Presenting to you, Talent Boards. It’s our approach to streamlining the hiring pipeline. Most recruiters have the challenges of maintaining clarity and organization amidst a multitude of candidates and stages. Our Talent Boards visualize the hiring pipeline through

We have a 4-step process for sourcing talent. Step 1: Send us your job description. Provide the details of the role you're hiring for, including job requirements, skills, and any specific preferences. Step 2: We build a search to your needs. Our recruiters translate your

Communication does NOT always equal dialogue. That's where most recruiting falls flat. Recruitment is supposed to be fueled by communication. From initial outreach to final offer acceptance, countless interactions take place between candidates and organizations. But to be

Texting is such a cheat code for recruiting. First off, email open rates are so bad. Important messages are getting lost in the noise of candidates’ inboxes. That's where text messaging changes the game as it allows for: 💡Instant Visibility: A text actually gets noticed.

Recruiting is at a crossroads. What is slowing us down? Over the past few years, we’ve seen an explosion of sourcing tools, data platforms, and AI-driven recruiting technology. In theory, recruiters should be more efficient than ever. Talent is accessible, jobs are open, and

Recruiting is under pressure from every direction. Budgets are tightening, expectations are rising, jobs are being cut.. Furthermore, AI tools are proliferating at a rate that exceeds our ability to thoroughly evaluate them. Despite billions invested in recruiting technology,

I’ve spent years watching talented recruiters lose valuable time chasing outdated contact info, manually refining search filters, and sending messages into the void. And I kept asking myself the same question: What if I could somehow remove the friction between recruiters and

May 15th. That’s the date is launching something new. A lot of recruiters have been asking for this (and frankly, something we’ve wanted for ourselves for a long time). We’re rolling out multichannel messaging: LinkedIn + Email + SMS. All built into one connected workflow.

“Wait... it actually sends the LinkedIn message?” That’s the moment recruiters lean in to what we’re doing at . Most platforms talk about multichannel outreach, but what they really offer are tasks. For example, a LinkedIn “step” that reminds you to manually send a message or

Spray-and-pray recruiting is dead. Here’s what’s working instead. One staffing agency recently faced a tall order: connect with 100 data analysts for a single role. The old playbook? Generic blasts and hope for the best. But this time, they tried something smarter. ➡️ They

Say goodbye to tasks and hello to automation. When you’re juggling multiple roles and hundreds of candidates, the last thing you need is more manual steps. Yet, that’s exactly what most “multichannel” tools offer: a list of tasks you have to handle yourself. At , we’re

High-volume recruiters, especially in smaller firms, face a unique set of challenges. With limited bandwidth and often no dedicated sourcing team, they’re expected to juggle multiple roles and manage the entire recruiting process on their own. This is where real support can

The reality of recruiting, especially when you’re handling a full desk, is that you often wear a lot of hats. You're managing client relationships, sourcing candidates, and, of course, trying to get paid. If you’re lucky, you’ve got a dedicated sourcer or an extra pair of

I get hit up by recruiters a lot. And I don’t reply. I think that’s par for the course for most people. If you’re happy in your job, you’re likely turning off LinkedIn notifications, so you only see those messages when you log in. But what really gets me is how generic emails

In-house recruiters and agency recruiters live in two entirely different realities. Most in-house recruiters are tasked with filling the same role, over and over. Their process is repeatable, their job description is familiar. They often have the luxury of consistency. But

“They don’t know the roles well.” “They’re just spraying and praying.” “They’re not strategic.” High-volume recruiters get a bad rap sometimes. When you're juggling dozens of reqs across different industries, different job functions, different states then being an expert in

The way to make money in recruiting, especially in high-volume roles, is being first in the door with the right candidate. And when I say “right,” I mean close enough to spark a conversation, aligned enough to move a req forward, and available right now. Most recruiters working

High-volume recruiters face a real challenge when they’re tasked with filling a role they've never recruited for before. They’ve got their trusty Boolean strings for the usual positions, but what happens when they’re asked to find that rare “purple squirrel” in an unfamiliar

Generic outreach is dead. Here's how strategic multichannel outreach is changing the recruiting game. Here’s what happens when you level up: Engage passive candidates who weren’t looking: They weren't on the job hunt, but when you show up where they’re most active, you open

Chatterworks is taking a major step forward in giving recruiters more control over their data. Right now, every user on our platform shares the same data set. We’re changing that. Soon, you'll have the ability to add, edit, and delete contacts in your account, giving you the