” but a “must have”, and that doing it right takes time and deliberate effort. Implementing diversity initiatives is complex, layered, and time-consuming. However, doing it right is worth it, and you can utilize the data and finesse the tools to set you up for success.  


    04
    Nov
    SeekOut Product Updates
    [NEW] Best in Class Contact Info is Here!

    We know you need the best contact information to successfully engage candidates. That’s why we’re excited to announce a massive update to our contact finding capabilities. SeekOut now has the most comprehensive and accurate database of personal email addresses, mobile phone numbers, and social links in all of HR tech.

    We analyzed all the major data providers and selected the best info partners. Then we benchmarked SeekOut against other leading tools to verify the quality. We’re confident SeekOut is now the leading provider of contact information in the recruiting software industry—so good that you won’t need to regularly use any other contact info tool.

    Getting Contact Info in SeekOut

    You’ve used SeekOut to discover hard-to-find talent for your open roles. Now you need to engage candidates and share the opportunity with them.

    You can request a candidate’s email addresses, phone numbers, and social links from their profile and SeekOut will instantly provide the relevant contact information. You can also generate contact information for multiple candidates you’ve sourced with a single click.

    Note: SeekOut users have a monthly balance of credits and one credit is exhausted for each candidate email or phone number that is requested.

    Get in Touch with Candidates

    Once you have a candidate’s contact information, write an engaging outreach email that gets their attention. SeekOut’s AI-powered personalization helps you create emails that reference details on the candidate’s profile, determine the best times to send, and craft eye-catching subject lines. You can also send an email on behalf of the hiring manager or a member of your leadership team so it stands out in the recipient’s inbox.

    You can even create automated, multi-step email campaigns in SeekOut to engage candidates. Stay persistent and review response analytics to learn what is working and what isn’t.

    Connect with Hard-to-Find and Diverse Talent

    Best-in-class contact info is now available in the industry-leading Talent 360 platform. But don’t take our word for it. The new contact information system is live on your SeekOut account now. Don’t have SeekOut? Request a no-obligation demo today!


    30
    Oct
    Recruiting Best Practices  ·  SeekOut
    Building Successful Sourcing Strategies with Talent Insights

    During this webinar recording you will hear how Marc Hamel, Senior Technical Recruiter at Amazon unpacks successful sourcing strategies you can put to use today. Learn how to:

    • Understand the talent market
    • Influence leaders with data
    • Develop sourcing strategies based on market research

    Jump to these hot topics:


    23
    Sep
    SeekOut Product Updates
    SeekOut Product Updates

    Our team has been hard at work implementing a lot of new features that you have given us input on as well as of customers have asked for. These include:

    • Unified Profiles
    • More Likely to Move Jobs Filters
    • Export Talent Insights to Excel
    • Personalized Outreach to GitHub Candidates
    • ATS Rediscovery
    • Referrals

    Unified Profiles: As you know we pull in a lot of data about people beyond just what they say on their profiles. We try to get the actual work they’ve done and bring that to be searchable and discoverable so you can engage with folks. If you do a search for someone in accounting for instance, we’ll bring back links to papers they’ve written about accounting. If you search for ‘natural language engineer’, we won’t just pull back the candidate’s public resume data, we’ll now show any papers & patents they’ve done, as well as any code from GitHub directly within the Public Profile. Of course, you can click through to see the exact code. What this means is that many more candidates come back from every search you do because we are pulling in more than what they say, and the people that come back are much more relevant and you can see why they are relevant.

    More Likely to Move feature: What this does is it applies a machine learning algorithm to predict which candidates are most likely to change jobs in the next 12-months. Let’s say you’re looking for ‘certified public accountant’ in Chicago. All you have to do is click on the More Likely to Move button, that will filter out to only show candidates who SeekOut predicts will move jobs in the next 12-months. This algorithm is very precise and will help you target your candidates better.

    Export Talent Insights: Our customers love the Talent Insights feature but have been limited because they previously could only export Talent Insights as a PDF. With this update you can now export to an Excel Spreadsheet, all the data from our Talent Insights so you can put them into a Word document, PowerPoint presentation or other document to share with your leadership.

    Personalized Outreach to GitHub Candidates: Our new GitHub engagement feature builds a paragraph of text for you to use in your outreach messages which highlights the work that a candidate has done on GitHub. By taking advantage of this automatically created summary of the candidates work on GitHub, SeekOut will help you write a more engaging message and get more responses from the candidates you care about.

    ATS Rediscovery: You have a ton of data in your ATS and in theory it should be very valuable for you but unfortunately ATS’s often have very stale data and most of them have relatively poor search. SeekOut’s ATS Rediscovery solves these problems by updating the profiles of anyone in your ATS and then allowing you to use all of SeekOut search features to find them again. With SeekOut you can target your search at anyone who is already in your ATS. See who in your company is working with them and how long ago they were updated. You can even target silver medalists and other attributes in your ATS combined with the power of SeekOut search. Click through to see their record in your ATS to see the full details of your interaction with them. Want to target candidates who have never applied to your company? You can do that too with just a click of a button

    Referrals: SeekOut now allows your team members to upload their connections and then for you to filter to only find candidates who are connected to someone on your team. Once you’ve found the candidate and you see who they’re connected to, SeekOut makes it easy to reach out to that internal team member and ask for feedback. When you reach out, they get an email with a link and with just a few clicks can tell you whether they recommend the candidate or not and whether they’d be willing to reach out and talk to that candidate on your behalf. As soon as your internal teammate has given you feedback on the potential referral, you’ll see the info in your project.

    Request a meeting to experience the enhancements for yourself: seekout.com/requestdemo


    06
    Sep
    SeekOut
    SeekOut Unified Profiles Webinar

    In this short 17-minute webinar recording you will listen to SeekOut’s CEO, Anoop Gupta and Head of Product, John Tippett discuss how Unified Profiles can improve your effectiveness by exposing what candidates have actually done, not just what they have said about themselves.

    This latest feature to help you find more – and more – qualified candidates


    17
    Jul
    SeekOut
    Level Up Your Sourcing Game

    It’s a new era of sourcing! Learn how you can spend your time more wisely by balancing old and new techniques to set up your entire sourcing life cycle for success!

    SeekOut CEO, Anoop Gupta chats with Sarah Goldberg, Sourcing Engagement Lead at Objective Paradigm about different ways Sourcers can work smarter to source high volumes of candidates.

    Topics Include:

    • How you can structure your day for an efficient & effective workflow
    • How to balance new tools and old techniques
    • Sourcing tips & tricks


     


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