Dear Customers, Prospective Customers, Partners, and Smartians, 

I started SmartRecruiters 12 years ago with the hope and the dream to build a company that makes it easy for organizations to hire great people and for great people to get hired. Today, I can assure you that what we have built has exceeded my wildest expectations. SmartRecruiters is consistently voted a leader in talent acquisition software, with hundreds of employees (Smartians) supporting clients across the globe. We have helped more than 10 million people find jobs. And we have created the only enterprise platform that actually makes hiring easy. 

We are now a major player in the recruiting technology space that some of the world’s most famous companies rely on to win the talent war in their respective industries – because, indeed, You Are Who You Hire. At this stage, the company must prioritize innovation and focus on those areas that really excite our customers and prospective customers. We must ensure that we do things better than anyone else in the industry. Our recent acquisition of Attrax is one example of the many exciting investments we plan to make in our product and in our people to deliver on this commitment.

To lead this next phase of accelerated growth, we have agreed, in partnership with our Board of Directors, to bring in a new CEO with deep experience in leading and growing companies of our size and scale. This will allow me to transition to Chairman of the Board so that I can continue to partner with our Smartians to make an impact on our customers every day. 

Transitions can be challenging, but we are fortunate to have a talented executive leadership team in place that the board and I have full confidence in. For the sake of efficiency in decision-making, we have decided to appoint Jeremy Johnson, our talented CFO, as our interim CEO to ensure the company continues to operate effectively. Jeremy is a calm, rational leader who has great cross-functional relationships with our entire leadership team, and we are confident he will be successful in this role.

I believe in my heart this decision is the right thing for the company. The future is very bright for SmartRecruiters, and I could not be more excited about what we will achieve in our next phase of growth.

Sincerely, 

Jerome Ternynck

In today’s tight labor market, hiring has become a top issue for HR leaders and even CEOs. Career sites are a crucial tool in the fight for talent. ​​Traditional career sites used to be static web pages with a nice video and job listings, but that’s not good enough these days. I’ve seen countless examples of companies spending lots of money advertising open positions to find great candidates, but falling short when candidates visit career pages that are hard to navigate and boring. Month after month, this leads to low conversion rates while pressure continues to grow for hiring teams. 

A strong career site is the front door to a successful recruiting strategy. It’s where Hiring Success starts. The site creates a first impression, representing the company’s brand and culture, and giving candidates a sense of what it’s like to work there. The problem is that career sites have typically been an afterthought; sometimes they are delegated to an overworked website team who don’t prioritize recruiting needs, or companies deploy the basic career site functionality that comes with HCM software. That might work for the simple task of posting jobs, but it doesn’t help with breaking through on the search engines or getting candidates to push the apply button once they do arrive.

That’s why I’m excited to announce that SmartRecruiters has acquired Attrax. Attrax is a leader in career sites, and has worked with customers to improve candidate traffic and conversion, with some amazing results. They do this by providing simple to use but powerful site building tools that recruiting teams can use directly. The resulting sites have dynamic and personalized content, and jobs can be automatically indexed by major search engines to make them easier to find. And, when candidates are truly engaged from start to finish, return on investment becomes that much higher. In this war for talent, we’re ready to help our customers win! 

But for me, the possibilities get even more exciting when we integrate these powerful Attrax career sites with the SmartRecruiters applicant tracking system that TA teams use to run the recruiting process. Just think, we can use information stored in SmartRecruiters, such as job posting priorities, hiring budget, or even candidate profiles, and update the career site in real time. We can take the data that we are collecting at each step of the recruiting process, including what we learn in the marketing phase, and get a better understanding of what is working and what is not. We can streamline candidate interactions, creating 1-click experiences to express interest or apply or even schedule an interview. The possibilities are endless. The integration of Attrax and SmartRecruiters will allow for the first time true Intelligent Career Sites that are optimized based on activity taking place in the ATS. 

Today, the first impression of a candidate is usually not a handshake, it’s your career site. You have the opportunity to inspire curiosity and action. To showcase your employer brand, the impact of their potential role, and the social mission of your company. To create a connected experience from the first moment they meet you (“Hi”) to the moment you make a successful hire (“Hired”). I look forward to seeing what we can do together.

To learn more about SmartRecruiters Attrax, view our product page.

Dear SmartRecruiters Community,

If we looked up roller coaster in the dictionary, the last 18 months in talent acquisition would be a fitting definition — From dealing with layoffs at the onset of the pandemic to keeping up with explosive growth for the great rehire. It’s not lost on me the struggles experienced by other industries and professions. But talent acquisition is what we live and breathe, and this community has seen a ton of change in a short period of time.

What hasn’t changed is our unwavering commitment to connect people to jobs at scale. It’s more important than ever as we help get the world back to work. And it’s likely what attracted you to choosing SmartRecruiters in the first place. You believe that hiring success = business success.

I’m pleased to introduce Smartr, our personal career management tool that feeds into hiring success. 

Smartr helps people organize their job applications, stand out to employers, and land a job they love. It represents the next generation of our candidate portal, where the entire user experience and interface has been refreshed with updated features that help candidates build a robust profile, manage applications, and get them hired more easily.

And businesses looking to hire will benefit accordingly. More robust candidate profiles lead to fresher and more accurate information hiring teams can rely on. More candidates tracking their application statuses  lead to higher brand engagement and faster communications. 

In addition to our mission, market data showed a clear need. Our data science team found an interesting number recently: 45X. Since launching in 2015, job applications through SmartRecruiters have exploded from 100k to 4.5M per month — 45X growth. When we took a closer look, the 2020 spike stood out. We couldn’t help but attribute some of that to the people who lost their jobs in addition to the gainfully employed seeking change anyway. 

So we dug a bit deeper. It turns out that approximately 700 million people around the world are actively on the job market right now. (The International Labour Organization reported that 225 million jobs were lost during the pandemic, and an additional 475 million people look to change jobs every year). 

Even though we’ve seen much development in recruitment technology, the innovations have been aimed at helping businesses hire, not at helping job seekers get hired. As the hiring success company, we decided it’s time to step up to the plate.

Let’s get the world back to work, and get Smartr! Take it for a spin yourself at www.smartr.me

When I founded SmartRecruiters, the vision was simple: connect people to jobs at scale by making hiring easier. Hiring is a fragmented, opaque process undermined by outdated technology that turns off candidates and hiring managers. But it doesn’t have to be.

I imagined a world where finding great candidates is easy, it’s easy for people to show interest in jobs, it’s easy for hiring teams to collaborate, and vendors are just a click away. And then we developed SmartRecruiters.

And in the process, we built more than just recruiting software. We built a completely new function, and created a new category based not on what recruiting had always done, but instead by rethinking what recruiting could be.

11 million or so hires later, we’ve proven that Hiring Success works, and that we’ve helped redefine the talent acquisition function from a cost center into a profit driver for thousands of employers all around the world. 

Their success, of course, is our success. Which is why today, we announced the results of our Series E funding round, raising $110 million dollars led by Silver Lake Waterman, with existing investors Insight Partners and the Mayfield Fund participating. 

With the support of these partners, we are able to continue, and greatly accelerate, our growth in North America, Europe, APAC and beyond. We are accelerating our disruption of the talent technology market that Deloitte forecasts as representing $140 billion in global spending, a number that’s only expected to continue to grow in the months and years ahead.

When we started, I never imagined this company would be worth $1.5 billion and that it would reach unicorn status. It’s something I’m extremely proud of, but I’m even more proud of the work we’ve done in helping our customers, and our candidates, achieve Hiring Success. I’m thrilled to see true market validation of the product so many of us worked so hard to build.

But I’m even more excited that, after many months of uncertainty during a global pandemic, we were able to continue growing our business, extending our value to both customers and candidates alike. Not only did we refuse to lay off any employees, our results last year were the best we’ve seen yet, with our revenues and customer base nearly doubling during the COVID crisis. 

The pandemic changed how talent acquisition works forever – employers and workers across the globe dramatically shifted their expectations around what work means, and what makes work meaningful.

As a result, over 800 of the world’s best known brands and biggest employers have turned to SmartRecruiters to equip them with the right tools to adapt to the new normal, and today, Hiring Success is more important than ever.

And with today’s announcement, SmartRecruiters has the capital, along with our existing technology and proven expertise, to help companies achieve Hiring Success on a scale that’s never been done before. 

Most importantly, we’re staying true to our mission and helping the world get back to work. Hiring Success starts with engaging people at every stage through an efficient process focused on connecting candidates with jobs they want while giving employers the talent they need.

What is blocking a company from getting there? Hiring Success demands change. And if there’s one thing we’ve all learned over the past year, it’s that change is the only constant.

With this latest funding round, we are uniquely positioned to help drive that change. And this, to me, is the realization of the vision we had when we first launched SmartRecruiters – to give every company the tools they need to attract and hire the highest quality candidates as efficiently and effectively as possible, and to give every candidate a job they love.

We believe in Hiring Success because we know how much is riding on getting this right. When you connect people to jobs at scale and make hiring easier, good things happen for everyone involved. That’s why we’re committed to helping companies achieve Hiring Success outcomes – because ultimately, you are who you hire, and who you hire is how you win.

Over the past year, we, like nearly every company, were challenged to navigate a world of unprecedented change and uncertainty. Though it wasn’t always easy, we were also given the opportunity to redefine how we wanted to grow SmartRecruiters, the value we could unlock for our customers, what we envisioned for the future of talent acquisition technology, and what we needed to bring to our business to accomplish these goals.

In the face of adversity, we not only survived, but thrived – and achieved today’s milestone by staying true to the vision and values on which SmartRecruiters was built. Thank you to my fellow Smartians, our customers, partners, investors, candidates and everyone else who’s helped support and collaborate with us on our journey.

Every one of us are stakeholders in helping get the world back to work, and while we’ve come a long way in transforming our mission and vision into a reality, today’s announcement is really just the beginning.

Now, the real work begins. And I couldn’t be more excited.

Talent is the most critical component of every successful company. Hiring the best talent, though, can be incredibly challenging. As competition for this precious resource increases, businesses can come out ahead by referencing the Hiring Success methodology.

Almost two years ago, we released Hiring Success Fundamentals, a resource that contains the foundational elements of our Hiring Success methodology. We define Hiring Success as the ability to attract, select, and hire the best talent for any role, on demand and on budget. Here’s why that’s so important:

Building a strong business requires three things: ideas, money, and talent. There’s no shortage of the first two. In today’s free market economy, access to business capital is readily available, and there can be no doubt that we live in an age of unprecedented acceleration, discovery, and progress. As for available talent to drive all this growth? That’s another story.

In 1997, Steven Hankin of McKinsey & Company declared in a landmark employment study that the “war for talent” would be a defining challenge for businesses in the 21st century. At the time, Hankin’s prediction gained widespread notoriety—but then the dot com bubble burst, the Great Recession hit, and joblessness soared. When the unemployment rate rose to nearly 10 percent in 2009, many assumed that the war for talent was over. However, by 2015, unemployment was cut in half and the war for talent resumed with full force.

Since then, the importance of talent acquisition has only become more evident. Approximately 77 percent of CEOs see hiring for key skills as the biggest threat to their businesses, and 82 percent of Fortune 500 companies don’t believe they’re in a position to recruit highly talented candidates. Given that by 2030, there will be a global human talent shortage of more than 85 million people, it’s not hard to see why this sentiment is so common among executives.

The talent shortage is a serious and concrete reality that’s unfolding before us at this very moment. Fortunately, there’s a tried and tested solution—Hiring Success. Since we first published Hiring Success Fundamentals in 2018, we’ve acquired even more expertise in talent acquisition. This knowledge has been gained through the ongoing addition of SmartRecruiters employees with years of industry experience and insight. And, of course, by helping thousands of businesses across the world deliver better outcomes through the principles of Hiring Success.

In looking back at what we’ve accomplished over the last two years, we realized that the sum of our professional experiences and learnings—everything we have to offer you—has far surpassed being fundamental. Therefore, we set out to revise Hiring Success Fundamentals in order to more accurately reflect the wealth of expertise at SmartRecruiters. The final product is a 150-page playbook to help TA leaders build a 21st century recruiting strategy from the ground-up. It is beautifully designed, well-written, and certain to change the field of talent acquisition for the better. It is…

The Definitive Guide to Hiring Success

On behalf of everyone at SmartRecruiters, best wishes, happy reading, and happy hiring!

Jerome Ternynck,

Founder, CEO, & Board Member

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SmartRecruiters’ Founder and CEO on where the current revolution in recruitment will take us.

Hiring managers, recruiters, executives: Close your eyes. Relax. Think about the last time you hired someone amazing. Find a name. Breathe. Think about what you were able to achieve together. Feels good, right? What you are experiencing is called Hiring Success.

When you think about it, hiring is success. Who you hire defines everything: your ability to sell, to service, to innovate, to win or lose. In fact, who you hire defines you as a leader.

The world’s most innovative leaders know this very well – even Steve Jobs considered his primary function at his level to be recruiting – and those who have cracked this code dedicate considerable time and effort to hire the best.

Unfortunately, even with shrinking talent pools making hiring success ever-more-urgent, most companies still treat recruiting as a back-office process, an admin workflow, where applicants are tracked, or more often ignored, in a cheap and automated manner. This is frustrating for candidates and managers alike, and extremely ineffective for business.

As surprising as it is unfortunate, this kind of thinking isn’t limited to stagnant HR departments. The entire labor market is inefficient. 37% of people say they’d like a more challenging job, and a greater percentage of people stay in jobs they are unhappy with because they don’t know how to take the next step. The situation is so dire that a team of economists led by the late Dr Mortensen received an Economic Nobel Prize for measuring theretofore undefined Friction in the Labor Market.

What’s going to change all of this is technology. Technology is already changing it. And if this is news for your company, you have a lot of catching up to do. The labor market, like any other market, is becoming far more efficient, thanks to this host of digital tools currently known as HR Tech. Online Talent Platforms like LinkedIn, Google or SmartRecruiters are now able to connect millions of people to hundreds of thousands of jobs in real time.

Recruiting is being revolutionized. Our old-school resume is morphing into something more like a dynamic Personal Profile where all our relevant skills, education, and experience are protected and made legitimate across the globe by blockchain protocols, with a level of personal control built in that makes our personal information available only to the people or companies we choose.

This then becomes a perfect situation for deep-learning algorithms to sift through hundreds of millions of profiles, learn from the data and make job recommendations to recruiters. The machines don’t care about business hours. They don’t take vacations. How long before we each have a personal headhunter? An entity focused solely on our interests, always on call, who never has bad days, and can not only find me a new job, but offer positions I didn’t necessarily know I was interested in. That’s the new-school revolution of HR tech.

And this is not a crystal ball prediction. Management consulting firm McKinsey & Company predicts that online talent platforms could lead to 72 million new jobs, worth $2.7 Trillion. Break that down and those numbers mean much more happiness and economic wealth for everyone (and that 37% of people unhappy in their jobs will only shrink. The only question is how quickly.)

The big takeaway from all of this is that HR Tech is the new lynchpin of a new business ecosystem. We now live in the Talent Economy. Ideas and money are cheap; people are the scarce and sought-after resource for which all businesses compete.

In this new world, the ability to hire the best is what separates winners from losers. Miss the boat and you’re going to get out-hired. Machine-learning algorithms evolve from ongoing activity. We source candidates for the right positions by discovering talent inside and outside, marketing jobs only to qualified talent, and predicting performance.

Exciting for visionaries, terrifying for backroom admins, recruiting now looks more like a high-tech marketing job, where programs, campaigns, channels, and conversions maximize candidate experience. The candidate becomes a customer, and recruiters streamline everything from application to placement, making sure the foundation for hiring success is solid.

And this is where we envision a new job title, where, using the digital tools at hand, the VP of Hiring Success will subsume the soon-to-be obsolete director of staffing. The new job description? Attract, Select and Hire the best talent for every role, on time and on budget.

Instead of the old-school faster-cheaper KPIs, companies will start to use a new measurement, a Net Hiring Score, to understand the quality of people they bring in. With a system like SmartRecruiters, which has built-in controls to limit bias as much as possible, this means more accountability, better transparency, higher levels of diversity, which brings us back to the greater goal of labor-market efficiency.

Now open your eyes. Take another deep breath. What do you see now?

What you’re seeing is the future of work.The future of work is Hiring Success. Because ultimately, if you’re ahead of the curve, you already know, you are who you hire.

The recent development in American politics is painful to watch.

As an immigrant Founder I feel threatened. Do I belong here? What if the French are next?

As a proud European, I feel scared. We already know the consequences of nationalism, and how hard we worked to overcome our murderous instincts.

But as a Recruiter, I feel energized because the best place to fight against discrimination is in the hiring process.

So instead of feeling scared or threatened, let us just think about how we can make our hiring process more diverse and more inclusive: invest in diversity sourcing, create an affirmative action program, build job specific interview scorecards, Educate managers. There is a LOT we can do together as recruiters.

I sent the note below to our team today asking everyone to specifically plan for more systematic diversity and inclusion in everything we do here at SmartRecruiters.

I hope this inspires as many recruiters as possible to move the hiring needle towards a better, more diverse, and more inclusive place.

Today we announced a $30m Series C financing round led by Insight Partners. This round follows two years of spectacular growth (700 new customers in 24 months) and validates SmartRecruiters as the leading candidate to disrupt the $3 billion ATS market, particularly in the enterprise segment.

For me, it is another important milestone towards the realization of a simple vision. We hear most CEOs claim that people are their number 1 asset. Well, turns out they are right.

The three ingredients of successful business are well known: Money, Ideas and People. Their relative importance, however, has evolved over time. In the 19th century, money ruled. It was the early days of capitalism. You had money, you had success. Then the 20th century was all about ideas (think cars, planes, hotels, computers, etc). Now, with the current rate of disruption, it’s all about the people. All traditional barriers to entry for businesses are gone. We all have access to the same technology, the same markets, the same funds, and the same knowledge —  the playing field is level. So, the only long-term differentiator for any business is the people. This is what economists call the Talent Economy:

Who hires the best, wins. Who does not, loses.

Consequently, recruiting is transforming. It used to be an administrative function under HR. The primary goal was to process job applicants in a compliant and somewhat automated manner. The key metrics that organizations tracked were time to hire and cost per hire. Not anymore. Talent Acquisition (TA) is now a C-level imperative. Simply put, to beat your competition, you must beat them at the hiring game. That’s why smart companies now run recruiting like a sales and marketing function and focus far more on the actual quality of hire, ensuring they do hire the absolute best talent to win in the market.

Hire like you market and sell.

Unfortunately, the technology to support that new paradigm hasn’t been there for Talent Acquisition leaders. The Applicant Tracking Systems were never designed for this.

I know. I built one in the late 90s. It was meant to…track applicants. We automated the file cabinet. Nothing more and nothing less.

Now, 17 years later, recruiters struggle with their ATS: the candidate experience is poor, companies have no marketing capabilities, and managers refuse to use the ATS. Most of the process is run offline and tracked in spreadsheets. Some TA leaders tried to patch the ATS with a CRM or a recruitment marketing platform, but that only added to the confusion. Meanwhile, recruiters are trying to save the day by hunting candidates one-by-one on LinkedIn. But they struggle. Clearly the entire paradigm and approach of the legacy ATS model must change if we want to elevate recruiting.

The days of the ATS are numbered.

With that in mind, I founded SmartRecruiters in 2010. We literally started from a blank sheet of paper with a simple question: In an ideal world, what should an enterprise recruiting platform actually do to deliver Hiring Success?

It came down to three core requirements:

1) Market: Allow organizations to find and engage great people across all channels (inbound, outbound, website, referrals, events, sourcing, CRM) while offering an amazing candidate experience from click to hire.

2) Collaborate: Drive consistent hiring decisions by engaging hiring managers and interview teams through a collaborative hiring process to vet and close the best candidate.

3) Manage: Bring all data, processes and suppliers in one single platform, acting as a recruiting OS, to ensure efficiency, control and compliance.

One platform to find, engage and hire amazing talent.

That took some time to build, but 200 years later (50 developers x 4 years), we released the SmartRecruiters Talent Acquisition Platform for enterprises. Since then, we have been fortunate to partner with over 700 amazing organizations to help them transform recruiting on a journey to Hiring Success.

Today’s announcement is an exciting milestone and validation for our vision, our mission and our execution. I could not be more thankful to each and every one of our customers that partner with us daily to drive the platform of their dreams forward, to each and every one of our Marketplace partners and, most importantly, to each and every SmartRecruiters employee who believed in our crazy mission to “make hiring easy.” You have worked fearlessly and passionately every day to get us to where we are today.

While I am humbled by what we have achieved to date, I am even more excited by the prospects ahead of us. We are clearly at the dawn of a new era for recruiting. One where the best companies invest in recruiting to hire better candidates, just like they invest in marketing to acquire more customers.

So what will you do in 2017? Process applicants or hire amazing people?

Today is a big day for SmartRecruiters. We’re returning to the world’s largest HR technology show in a big way after a year of transformative innovation and explosive growth. You can read all about it in the press release we’ve just put out from the HR Tech show in Las Vegas.

We’ve been working on our Hiring Success vision for a while, in part to help companies succeed in today’s talent economy and in part to undo the errors of the past. For those that know me, I am not new to recruiting and have been committed to the cause of undoing the wrongs of the ATS – that I partially helped create with MrTed Talentlink (now Lumesse). I am so pleased by all the hard work of our team, as we have now created a new reality around that vision, one that encompasses mobile and social recruitment marketing, collaborative hiring, integration made easy, and the ability to manage TA in an integrated, adaptive and data-driven manner.

It helps that our awesome product development team puts out new functionality each and every month, so we are literally twelve releases advanced from last year’s show. Centralized messaging with @Mentions and #Hashtagging, mobile approvals, support for multiple brands, customized assessment workflows, templatized HRIS integrations and many more innovations have come out during this transformative period. I am just as excited by the over 250 recruiting vendors who have joined the SmartRecruiters MarketPlace – further proof that there is an insatiable demand in the market for a recruiting OS.  Most importantly, I am humbled by our customers’ extremely enthusiastic reaction to not only our platform but to our amazing client success team – this is why we entrepreneurs do what we do.  

We come to HR Tech flush with excitement from the overwhelming interest from companies of all sizes at LinkedIn Talent Connect. Due to our tight partnership with LinkedIn, SmartRecruiters has quickly become the goto hiring platform for enterprises looking to maximize the value of their LinkedIn commitment. We announced just last week an additional extension of our relationship – deep, seamless and bi-directional integration to LinkedIn’s new Referrals product. Stay tuned for yet more exciting news on the LinkedIn-Smartrecruiters front coming soon.

The net result of all this is that our revenue has grown 500% over the past year as our customer base has hit 500 companies. Hot tech companies, leading game developers, thriving retailers, large insurance companies and top travel and logistics providers are among them. These large and small companies are not just selecting SmartRecruiters, they’re achieving hiring success. What could be better than that?

Let me conclude by encouraging you to visit us at HR Tech (both 1951) at Mandalay Bay or next week at the HR Tech World Congress in Paris. I hope to see you there.

We at SmartRecruiters have always been the first talent acquisition platform to deliver the deepest level of integration with LinkedIn’s Talent Solutions products, including a seamless LinkedIn Apply process, one-click LinkedIn job posting, support for managed LinkedIn contracts and the best LinkedIn Recruiter integration in the market. About that last, it’s bi-directional and real time.  

Now we’re first to integrate with the new LinkedIn Referrals offering that Jeff Weiner announced today at Talent Connect. To be clear, we’re not announcing a future integration. SmartRecruiters is live today with a seamless two-way integration to LinkedIn Referrals.

Want to see it in action? Check out this short video of the live integration.

This big news validates our belief that if you are all-in on LinkedIn as a pillar of your TA strategy, SmartRecruiters is the most all-in talent acquisition platform for you to use. The synergy between us is both powerful and pragmatic.

Let’s start with the fact that employee referrals are your best source of hire. They produce better quality candidates, better retention and better performance than any other channel.

Now let’s look at what a successful Employee Referral program requires. I recently blogged about the survey results from across a variety of industries that identified four essential criteria that must be met from an employee perspective:

1. Tell me what jobs are open.
2. Show me which of my friends might be worth referring.
3. Make it is easy to make a referral.
4. Tell me what happened to my friend.

Oh and 5) the bonus helps. But that’s not why I refer people.

Looking at this list, it’s pretty clear why we are excited. The combination of LinkedIn Referrals and SmartRecruiters checks all the boxes for a successful ERP.

1) Tell me what jobs are open.

All jobs published in SmartRecruiters are automatically synced with the new LinkedIn Referrals portal so employees always have an accurate view.

2) Show me which of my friends might be worth referring.

This is of course where the power of LinkedIn’s network comes into play. The new LinkedIn Referrals shows live recommendations so employees can browse through “matches” and quickly decide who to refer. That drives greater engagement.

3) Make it is easy to make a referral.

Employees can then share a job with their friends inside LinkedIn. The candidate can express interest in SmartRecruiters using their LinkedIn profile in one easy click. This drives maximum conversions.

4) Tell me what happened to my friend.

This is where the beauty of the live synchronisation comes into play. As you take the referred candidates through the process, SmartRecruiters synchronises in real-time with LinkedIn Referrals to inform the employee when their referral is Invited for an Interview, Gets an Offer and ultimately is Hired.

On the backend, obviously we keep a clean house to make sure you are in control. The source of every candidate is properly tracked, referral candidates are de-duped and your HRIS integration can take over for onboarding and Bonus Payout, as required.

Fun fact, we did this integration in a week, leveraging the SmartRecruiters public API (link) and LinkedIn’s new middleware API. This is a prime example of Cloud providers working together.

If you are at Talent Connect today, feel free to contact me via the mobile app or Tweet me @JeromeTernynck. I will be happy to show you the demo.

Otherwise Contact Us for a demo.