Asymbl ATS’ Post

𝐎𝐟𝐟𝐢𝐜𝐢𝐚𝐥 𝐀𝐧𝐧𝐨𝐮𝐧𝐜𝐞𝐦𝐞𝐧𝐭 - 𝐍𝐞𝐱𝐭 𝐁𝐢𝐠 𝐋𝐞𝐚𝐩 𝐢𝐧 𝐀𝐈-𝐃𝐫𝐢𝐯𝐞𝐧 𝐑𝐞𝐜𝐫𝐮𝐢𝐭𝐢𝐧𝐠 🚀 Earlier this week, Salesforce announced Asymbl, Inc. as a Launch Partner for the Agentforce Partner Network. Today, we’re thrilled to officially announce the 𝐀𝐬𝐲𝐦𝐛𝐥 𝐑𝐞𝐜𝐫𝐮𝐢𝐭𝐞𝐫 𝐀𝐠𝐞𝐧𝐭 to the world! Built for staffing firms and corporate recruiters, 𝐀𝐬𝐲𝐦𝐛𝐥 𝐑𝐞𝐜𝐫𝐮𝐢𝐭𝐞𝐫 𝐀𝐠𝐞𝐧𝐭 is powered by Salesforce’s Agentforce to automate time-consuming tasks, allowing recruiters to focus on creating meaningful connections with candidates and hiring managers. From intelligent candidate identification to job description automation, interview scheduling, and feedback summaries, this agent accelerates the recruitment process for faster and more efficient placements. Key features include: 🔎 Intelligent Candidate Identification: Using Salesforce Data Cloud, our Recruiter Agent rapidly identifies the best-fit candidates by analyzing a broad range of data points. ✍ Effortless Job Description Creation: Quickly generate job descriptions tailored to specific roles and preferences, saving valuable time. 🗓 Autonomous Interview Scheduling: Schedule interviews seamlessly with real-time availability, reducing coordination delays. 💡 Comprehensive Interview Feedback Summaries: Instantly create detailed feedback summaries to drive quicker, more informed hiring decisions. As Brandon Metcalf, CEO & Founder of Asymbl, Inc. shared: “The energy around AI today, coupled with the groundbreaking advancements and impact we’re achieving through our collaboration with Salesforce, is driving immediate and transformative change in staffing and recruiting.” Rob Lowry, Chief Delivery Officer at Apex Systems, added: “Asymbl’s inclusion in the Agentforce Partner Network highlights their commitment to pushing the boundaries of recruitment technology. We’re excited about the Asymbl Recruiter Agent and its potential to simplify recruitment, accelerate hiring decisions, and enhance our ability to deliver value to clients.” Brian Landsman, EVP, Global Technology Partners at Salesforce, also added: “Salesforce’s leading partner ecosystem is at the forefront of the AI enterprise, where humans and AI come together through autonomous Agents and Agent Actions.” Check out the official press release here: https://lnkd.in/gBWpnWZE Read more on the Agentforce Partner Network here: https://lnkd.in/dPm4unKe #DF2024 #Agentforce #StaffingTech #AI #Asymbl #Innovation

🚀 Big news announcement from Asymbl, Inc.! The Asymbl Recruiter Agent is here, powered by Salesforce Agentforce. Ready to say 'goodbye' to manual tasks... and 'hello' to smarter, faster recruiting? This game-changing solution will streamline everything from candidate sourcing to interview scheduling. Check out full press release below!

Within 3 years, over 85% of recruiting agencies and executive search firms will be using this new category of software.  The top 10 reasons why professional recruiting organizations will replace their ATS/CRM with a “Talent Intelligence Platform” when their contract is next up for renewal: 1. The price is nearly identical, but a Talent Intelligence Platform offers all the features and capabilities an ATS/CRM does, plus additional benefits listed below, all within a unified and seamless workflow: 2. A state-of-the-art Applicant Tracking System and Recruiting CRM - that is easier to use and 20+ years more modern. 3. A Sales CRM for business development activities and prospecting new client accounts with phone and emails. 4. Built-in Data. A talent graph of over a billion professionals across hundreds of data sources, publicly available social network profiles, industry specific and government datasets, including nursing, healthcare, and technology. 5. Automatic data enrichment and data refreshing. Your database stays up to date automatically like magic - without you having to lift a finger.  This is transformational. 6. AI sourcing and AI ranking.   Build best match talent pipelines, and source with unmatched speed and quality.  Discover hidden candidates you would otherwise never find without the assistance of AI.  Data and AI algorithms continuously improve helping you get better and better with every search. 7. Beautiful design and ease of use.  A Talent Intelligence Platform uses the most delightful user experience design and modern user interfaces possible.   8. Personal contact information.  Loxo even offers a plan with unlimited contact information credits.  No ATS/CRM in the world can do this and it’s an absolute game changer for so many reasons. 9. AI. AI. AI.  The reason why this category of software is called a “Talent Intelligence Platform” is because the software was specifically designed to use artificial intelligence at each and every step in the recruiting lifecycle to further boost productivity and drive performance including copilot capabilities. 10. Compounding performance.  Recruiting organizations will get more job orders and recruit better quality talent much faster and more consistently than they did previously. “The power of compounding interest”.

Want to know 7 of the top ways Staffing agencies can use AI and Automation to drive efficiency? See Bullhorn's latest publication, with Partner contribution from Ringover Key highlights from the article 💎 In a competitive recruitment landscape, AI and automation are transforming how staffing agencies operate—reducing costs, improving speed, and enhancing both candidate and client experiences. 💎 AI tools cut down on time-consuming tasks like data entry and scheduling, allowing recruiters to focus on building genuine relationships. This means not only cost savings but also better productivity and more engaged candidates. 💎 For staffing agency leaders, this is a signal to prioritize automation in your processes. Start by identifying manual, repetitive tasks that consume recruiter hours and replace them with AI solutions to streamline workflows. 💎 Candidate outreach is also faster with automation, ensuring qualified candidates are engaged before the competition steps in. Invest in automated candidate sourcing and outreach tools to reduce your time-to-hire. 💎 Client relationships can also be strengthened by using automated reporting and scheduling, giving clients faster results. Focus on integrating AI to manage candidate searches and reporting, enhancing your ability to provide quality service. 💎 AI is no longer a luxury—it’s a necessity for agencies looking to scale, stay efficient, and thrive in an evolving market. Take action now to integrate these technologies and build a foundation for sustainable growth.\ Go to https://lnkd.in/eq3i-ymk to find out more! #staffingindustry #staffing #recruitment ===== I post about: - Business Development & Sales best practice - Staffing Agency CRM/ATS and Marketplace solutions - Communication tools and solutions for Staffing Agencies Like this post? Like 👍 | Comment ✍ | Repost ♻️

Bullhorn's latest publication, with Partner contribution from Ringover, details 7 of the top ways Staffing agencies can use AI and Automation to drive efficiency? Key highlights from the article 💎 In a competitive recruitment landscape, AI and automation are transforming how staffing agencies operate—reducing costs, improving speed, and enhancing both candidate and client experiences. 💎 AI tools cut down on time-consuming tasks like data entry and scheduling, allowing recruiters to focus on building genuine relationships. This means not only cost savings but also better productivity and more engaged candidates. 💎 For staffing agency leaders, this is a signal to prioritize automation in your processes. Start by identifying manual, repetitive tasks that consume recruiter hours and replace them with AI solutions to streamline workflows. 💎 Candidate outreach is also faster with automation, ensuring qualified candidates are engaged before the competition steps in. Invest in automated candidate sourcing and outreach tools to reduce your time-to-hire. 💎 Client relationships can also be strengthened by using automated reporting and scheduling, giving clients faster results. Focus on integrating AI to manage candidate searches and reporting, enhancing your ability to provide quality service. 💎 AI is no longer a luxury—it’s a necessity for agencies looking to scale, stay efficient, and thrive in an evolving market. Take action now to integrate these technologies and build a foundation for sustainable growth.\ Go to https://lnkd.in/ejhysqVS to find out more! #staffingindustry #staffing #recruitment ===== I post about: - Business Development & Sales best practice - Staffing Agency CRM/ATS and Marketplace solutions - Communication tools and solutions for Staffing Agencies Like this post? Like 👍 | Comment ✍ | Repost ♻️

🔥 𝐓𝐨𝐩 𝟓 𝐑𝐞𝐜𝐫𝐮𝐢𝐭𝐦𝐞𝐧𝐭 𝐀𝐮𝐭𝐨𝐦𝐚𝐭𝐢𝐨𝐧 𝐒𝐨𝐟𝐭𝐰𝐚𝐫𝐞 𝐭𝐨 𝐑𝐞𝐝𝐞𝐟𝐢𝐧𝐞 𝐇𝐢𝐫𝐢𝐧𝐠 𝐢𝐧 𝟐𝟎𝟐𝟓 Let’s face it. Hiring in this fast-paced world is no small feat. With fierce competition for top talent and repetitive administrative tasks piling up, HR teams are often stretched thin. This is where recruitment automation tools shine, allowing you to simplify workflows and focus on connecting with exceptional candidates. Here’s a curated list of 𝐭𝐨𝐩 𝟓 𝐫𝐞𝐜𝐫𝐮𝐢𝐭𝐦𝐞𝐧𝐭 𝐚𝐮𝐭𝐨𝐦𝐚𝐭𝐢𝐨𝐧 𝐭𝐨𝐨𝐥𝐬 you might want to try out in 2025: 𝟏. 𝐖𝐨𝐫𝐤𝐚𝐛𝐥𝐞  https://get.workable.com/        📌 Best for fast-growing SMBs seeking an end-to-end, user-friendly recruitment platform.  💰 Pricing: Starts at $149/month with tiered plans. 𝟐. 𝐌𝐚𝐧𝐚𝐭𝐚𝐥  https://www.manatal.com/   📌 Best for SMBs focused on budget-friendly ATS with AI-powered candidate filtering.  💰 Pricing: Starts at $15/user/month (Professional), $35/user/month (Enterprise), and $55/user/month (Enterprise Plus). Custom pricing available for tailored needs. 𝟑. 𝐇𝐮𝐦𝐚𝐧𝐥𝐲  https://lnkd.in/gQd6zKBz 📌 Best for high-volume hiring with a focus on outreach and personalized candidate experiences.  💰 Pricing: Provided upon request after a demo. 𝟒. 𝐏𝐚𝐫𝐚𝐝𝐨𝐱  https://www.paradox.ai/  📌 Best for large enterprises requiring AI-driven conversational tools for high-volume hiring.   💰 Pricing: Custom pricing based on business needs. 𝟓. 𝐅𝐞𝐭𝐜𝐡𝐞𝐫  https://fetcher.ai/   📌 Best for teams seeking high-quality outbound sourcing and diversity in their talent pipeline by harnessing both AI and human expertise.  💰 Pricing: From free to $149/user/month (Growth) and $549/user/month (Amplify). For further details about each tool's pros and cons, kindly refer to our carousel below!  👉 Follow ManNet for more updates on HR innovations and strategies to stay ahead in recruitment. #ManNet #TechTalent #TechRecruitment #RecruitmentAutomation  _______________________ 𝐌𝐚𝐧𝐍𝐞𝐭 - 𝐇𝐮𝐦𝐚𝐧 𝐍𝐞𝐭𝐰𝐨𝐫𝐤  Website: https://mannet.tech/  Email: [email protected]  Hotline: (+84) 96-238-7474  📌 Headquarters: 17th Floor, MD Complex Tower, 68 Nguyen Co Thach Str, Hanoi, Vietnam  🏢 Japan Office: 26-5, Ikenohata 4-chome, Taito-ku, Tokyo  🏢 US Office: 25787 Rawley Springs Dr, Chantilly, VA 20152  🏢 Korea Office: 12th floor of Hyeonik Building, 146, Teheran-ro, Gangnam-gu, Seoul, South Korea 

𝐁𝐞𝐧𝐞𝐟𝐢𝐭𝐬 𝐨𝐟 𝐃𝐚𝐭𝐚 𝐃𝐫𝐢𝐯𝐞𝐧 𝐑𝐞𝐜𝐫𝐮𝐢𝐭𝐦𝐞𝐧𝐭 Depending on the approach you decide to take, and how familiar you become with the new data and technology, your mileage may vary. However, analyzing the data will make your hiring life a lot easier, and there are some common benefits that result from data driven recruiting. 𝑯𝒊𝒈𝒉𝒆𝒓 𝑸𝒖𝒂𝒍𝒊𝒕𝒚 𝑯𝒊𝒓𝒆𝒔 Making good decisions is crucial for business success, especially in hiring. Data analytics allows you to better identify top candidates by sorting them based on skills, experience, and education. Understanding key traits that predict success helps improve the quality of new hires. With more information, you can confidently hire the best employees for the job. 𝑳𝒐𝒘𝒆𝒓 𝑯𝒊𝒓𝒊𝒏𝒈 𝑪𝒐𝒔𝒕𝒔 Focusing on key qualities for potential hires reduces costs and streamlines the hiring process. For example, eliminating underperforming advertising platforms can save money. By using data to identify the most viable candidates, you avoid wasting time on unqualified applicants and create a more efficient hiring process. Hiring the right candidate the first time also reduces turnover, saving the company money in the long run. 𝑬𝒍𝒆𝒗𝒂𝒕𝒆 𝒕𝒉𝒆 𝑪𝒂𝒏𝒅𝒊𝒅𝒂𝒕𝒆 𝑬𝒙𝒑𝒆𝒓𝒊𝒆𝒏𝒄𝒆 A difficult hiring process can deter good candidates, so it’s crucial to improve it. Data can pinpoint where candidates drop off, allowing you to fix issues and enhance the process. By streamlining your hiring process, you improve the candidate experience, increase your talent pool, and reduce the risk of losing top candidates to faster-moving competitors. 𝑭𝒐𝒓𝒆𝒄𝒂𝒔𝒕 𝑯𝒊𝒓𝒊𝒏𝒈 𝑵𝒆𝒆𝒅𝒔 Once you’re familiar with analyzing data, spotting recruitment trends becomes easier. This helps you forecast future vacancies, predict hiring costs, and set a proactive recruitment strategy, including when you’ll need to fill positions. Tracking turnover rates also provides valuable insights for securing funding and preparing your recruiting team. Feel free to reach out if you'd like to discuss how we can automate your recruitment marketing on social media! 🔥 Jobtip Group

The Employ Recruiter Nation report had some pretty nice tidbits. One of which was the 7 day reduction in time-to-fill for companies leveraging automation & ai around the matching and screening process. I've been thinking about this quite a bit in the context of marketing activities >>> recruiting activities. I'm working on pulling together my thoughts around this, but really think it mirrors the 'two funnels' that exist in B2B SaaS marketing. Anyhow, wanted to share Employ's findings with you all. #recruitingStats #taAllDay https://lnkd.in/gw_pvDfi

If you don’t have your recruiting strategy planned out before the summer you’re in trouble. Let me help sort out your strategy: 2024 has been about winning new business, but H2 is expected to show an uptick in openings, making candidate acquisition a priority. The tools can be confusing and the expenses could rack up, so here’s my advice: ⭐️New candidate acquisition: LinkedIn is clearly the market leader, but be aware of the extreme costs and the long term contracts. If possible, and you’ve already build a large database- try to see with the following tools how you can slim down the amount of LinkedIn Recruiter seats you pay for. ⭐️ATS: Bullhorn is still the market leader and is investing in their AI & Automation through acquisitions. Tracker & PCRecruiter are developing automation and AI functionality and are partnering strategically to continue their very strong momentum. ⭐️Ongoing data updates: Agencies realize their ATS is filled with warm leads, both candidates and business contacts. To make sure they’re able to reach out relevantly and find current leads, they’re all using Woo.io to have the CVs in their database continuously updated. ⭐️Website: SourceFlow has specialized creating effective lead magnet initiatives through their website creations. ⭐️Parsing/enriched search: SourceBreaker, Textkernel and Daxtra Technologies are all making searching your database more effective by broadening the results of your consultant’s searches. ⭐️Outreach: Bullhorn Automation mastered the ability for agencies to create cadences to their existing candidates. Paired with updated data from Woo, agencies are able to determine event “triggers” to be picked up on and shoot on a sequence to fill openings. CloudCall are providing calling abilities and note taking within your ATS to ease the ability for recruiter’s outreach. ⭐️Delivery: Candidate.ly have created an intuitive UI to let agencies present the potential candidates to their clients. Whether you’re looking to address any of the mentioned use-cases, or want to learn more about the space to be ready when the timing is right, I hope this helped create some clarity. Did I miss any tools? Comment below, very likely that I missed more than a few! Any specific that you reccomend? Comment below! #recruiting #ai #recruitingai

So many recruiting tools. So little time. The RecruitTech hellscape is upon us. For years, recruiting tech lagged behind sales and marketing tools because hiring was seen as a cost center, not a revenue driver (another rant for another day.) Now, with AI and repurposing S&M tech concepts, we’ve gone from no nice things to all the nice things — real damn fast. This year we’ve seen countless new software for ATS, HRIS, headcount planning, smart scheduling, referral platforms, interview note-taking, chat bots, and AI sourcing, interviewing, & messaging (aka Deepfake Personalization.) Every problem solved just creates a new one. Look at marketing technology with the famous (infamous?) “Martech 5000.” (Now 14,106 but it doesn’t have the same ring.) Google it if you’re not familiar. More tools, more problems. The same things apply to RecruitTech: 👉A Focus on Features Over Strategy Gimmicks are rampant. But do they actually solve real challenges? If your recruiting process is bad, streamlining it with more tech only amplifies issues. Putting things on autopilot makes it harder to diagnose and correct issues. 👉Over-Saturation and Redundancy How many tools do we need that do the exact same thing? More noise makes it tougher to distinguish what does what. Who has time to evaluate 50 different ATS options?     And they pretty much copy each other.  Without clear differentiators, buyers run to the cheapest option, which will end up having subpar support as providers focus on the bigger fish.  Another race to the bottom. 👉Complexity and Integration Challenges The companies making these tools think of very specific use cases but don’t understand the big picture of what users need to accomplish. They rarely solve a full problem. Stitching together unrelated software requires technical know-how (not something recruiters are typically known for.) Not to mention one of the biggest tools around – LinkedIn – makes it as hard as possible to integrate with anything. And unlike sales & marketing teams, talent acquisitions teams are less likely to have dedicated tech specialists. 👉 Escalating Costs & Vendor Lock-In (With Declining ROI) When you buy more and more tools, the stack not only gets bloated and redundant, but expensive. It's killer when they lock you into more 'affordable' yearly pricing then you realized it wasn’t worth it. (Apparently this is a SaaS rant now!) 👉Ignoring the Human Element We should be thinking brains over bots, but too much tech makes you choose bots over brains. Instead of prioritizing human creativity and strategy, you end up fitting your processes around what the tech can do. Which makes you less able to connect with people on a human level to assess talent effectively. Instead of compelling outreach or genuine conversations, too much tech leads to spam templates or automating people right out of the decision-making process. Trendy new technology won’t fix a crappy recruiting process. Only brains can do that.