One of the more common questions we get from friends in the tech community (including portfolio companies looking to recruit): what are the best resources for startup job seekers and candidates? Over time, we’ve run across the full array of job boards, matching services, and more recently, apps that help people find startup roles. I started collecting a list a few months ago. Today, I’d like to share that list. It’s an open Google Sheet and I hope you’ll add any other services or tools you find worthy:
For those of you in the job hunt, you’ll be pleased to know that more efficient and intelligent tools for sourcing candidates (or finding openings) are on the rise at a steady clip these days. Here are a few thoughts on why. First off, enterprises spend a lot on Talent Management systems and sourcing (e.g. ATS + outward-facing tools like LinkedIn Recruiter, Hired, etc. + headhunting services). Depending on the segment you’re looking at, most sources (like this one from Bersin by Deloitte) list a number around $5B. Another factor is that in comparison to other areas of software procurement, HR is a field that necessitates somewhat of an early-adopter attitude; naturally startups and tech companies lead the pack but even F500’s are used to packing on the HR tech subscriptions (Bersin estimates that the average number of HCM products in use at a large company is seven!).
In addition, enterprises are warming up to the fact that they have more Human Capital-related data than they know what to do with, and that they should make use of it. Instead of loading a static resume into Brassring (IBM Kenexa), companies can amass credentials data from both employees and candidates (the latter thanks in large part to LinkedIn). The next step is using that data to make hiring (and also performance / compensation management) smarter. Of late, large HCM players are facilitating this trend by focusing significant resources on middleware to allow for across-the-stack integration with other HR cloud platforms (as SaaS models have nearly taken over in this market), as well as proprietary analytics packages (e.g. Workday BigData Analytics, SuccesFactors Workforce Analytics, Oracle OBIE, SumTotal elixHR, Peoplefluent Collosus, etc.; more on those here, again, from Bersin).
Finally–and probably most relevant to you, job seeker–consumer UX best practices are finally coming to recruiting. More mobile-first interfaces, fewer endless online forms, less uploading of PDF resumes, more quality opportunities surfaced via push vs. pull. More than ever, hiring experiences are tailored to the candidate, with vertically / functionally focused on the rise (e.g. Proven for restaurants, HirePurpose for vets, Elegant.ly for designers, FirstJob for recent grads, etc.). That said, the hiring process isn’t quite set & forget yet; until then, keep an eye on the latest options and don’t hesitate to add any we missed. Good luck!
Below we have compiled a list of metrics that could be relevant for most B2B marketplaces and hope that it serves as a framework for tracking KPIs for success.