Review of Hired A Job Search Marketplace

Posted by Jonathan Kidder on January 17, 2020December 15, 2020

I recently got access to this sourcing tool called Hired.com. It’s a massive database of active tech candidates across the globe. The Hired team actively pursues available talent online and gets them to join this database. Honestly, it’s what LinkedIn recruiter used to be like when developers actively responded to messages. They have a variety of different methods to keep users active in this tool. I can confidently say that it’s one of the best sourcing tools on the market to find active and available talent online!

What the Dashboard Includes:

Searching Available Candidates – candidates are added on Monday, Wednesday, and Friday at 12 am PST.
Insights: This includes sourcing time, interview requests, interviews sent, acceptance rate, and the average candidate response time.

Performing a Search:

Type of role: software engineering etc.
Roles: I like to add a variety of Back-End and Full-Stack titles.
Skills: Include must-haves and nice to have and I like to keep this very broad.
Years of experience: I recommend keeping this to 1-10 years.
Location: You can add up to 3 different locations. This includes the distance and if they are open to remote or relocation.
Search by keyword: I recommend creating Boolean strings that focus on all objective oriented languages.
Candidates Wish list: Industry, to company size, are important factors for candidates.

Additional Tab includes:

New Candidates only: If you only want to see the most updated leads available.
Candidates with a CS degree: I highly recommend selecting this. Just because boot-camps don’t normally produce the best talent.
Assessed candidates: Candidates can take an assessment coding challenge similar to Leet code. It’s a good way to see how well they perform on those types of problems.
Sort by Feature: I recommend selecting new to Hired just because it’s good to have the most active leads available.

Advanced Features:

Assess skills as your sourcing: you can get a deep analysis of candidates’ basic programming skills without managing or proctoring any tests.
Enhance your offers to in-demand candidates: Present comprehensive compensation details and beat the competition.
Optimize team collaboration: Understand team member contributions to hiring. Easily share accounts and message members all in one area.
Address wage equality goals: Understand your competition’s salary expectations.

Reaching out to Leads:

You can add your open positions within this tool. I like to just have general pooling req and I’m using a very generic template. Here’s an example:

Hi (Name),

My team at Amazon is pretty excited about our latest initiatives, and we’re looking for someone with your background to take it to the next level! Can we schedule a chat? I’d love to give you more info on our positions in Seattle.

(Job link included)

Talk soon, Jonathan

Once the candidate responds to make sure to update Hired directly within the actions tab. It’s good to note that the Hire Account Managers will actively engage the leads if they don’t respond or if the recruiter doesn’t update the lead within the actions tab correctly. So, you definitely need to be good at updating leads on the process which is a good thing.

Overall, this tool is a fantastic resource for finding active talent online. I’ve looked at within LinkedIn Recruiter for the same leads and they haven’t responded to any messages while they have within Hire. The Account Managers and Researchers do a great of finding and keeping leads engaged within the platform.

Tips from Power Users:

1. Check the platform every day not just once a week and at different times of the day to optimize
finding new candidates.

2. Candidates are added every day and you will miss top talent if you only log on 1-2x/week.

3. Create positions then continuously change your searches to capture more potential fits.

4. Start broad then narrow down your searches.

5. Don’t keep your Boolean strings stagnant – play around with them to pull in more candidates.

6. Stay in close communication with your Customer Success Manager.

Top Boolean Strings to Find Diversity Candidates Online

Sourcing Hack for Hacker News Site

Follow me

Jonathan Kidder

With more than 12 years of recruitment experience, Jonathan has helped startups and small businesses find the talent they need. He runs the blog WizardSourcer, which explores the latest trends in talent sourcing, provides reviews of recruitment tools, and features interviews with prominent figures in the industry.