There are two ways new candidates can enter our pipeline:
Posted: Mon Jan 27, 2025 10:51 am
The challenge was that most legacy tools aren’t purpose-built for this flexible approach; they’re either expensive and rigid in what they can offer (and are often built explicitly for large-scale organizations), or they’re not customizable enough to adapt to the quick adjustments needed within a startup-style environment.
In sales, you move prospects through successive calls, follow-ups, and touchpoints to determine whether or not they're a fit. The same is true for hiring. As a result, it’s critical to have the right tools to be creative and track what we need and how we need it, making our process more effective.
Inbound: Someone applies to an open role armenia telegram data at Close. These candidates apply through recruiting software like Lever or Ashby. We use Zapier to pull those applicants into Close.
Outbound: These are candidates we’ve identified as a potential fit for an open role. We reach out to them using automation and Workflows in Close, which are a way to automate a series of steps (like an email cadence, for example.)
Seeing a Single Source of Truth for Candidate Information
Once the data is in Close, we have the necessary context, which includes info like:
Where the candidate came from
What they wrote in their application
Any previous communication with any member of our team, including if someone from the internal team referred them for the role
Candidate’s contact info and location info
Candidate’s LinkedIn and website, as well as what roles they applied for (and any roles they've applied for in the past
Using Close allows us to get very granular with the data. This means the candidate’s whole story is at our fingertips at every point during the hiring process. This context allows our team to come informed to interviews, understand the full picture of a candidate, and stay organized so nothing falls through the cracks.
In sales, you move prospects through successive calls, follow-ups, and touchpoints to determine whether or not they're a fit. The same is true for hiring. As a result, it’s critical to have the right tools to be creative and track what we need and how we need it, making our process more effective.
Inbound: Someone applies to an open role armenia telegram data at Close. These candidates apply through recruiting software like Lever or Ashby. We use Zapier to pull those applicants into Close.
Outbound: These are candidates we’ve identified as a potential fit for an open role. We reach out to them using automation and Workflows in Close, which are a way to automate a series of steps (like an email cadence, for example.)
Seeing a Single Source of Truth for Candidate Information
Once the data is in Close, we have the necessary context, which includes info like:
Where the candidate came from
What they wrote in their application
Any previous communication with any member of our team, including if someone from the internal team referred them for the role
Candidate’s contact info and location info
Candidate’s LinkedIn and website, as well as what roles they applied for (and any roles they've applied for in the past
Using Close allows us to get very granular with the data. This means the candidate’s whole story is at our fingertips at every point during the hiring process. This context allows our team to come informed to interviews, understand the full picture of a candidate, and stay organized so nothing falls through the cracks.