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“We’re on a tight budget, but we need a new employee. How can I promote my job vacancy well enough to reach a wide range of job seekers without paying recruiter fees or the costs associated with featured posts on job boards?” –Many of our clients asked. So we took this opportunity to put together f Read More

You know having a good, fast hiring process is crucial in landing top talent. You can’t just input everything in spreadsheets or you’ll wonder why you have so little time at the end of the day. An ATS can come to the rescue and save you time, yet most mistake their ATS for a silver bullet. It’s eas Read More

For many of your potential candidates, your career site will be the first point of contact. They may or may not be familiar with your company, but it’s likely that this is going to be their first impression of employee life. So, if you wouldn’t make an interviewee wait in a dirty, outdated waiting Read More

At no certain stage of the hiring process would somebody say “Let’s disqualify women.” For the most part, we make decisions based on our experience, impression, hunch, and unconscious bias — the gestalt formed from the societies we live in, that sadly are in favor of the male population at large. O Read More

It’s really about as idiot-proof of a recruiting platform as you’ll find on the market for SMB. This is important because you’re usually talking about a 1 or 2 person shop in small companies and these people have to wear all the hats! That means they need a platform that can do a lot, but doesn’t b Read More

Rune prioritizes good process above all. “I think if you don’t have a good process from writing the job opening to putting it online, to getting applications, to interviewing, to doing the hiring, everything that would step in there would be weakened and would not give you the optimal outcome." Read More

“Do trials! You can talk with someone all you want, but that skews the perspective towards how well someone can sell themselves. If you let them work in their actual job, with the transparency and pressure that brings, you have a much better prediction of how they’ll do. And also, use more tools! T Read More

“Startups seem to be either short on cash or short on people. Don’t make the mistake of having both of them in the same year. After you’ve secured a funding, you’re likely to scale up quickly. Having a pool of potential candidates on ‘standby’ will save you a lot of time (and probably cash). We del Read More

“We scout talent on GitHub, Stack Overflow and Twitter. For interns, we mostly use DutchStartupJobs, Heysucces and Techmeabroad. It doesn’t happen often, but refferals also take up some of the sources that we get candidates from. When posting on job boards, we use Stack Overflow and several niche s Read More

“We will continue to segment departments and give freedom to our employees when it comes to hiring. I think everybody in the company should be able to bring forward new candidates, making every staff member a headhunter for new talent." Read More