Webinar: Reactivating Passive Candidates

Webinar: Reactivating Passive Candidates

Overview

Many employers are experiencing a labor shortage. The previously inexhaustible pools of active candidates have been drying up. Now is the time for many of them to tap into their reserves to reactivate passive candidates.

Mike and Ric will talk about tapping into employers’ hidden market of previous applicants and reactivating passive candidates. Life happens and  the timing might not have been right when they first applied, but right now could be the right time! Refresh your talent pipeline and spark new interest in your previous applicants to fill your current openings.

Our Moderators

Mike Seidle is a serial entrepreneur and software developer with deep experience in HR Tech. Mike heads up product operations and product development for PivotCX. He brings over 30 years of experience in marketing, software development, product and user experience design, and a proven track record of leading technology-driven teams.

Ric Basso has over 30 years of professional sales management experience, 13 of which have been in the HR Tech space as one of the first 50 employees at Monster.com. As Vice President of Business Development, Ric is a passionate sales and partnerships leader with the personal mission of bringing people together to advance their lives.

 

Spotlight Interview: Alex Murphy, CEO of Jobsync

Spotlight Interview: Alex Murphy, CEO of Jobsync

Overview

In this podcast episode, Mike interviews JobSync’s CEO, Alex Murphy as they delve into a few of Alex’s recruiting secrets to improve hiring success.  

Together they talk about the mission of Jobsync to get recruiters out of email and excel docs and get their applications directly into their ATS. Native Apply integration combines the best of the native apply experience on job boards together with the recruiters’ work process in the ATS database, creating a consistent and seamless recruiting process.

Alex Murphy is the CEO and Co-Founder of JobSync. Alex has been an entrepreneur in the recruiting space for the last twenty years having founded or co-founded multiple businesses including Job.com, WorkHarmony, A3 Staffing, Epic59, and oPub Media. In addition to founding companies, Alex previously worked with Beyond, now Nexxt, as their SVP of Business Development and Candidate Acquisition, growing the business to over 60 million users. Alex currently and has previously advised a number of businesses and organizations including TAtech, Jobiqo, FounderCorps, and CaddieNow.

If he weren’t working, Alex would spend as much time as possible skiing through the trees on the steepest mountains he can find.

 JobSync empowers Talent Acquisition professionals to get more quality candidates from their existing sourcing solutions by emulating the ATS application process directly on job sites, creating a seamless direct apply experience for the applicant, doubling their candidate volume.

To learn more about how JobSync can help improve the efficiency of your Talent Acquisition team visit www.jobsync.io/#contactus.

Webinar: Find Your Missing Candidate Flow

Webinar: Find Your Missing Candidate Flow

Candidates are getting more expensive and job boards are raising their prices. With fresh, new traffic becoming harder to get, employers can learn to tap into their forgotten candidate pool of past applicants. Find your missing candidate flow and join us on a webinar as we discuss how to mine more qualified people you can hire today from your past applicants.

Dec 2nd at 2:00pm EST / 11:00am PST
(Duration: 30min)

Presenters:

Mike Seidle, CTO & Cofounder, PivotCX David Anderson, CEO & Founder, Field of Talent

Agenda:
Learn how you can quickly organize your past candidates from your ATS, CRM or even from a spreadsheet.
– Find out how to get your message in front of candidates and get candidates to respond within minutes.
– How to lower recruitment costsby remarketing you candidate pool.
– Discover how to equip your recruiters so they can have actual person-to-person conversations with as many as 250 candidates per day.
– Increase candidate flow.

PivotCX on the Converge Coffee Podcast: RevOps Methodology in Recruiting

PivotCX on the Converge Coffee Podcast: RevOps Methodology in Recruiting

Overview

Mike Seidle joins Sean Sullivan of the Converge Coffee Podcast to go deeper into the experience of pivoting a company towards clients’ needs and finding success after COVID.

Mike explains how the company focused in on key recruiting metrics. Mike shares insights on how PivotCX uses a revenue operations (rev ops) methodology to deliver the key metrics and overall scalability for their clients. Mike’s focused yet passionate tone shows how much he loves helping the company, clients, and partners succeed. He even gives some insight on messaging platforms and the progression of sales to revenue operations over the last 20 years.

Links in this episode:

LinkedIn: @IndyMike (Mike Seidle) 

Converge Coffee podcast: Converge Coffee

Thankful for 2021: How COVID put PivotCX on the Path to Success

Thankful for 2021: How COVID put PivotCX on the Path to Success

With so much uncertainty due to the pandemic at the end of 2019 and beginning of 2020, it would have been hard to believe the year we’ve had and even harder to acknowledge that at this point, I would be thankful for 2021 and how COVID put PivotCX on the path to success.

The Beginning of the End…

 Last March, my start-up PivotCX (formerly known as WorkHere), had an awful, terrible, horrible month.

When COVID-19 hit, we lost 85% of our revenue. 

It was a business nightmare! I dreaded answering the phone. One after another, customers would call, apologize for canceling, and blame the pandemic — nothing else we could do about it.

But why? Our software was terrible. It was so bad we had started a live chat service to operate the software, so our customers didn’t have to. I thought long and hard about shutting it down. 

Things were so uncertain in April of 2020; no one knew what would happen with COVID. At the time, there were no vaccines and even fewer answers.

All but three of our best long-term accounts left us. Then, our VP of Sales and CTO both left the company.  

To make matters worse, we were close to running out of money. I had to shift gears and build new software since we didn’t have money for a development team. 

Looking back on it, I’m not surprised by the cancellations. Our product was a poorly executed “Yelp for Jobs,” and it was 100% extra during the pandemic. The company was in zombie mode; churn numbers were high, and the product delivered little value versus every other job board. 

Salvageable Pieces

Consequently, we talked to the three accounts that stayed onboard. In all cases, the customer used our live human chat service to engage job applicants right after applying. Just think, you apply on Indeed, and you get a text message a few seconds later and can immediately talk to someone about your application. The service wasn’t sexy: it was high touch, and everyone was in love with AI and chatbots.

As I talked to these three customers, three themes came out:

  • First, our service was critical to our customer’s business in the pandemic. 
  • Second, our customers were saving incredible amounts of time by having our chat teams handle everything from application to interview.
  • And last of all, EVERYONE liked having live people the candidates could talk to and ask questions. It was a huge competitive advantage for our customers and it helped them differentiate them from their competitors who deployed chatbots.

On the Path to Success

Instead of closing down, my remaining cofounder, Howard Bates, and I decided we would take the rest of 2020 to make new software and see if we could make something great happen.

To put PivotCX on a path to success, we scraped together enough to hire a junior developer. Then we decided to build our new software by working closely with our three remaining customers. They told us what they needed, and we built it. 

By January of this year, we had $5,300 in revenue.  Our expenses were nearly four and a half times revenue. We only had a few months of runway left.  Our software was almost ready. 

 So, we did what any self-respecting entrepreneurs would do: hit the launch button

What a launch it was!

By July, we had hit $50,000 in monthly revenue.

In October, we were at $80,000. 

We’re now closing in on our first $100,000 month.

2021 has been nothing short of a miracle. Every day it feels like we are zeroing in on something special. It turns out enabling a better experience from apply-to-hi, and hi-to-hired for recruiters and job seekers is game-changing. 

COVID-19 provided us an opportunity to shift our focus, and put PivotCX on the path to success, but without listening to our customers, we could not have made it.

To the customers that stayed with us, Thank You for inspiring and guiding us.