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Hiring the right people is the single most impactful decision a business can make. In this episode, Ralph Burns and Josh Hill break down Tier 11's time-tested hiring system, sharing how to attract, assess, and secure top talent—without wasting hours on the wrong candidates. From leveraging LinkedIn outreach to using automation tools like JazzHR, they reveal how to streamline the hiring process while keeping it personal. Learn why a sniper-like approach to recruiting outperforms traditional job boards, how to use knockout questions to filter applicants, and why discovery calls are essential in evaluating culture fit. Whether you're hiring your first employee or scaling a global team, this episode will help you hire smarter, faster, and more effectively.Chapters:00:00:00 - Kicking Off: Hiring Smarter, Not Harder00:00:56 - Meet Josh Hill: The HR Sniper Behind Tier 11's Hiring Strategy00:02:45 - The Secret to Hiring Right: Why Core Values Matter More Than You Think00:04:02 - Finding Rockstars: The LinkedIn Recruiting Playbook00:06:33 - How to Craft Outreach Messages That Actually Get Responses00:07:46 - The Discovery Call Hack: Filtering Candidates Without Wasting Time00:16:21 - Automating Your Hiring Process: How JazzHR Saves Hours00:26:49 - Stop Wasting Time: How to Eliminate Bias in Hiring00:27:08 - The Must-Ask Questions That Reveal True Experience00:28:20 - AI & Automation: The Hiring Game-Changer You Need00:29:51 - AI vs. Human Judgment: The Future of Recruitment00:30:43 - Why Discovery Calls Are the Make-or-Break Hiring Step00:35:43 - Simulation Tasks: The Ultimate Test for Candidate Success00:42:44 - The Hiring Cheat Code: Using Data to Make the Right Decision00:50:31 - Onboarding Done Right: How to Keep A-Players Once You Find Them00:52:04 - Wrapping Up: Next Steps to Transform Your Hiring ProcessLINKS AND RESOURCES:JazzHREpisode 674: Use This Foolproof Framework to NEVER Make a Bad Hire Ever Again!Episode 663: How to Make Your Present Better by Making Your Future BiggerEmail JoshTier 11 on YouTubeGet Your Marketing Performance Indicators™ Checklist Now!Tier 11 JobsPerpetual Traffic on YouTubeTiereleven.comMongoose MediaPerpetual Traffic SurveyPerpetual Traffic WebsiteFollow Perpetual Traffic on TwitterConnect with Lauren on
Cielo, the world's leading Talent Acquisition Partner, today releases Agentic AI for TA. These agents are proactive teammates that elevate and enable their human counterparts to make the best hiring decisions. https://hrtechfeed.com/cielo-launches-agentic-ai/ TrackerRMS, a global leader in applicant tracking systems (ATS) and customer relationship management (CRM) software for the recruitment and staffing industry, announced its movement toward artificial intelligence: the new Evolution Virtual Agent (“EVA”), a natural language voice assistant that will be available in the Tracker recruiting platform later this year. https://hrtechfeed.com/tracker-recruiting-software-adding-voice-assistant/ NEW YORK — Helios Global Payments Solutions Inc, the AI-powered workforce management platform focusing on localized automation workflows, has successfully raised a total investment round of $15.5 million in funding as it launches its highly anticipated product worldwide across 125+ countries. With backing from global corporate investors, private angel investors and several Family Office investors, Helios is positioned to disrupt how companies hire, manage and pay their global workforce. https://hrtechfeed.com/helios-secures-15-5-million-for-its-workforce-management-tool/ NEW YORK — HeyMilo, an AI-powered candidate screening platform, today announced $2.2 million in seed funding. The round, led by Canaan Partners, underscores the growing demand for innovative technologies that streamline recruitment and unlock efficiencies in talent acquisition. Additional participation came from Alumni Ventures and Entrepreneurs Roundtable Accelerator, reflecting broad confidence in HeyMilo's potential to reshape the future of hiring. https://hrtechfeed.com/heymilo-secures-2-2-million-to-interview-and-evaluate-candidates/ DENVER — Employ, the owners of JazzHR, Lever, and Jobvite, just acquired Pillar, a transformative AI interview intelligence platform.and a past advertiser here on RecTech. https://hrtechfeed.com/employ-acquires-pillar-interview-intelligence/
Hirezon , a in cloud-based HR technology for higher education, announced the launch of an enhanced version of MyReferred™, a new referral platform. Refined based on customer feedback, MyReferred™ helps employee referral programs by shifting from a reactive process to a proactive, strategic hiring approach. The platform enables higher education institutions to leverage internal networks—including employees, students and alumni —to build a sustainable talent pipeline. https://hrtechfeed.com/hirezon-launches-referral-platform-for-higher-education/ CHICAGO — Professional Diversity Network, Inc., a developer and operator of online and in-person networks that provide access to networking, training, educational, and employment opportunities for diverse individuals, today announced a strategic $1.3 million investment in AI Geometric Ltd., securing a 13% equity stake as of January 27, 2025. https://hrtechfeed.com/talentally-invests-1-3-million-in-ai-to-power-its-recruitment-platform/ Employ Inc., a leading provider of people-first recruiting and talent acquisition solutions, including JazzHR, Lever and Jobvite, today announced the details of its Winter 2025 product release. https://hrtechfeed.com/employ-announces-winter-2025-product-release/ SEATTLE — ConverzAI, the leading innovator in AI-driven recruitment solutions, announced a $16M Series A funding round to accelerate product innovation and expand go-to-market strategy. The round was led by Menlo Ventures, and joined by Left Lane Capital. https://hrtechfeed.com/virtual-ai-recruiter-tech-lands-16m-series-a/ Appcast, the leading recruitment marketing platform powered by programmatic, is proud to announce the release of its ninth annual Recruitment Marketing Benchmark Report. This comprehensive annual report offers critical insights into the current state of the labor market and recruitment marketing trends, helping employers navigate the ever-changing hiring landscape. https://recruitingheadlines.com/the-2025-recruitment-marketing-benchmark-report-is-here/
Employ Inc., parent company of JazzHR, Lever, Jobvite and NXTThing RPO, today announced the opening of a new office space in Denver, Colo. this “Center of Excellence” will serve as a vital hub for strategic initiatives and operations in Denver, enabling Employ with a more collaborative environment to foster innovation and growth. https://hrtechfeed.com/employ-inc-opens-colorado-office/ SAN FRANCISCO — Censia, a leader in AI-driven talent intelligence solutions, announces a strategic investment from Workday Ventures. This investment underscores Censia's innovative capabilities and positions it as a leading player in revolutionizing talent management through responsible artificial intelligence. https://hrtechfeed.com/censia-announces-investment-from-workday-ventures/ CareerBUilder & monster the completion of all customary regulatory approvals,for their recent merger. As previously announced, the combination of CareerBuilder and Monster brings together two complementary brands to create a job board with greater scale and reach. https://hrtechfeed.com/careerbuilder-and-monster-finalize-merger-name-new-execs/ Engine Capital, which owns approximately 3.5% of the outstanding shares of freelancer platform Upwork (Nasdaq: UPWK) recently announced it sent a letter to the Company's Board of Directors regarding “actionable opportunities for enhancing shareholder value.” https://hrtechfeed.com/upwork-investor-calls-out-company-leadership-says-changes-needed/ Nexxt.com, the job advertising platform… announced two new organic offerings. The first offering, Nexxt Organic, will enable companies to attract quality candidate traffic to their jobs for free, either directly through Nexxt apply or through integrated Applicant Tracking Systems (ATS). https://hrtechfeed.com/nexxt-introduces-organic-traffic-options-to-help-companies-source-talent-for-free/ New launch: Sync2Hire launched this week which enhances a company's existing ATS functionality by taking the data from the ATS and organizing it into a centralized hub for all things post-application communications, offering a cohesive structure that ensures teams are always on the same page. https://hrtechfeed.com/sync2hire-lanuches-post-application-comms-platform/
Employ Inc., the parent company of JazzHR, Lever, Jobvite and NXTThing RPO, announced the appointment of Dara Brenner as Chief Product Officer (CPO) https://hrtechfeed.com/employ-announces-new-chief-product-officer/ During its IAMPHENOM 2024 Product Innovation Keynote, Phenom announced a several new innovations — including Talent Experience Engine, X+ Agents, Talent Marketer Experience and Talent Leader Experience. https://hrtechfeed.com/new-phenom-release-talent-experience-engine-next-genai-agents-new-platform-experiences-and-updates-for-talent-acquisition-and-talent-management/ Upwork the freelance marketplace, unveiled a collection of products, features and partnerships to transform how businesses and professionals hire and work, as part of Upwork's new semi-annual product showcase. https://hrtechfeed.com/upwork-announces-updates-for-ai-innovations-and-other-solutions/ NEW YORK, N.Y. — Leading U.S., U.K., and India tech talent marketplace hackajob has announced a new hiring option to support changing dynamics within the tech industry — a fast, flexible, and compliant solution for contract-based tech hiring. Aptly named hackajob on-demand, this new service provides tech employers across sectors with a seamless way to hire top-tier freelancers and contract talent for business-critical projects. https://hrtechfeed.com/leading-tech-talent-marketplace-hackajob-reacts-to-changing-tech-landscape-with-contract-based-hiring-solution/
Remote, the leader in building, managing, and supporting globally distributed workforces, has completed the acquisition of Easop, a compliance solution for businesses with international talent to grant and manage equity to their teams across 70+ countries. https://hrtechfeed.com/remote-com-acquires-equity-compensation-tool/ ClearanceJobs, the leading online community for security-cleared professionals, has launched the ability to stream live videos to its platform with the introduction of ClearanceJobs Live. https://hrtechfeed.com/clearancejobs-adds-live-streaming-for-employers/ Employ Inc., the parent company of JazzHR, Lever, Jobvite and NXTThing RPO, announced the appointment of Steve Cox as CEO, effective April 1, 2024. Cox succeeds former CEO, Pete Lamson.- who decided to step down, the company told me. https://hrtechfeed.com/employ-inc-has-new-ceo/ SAN MATEO, Calif.,— Modal, a leading skills development platform for data and analytics professionals, today announced a $25 million Series A. The round is led by Left Lane Capital and Ensemble VC with participation from leading investment firms Signalfire and Learn Capital. https://hrtechfeed.com/modal-announces-25-million-series-a-to-upskill-employees-in-ai/ Indeed, the world's #1 job site1 and a global job matching and hiring platform, today introduces Smart Sourcing, a new AI-powered suite of products to make the hiring process faster, simpler and more efficient for both employers and job seekers. https://hrtechfeed.com/indeed-launches-ai-powered-smart-sourcing/ https://youtu.be/pduqHwS_J58?si=V9GzlMv16YHjjf4A
The Shred is a weekly roundup of who's raised funds, who's been acquired and who's on the move in the world of recruitment. The Shred is brought to you today by Jobcase.
Pete Lamson CEO at Employ joins us for an interview at HR Technology Conference. JazzHR became the darling of ATS solutions in the SMB market. Pete gives credit to the founder and his vision. Being acquired by Employ and staying on as CEO was just the beginning of an impressive ride in TA tech. 2021 was an exciting year, as Employ acquired more ATS solutions, they now cover all size organizations, with the acquisition of Lever and JobVite. Recruiter Nation surveys 1200 recruiters from every size of organization, giving us insight and validating what recruiters are experiencing. Insight from this year's report; hospitality and government are reaching into new talent pools to solve their skills shortage. Some sage advice to TA Leaders, be crystal clear about the problem technology needs to solve for your business and if you are going to add in AI to simplify the mundane like writing job ads.
Pete Lamson CEO at Employ joins us for an interview at HR Technology Conference. JazzHR became the darling of ATS solutions in the SMB market. Pete gives credit to the founder and his vision. Being acquired by Employ and staying on as CEO was just the beginning of an impressive ride in TA tech. 2021 was an exciting year, as Employ acquired more ATS solutions, they now cover all size organizations, with the acquisition of Lever and JobVite. Recruiter Nation surveys 1200 recruiters from every size of organization, giving us insight and validating what recruiters are experiencing. Insight from this year's report; hospitality and government are reaching into new talent pools to solve their skills shortage. Some sage advice to TA Leaders, be crystal clear about the problem technology needs to solve for your business and if you are going to add in AI to simplify the mundane like writing job ads.
Leadership changes, acquisitions, divestitures, and their downstream impact can jolt even the most stable companies and their employees. Growth and change can be both exciting and terrifying. For a CHRO, culture change management can feel like changing the tires on a moving car. For insights on how to navigate this very tricky process, we've called in Corey Berkey, Senior Vice President of People and Talent at Employ. Highlights [1:38] Corey's HR “career rocketship” moment [9:00] Weaving a common thread of culture among different organizations that are now the same company [13:01] Committee discussions for fine-tuning a new common culture [18:24] The biggest concerns among new team members who aren't on board yet [20:41] Does honesty need to be spelled out as a core value? [23:28] Keeping everyone accountable for demonstrating core values [25:09] Launching a values-based peer recognition program [28:07] Incorporating values into your hiring process [32:40] Future-proofing values [38:47] Values and succession planning Guest Bio Corey Berkey, Senior Vice President of People and Talent, Employ Inc. With more than a decade of experience in the corporate human resources space, Corey Berkey oversees all people-focused initiatives and talent acquisition efforts to build a world-class team across all Employ brands, including JazzHR, Lever, Jobvite, and NXTThing RPO. Corey also manages engagement programs across the business to help keep employees connected and focused on driving business results. He is a SHRM Senior Certified Professional with deep domain expertise that spans SMB to enterprise organizations. He holds a Bachelor of Science in Human Resource Management from Indiana University of Pennsylvania and currently lives in Pittsburgh. Corey has been regularly quoted and published as a human resource expert in Forbes, SHRM, Bloomberg, CNBC, and more. Links https://www.linkedin.com/in/coreyberkey/ https://www.employinc.com/ https://www.pipefy.com/ We want to hear from you. Leave a review (5-Star would be nice!) on Apple Podcasts and add your question in the comment. We read every review and use them to choose topics, guests, and interview questions for the podcast. You can also reach out at podcast@hrmorning.com. If you love this show, please share your favorite episodes with colleagues and on social media. We greatly appreciate your support. Thank you for listening. Remember to subscribe and follow us so you never miss an episode! Voices of HR is brought to you by HRMorning.com.
Tune in to TechVibe Radio as we welcome Jazz HR, a leading HR software company, to discuss their latest integrations and the current hiring environment. With Jazz HR's new integrations, businesses can streamline their hiring process and easily connect with top talent. Join us as we learn about the latest trends in hiring and how Jazz HR is helping businesses stay ahead of the game. Plus, hear from Comcast's VP of Public Policy Alka Patel an how the company is investing a $1 Billion to bridge the Digital Divide.
Corey's leadership at Employ Inc. (Owner of Jobvite, JazzHR, Lever etc..) makes us all envious; their executive and hiring manager's commitment to the recruitment process sets the pace for all TA Leaders to follow. For the love great research and reports, we go direct to the source with Jobvite | employ's Q4 report and dig into the findings. 46% of HR decision makers say their company's hiring is being impacted by the economic uncertainty Eating their own dogfood, which ATS does Employ use Quality of hire defined at Employ. Understanding how we ended up with 50% job offers being accepted by candidates
Corey's leadership at employ Inc. (Owner of Jobvite, JazzHR, Lever etc..) makes us all envious; their executive and hiring manager's commitment to the recruitment process sets the pace for all TA Leaders to follow. For the love great research and reports, we go direct to the source with Jobvite | employ's Q4 report and dig into the findings. Jobvite | Employ Inc. report highlights: 46% of HR decision makers say their company's hiring is being impacted by the economic uncertainty Eating their own dogfood, which ATS does employ use Quality of hire defined at Employ inc. Understanding how we ended up with 50% job offers being accepted by candidates
The world of business has always been a fast-paced one, and the worst thing that you can do is to be reactive and not think ahead. In this episode of the Peak Performance Selling Podcast, our host Jordan Benjamin talks to JAzzHR's Senior VP of Sales and Success Sean Dazet about slowing down and being patient enough to make good decisions. HIGHLIGHTSA salesman at 6 and other early sales career stories A brief respite from sales before joining HubspotBe patient, thoughtful, and never shoot from the hipYour customers are people too, treat them well QUOTESSean describes his father who influenced his sales career: "My father was a sales guy for a lot of my childhood. [He] often made a joke that I was negotiating for my allowance when I was six. It really encoded a certain amount of sales DNA, just watching him operate."Sean's advice about being slow but proactive: "A lot of the challenge I see in individual sales reps, in leaders, in business people in general —people I work with across different organizations, is not taking the time to be thoughtful, to gather information, to let that marinate a little bit, and make a good decision."Why we should treat customers fairly, according to Sean: "We often forget in sales that the person we're trying to get to say yes and give us their money is in the same position we are. They're another person at an organization trying to make a good decision and trying to do their jobs successfully." You can connect with Sean in the link below:LinkedIn - https://www.linkedin.com/in/sdazet/ If you're listening to the Peak Performance Selling Podcast, please subscribe, share, and send us your feedback.LinkedIn - https://www.linkedin.com/in/jordanbenjamin/Website - http://mycoreos.com/Podcast - https://www.mycoreos.com/podcastEmail - Jordan@MyCoreOS.comTwitter - https://twitter.com/jbenj09
If Chad & Cheese ever opened a restaurant, this episode might give you an idea of the menu items. In addition to talking about the acquisition of Lever by Employ (Jobvite, JazzHR), layoffs at you favorite companies, and Tesla putting its ATS in the rearview mirror, food and beverage take center stage. Big news out of Taco Bell, Chik-fil-A, and your favorite beer distributors. Kinda job-related. Anyone else hungry?
If Chad & Cheese ever opened a restaurant, this episode might give you an idea of the menu items. In addition to talking about the acquisition of Lever by Employ (Jobvite, JazzHR), layoffs at you favorite companies, and Tesla putting its ATS in the rearview mirror, food and beverage take center stage. Big news out of Taco Bell, Chik-fil-A, and your favorite beer distributors. Kinda job-related. Anyone else hungry?
Laurie Barkman is the founder and CEO of SmallDotBig LLC, a strategy advisory firm for business owners to maximize the value of their company anticipating a future ownership transition. Additionally, she is a Partner with Stony Hill Advisors, an M&A firm representing companies on the buy-side or sell-side of transactions. During her 25+ year career, Laurie has created value through digital transformation at companies ranging from large enterprises to startups, including American Eagle Outfitters, Ingersoll-Rand, Topanga Partners, MediaSite, JazzHR, Burns White, and The Art Institutes. As host of the Succession Stories Podcast, Laurie curates conversations with next-generation entrepreneurs. You can find her show wherever you listen to podcasts. Laurie has joined me to discuss the idea of business acquisitions from both the seller's and the buyer's perspectives. She tells us how you can identify the risks in your business that potential buyers might see and how emotions can impact the ability to sell your business. She talks about the importance of not having your business revolve around yourself but building it in such a way that it can exist independently, and the nuance between being a business owner and owning a business. We also touch on ways in which you can build an attractive business from the start, growing organically vs growing through acquisitions, and the information and factors behind getting an accurate value estimation for your business. “If you want to build a business that one day will thrive without you, then you will set the course now.” - Laurie Barkman This week on SmallBizChat Podcast: Relevant Resources: Connect with Laurie Barkman: Become Your Own Boss Book GIVEAWAY! The 2020 pandemic has been so hard on America's small businesses - and America in general. If you're ready to start your dream business, then look no further! I'm currently giving away 1,000 free copies of my best-selling book: Become Your Own Boss in 12 Months. This book has helped over 100,000 people like you to start, build, and grow their small businesses… and now it's your time to shine. All you have to do to get your hands on a free copy is head over to www.beginmybiz.com/freeoffer to sign up for your free offer. You only pay shipping. Let's End Small Business Failure - Together! Thanks for tuning into this week's episode of the SmallBizChat Podcast - the show on a mission to improve small business success. If you enjoyed this episode, head over to Apple Podcasts, subscribe to the show, and leave us a rating and review. Help us spread the word and end small business failure by sharing your favorite episodes with your friends and colleagues on social media. Visit our website or follow us on Facebook, Twitter, LinkedIn, Instagram, or YouTube for more great content, tips, and strategies to improve your small business.See omnystudio.com/listener for privacy information.
There are a lot of surveys out there. But very few of them have a track record going back 13 years. That's why we invited Employ, the new parent company of Jobvite, JazzHR, and NXTThing RPO and their CMO Allie Kelly to the show to dive into their 2022 Job Seeker Nation Report. The three big themes discussed: The Great Resignation, Automation, and Remote Work (and yes, ghosting came up too). You've got questions? Here are your answers.
There are a lot of surveys out there. But very few of them have a track record going back 13 years. That's why we invited Employ, the new parent company of Jobvite, JazzHR, and NXTThing RPO and their CMO Allie Kelly to the show to dive into their 2022 Job Seeker Nation Report. The three big themes discussed: The Great Resignation, Automation, and Remote Work (and yes, ghosting came up too). You've got questions? Here are your answers.
There are a lot of surveys out there. But very few of them have a track record going back 13 years. That's why we invited Employ, the new parent company of Jobvite, JazzHR, and NXTThing RPO and their CMO Allie Kelly to the show to dive into their 2022 Job Seeker Nation Report. The three big themes discussed: The Great Resignation, Automation, and Remote Work (and yes, ghosting came up too). You've got questions? Here are your answers.
The CandEs Shop Talk Podcast welcomes Pete Lamson, CEO at Employ, the new corporate identify of Jobvite, JazzHR, and NXTThing RPO — and a proud CandE sponsor. Listen in on how improving candidate experience impacts recruiting and the business bottom line.
Alcor, a cloud solutions company, announced the new release of their Applicant Tracking System, TalentRun. It is an automated, self-service enterprise applicant tracking system built on the ServiceNow® platform and helps organizations in achieving automated, centralized, and seamless management of their recruitment cycle. https://hrtechfeed.com/talentrun-is-a-new-applicant-tracking-system/ Kevala, a workforce management and engagement solution built specifically for healthcare, announced today that it raised $12.1 million in Series A funding to modernize the healthcare industry through innovative scheduling and compliance software. Kevala spun out of Pioneer Square Labs in April 2020. https://hrtechfeed.com/kevala-raises-12-1-million-series-a-to-modernize-healthcare-staffing/ Fama, the world's largest social media screening company and a leader in applying AI to background screening services, announced its Series B investment this week. The company allows HR departments to leverage insights from the public web and bring them into their talent screening process. More than 1,500 businesses in 32 countries turn to Fama to help protect their brand and ensure a safe and welcoming workplace culture. https://hrtechfeed.com/social-media-talent-screening-tool-gets-10-million/ Epoch, an employee experience platform, announced the close of $3.6 million in seed funding. Rally Ventures led the seed round, with participation from Precursor Ventures, and a number of angel investors with deep operational and industry expertise. https://hrtechfeed.com/employee-experience-platform-gets-3-6-million/ Emi, the conversational AI recruiting platform for frontline workers, has secured $11 million in Series A funding, led by Merus Capital and Khosla Ventures. David Rangel, General Partner at Merus Capital and former COO of Iterable, has joined as a Board member. https://hrtechfeed.com/emi-raises-11m-to-help-enterprises-hire-better-frontline-worker/ WorkWhile announced it has raised a $13M Series A finding round , led by Reach Capital The company currently has a presence in 13 major markets across the US, and plans to use the funds to drive growth and hiring, doubling market footprint in 2022. https://hrtechfeed.com/hourly-worker-platform-raises-13-million/ Finally Jobvite, the end-to-end talent acquisition solution provider, today announced the launch of a newly-formed parent company, Employ Inc. The new corporate identity reflects the significant business transformation the Company has undergone since joining forces with JazzHR and NXTThing RPO to create the market leader in talent acquisition solutions. https://hrtechfeed.com/employ-inc-is-the-new-brand-for-jobvite-trio/
30% of work activities at over half of the jobs in the US, according to some sources, could be automated. That's the equivalent of a day and a half's worth of work time every week that most employees could claw back if their processes, workflows, and tasks didn't require as much hands-on attention!While many HR pros and leaders perhaps fear the time and knowledge-transfer investment needed to set up automation, the work of planning and implementing automations doesn't actually have to be complicated and it shouldn't be feared. The trick, says today's guest, is knowing what you want to do, recognizing what you can do, and then figuring out which tools you need to put it in motion.If you're looking to learn about processes and tools that can give you the power to easily automate workflows and manage business processes with no coding skills required, you've come to the right place!In this HRchat, we consider tools to automate tasks. Listen too, as we consider an 8-point framework to help guide you through the steps you need to take in order to automate any process or business workflow. Bill's guest this time is Ananth Avva, President and COO at Pipefy, a workflow management software on a mission to empower 'doers' and transform the way teams work. Questions Include: Pipefy tries to help to automate lots of jobs traditionally done by humans. Can you share examples of tasks your team can help allocate - at least in part - to the robots? (e.g. Employee Onboarding, Purchasing / Procurement, Customer Onboarding, Accounts Payable, Marketing Requests, Hiring / Recruiting, and Expense Reimbursement)We've just come through 18 months of crisis. Why are companies that jump on the workflow automation train today better set to be future-proofed against further crises? Pipefy and JazzHR partnered in 2021 to empower HR professionals to streamline and augment their hiring process with custom, automated workflows. We've previously featured JazzHR on this show and love what they do. Tell me about the session in early Sept at #SHRM21 called Leveraging Automation to Bring Humanity Back to HR and the learning outcomes from that session.There is an 8-step process that HR and leaders can follow to automate many processes. It was recently shared on the Pipefy blog. Can you take a few minutes and briefly walk us through each step? Step 1 - Define your goal(s)Step 2 - Identify the target processStep 3 - Establish process boundariesStep 4 - Map your processStep 5 - Identify the tasks that can be automatedStep 6 - Create your automation wishlistStep 7 - Assess your capabilitiesStep 8 - Configure your automationWe do our best to ensure editorial objectivity. The views and ideas shared by our guests and sponsors are entirely independent of The HR Gazette, HRchat Podcast and Iceni Media Inc.
Corey Berkey is the HR tech advocate and Senior Vice President of Human Resources of JazzHR, Jobvite, and NXThing RPO (all 3 recently joined forces to create a market leader in talent acquisition). Corey brings a unique blend of knowledge to the HR and tech space, playing a fascinating role in combining both to become a new field altogether. An all-around amazing dude, thanks for being on today's pod!Linkedin - Corey Berkey
JazzHR joins Vendasta's marketplace; Beeline links with HiredScore, and more in this week's HR technology roundup.
Starting a Counseling Practice with Kelly + Miranda from ZynnyMe
Teresa, founder of https://hireventures.com/ (Hire Ventures, Inc. in Atlanta, GA), works with small business owners to simplify all things HR and Recruiting. In light of the COVID-19 pandemic, many of us have made the shift to virtual hiring. Teresa shared her insight regarding the impact virtual hiring can have on the onboarding process, and the benefits of defining a successful hiring framework. As a special offer for podcast listeners, https://hireventures.com/special-promo-for-our-podcast-listeners/ (Hire Ventures is offering 50% off their implementation and set up of JazzHR)https://learn.jazzhr.com/hireventures/ (!) Don't miss out on this amazing deal so you can hit the ground running and make your next great hire! *Offer has expired as of November 2021*
The Top Entrepreneurs in Money, Marketing, Business and Life
Results oriented executive with a 25 year history of a strategic, metrics-driven approach to accelerated revenue. Focus on the global small business market with deep experience in B2B high velocity new customer acquisition. As CEO of JazzHR, Lamson is responsible for JazzHR's strategic direction, company performance, day-to-day business operations, and serves as a support center for our revenue teams.
Sean Dazet is a top-performing sales and marketing expert with a strength in building and optimizing global programs that drive growth and revenue retention. He currently leads JazzHR's partner sales organization.Prior to JazzHR, he was the Chief Revenue Officer for Square 2 Marketing, an award-winning digital marketing agency. Before Square 2, Sean was a Principal Sales Manager on HubSpot's (NYSE: HUBS) Agency Partner Team. In this role, he led a team of channel account managers in subscriber acquisition and partner engagement efforts. He also developed and implemented global program-level strategic initiatives. Throughout his tenure at HubSpot, Sean earned a variety of accolades, including #1 Sales Manager in North America (2016 & 2017), President's Club (2014, 2015, 2017), and Heavy Hitter (2015, 2016, 2017).Prior to HubSpot, Sean was a business development and marketing executive and was responsible for creating countless enterprise-level partnerships with firms such as AMD, Dell, Post Foods, Ubisoft, GameFly, and The Walt Disney Company. Throughout his career, he has held various sales, business development, and marketing positions. His passions lie in leveraging technology to improve how businesses and people function to make the world a better place.You can learn more about Sean Dazet on the following links below.LinkedIn - https://www.linkedin.com/in/sdazet/Website - https://www.jazzhr.com/If you're listening to the Peak Performance Selling Podcast, please subscribe, share, and we're listening for your feedback.
We've reached HRchat episode 300! In the 299 episodes preceding this one, Bill Banham and guest hosts such as Tim Baker and Matt Burns have interviewed global experts, leaders, and those in the HR trenches. Guests have been from brands such as NASA, SHRM, Government of Canada, Hacking HR, Ultimate Software, McLean & Company, RecruitingDaily, ADP, SAP, IBM, Deloitte Consulting LLP, Simon Sinek Inc, JDXpert, Constellation Research, Anchor HR, Unilever, JazzHR, Cegid, orgvue, Shopify, Culture Summit, DisruptHR, Talent Board, Virgin Pulse, Make-A-Wish Foundation, and Coca-Cola Beverages Company.In episode 200 we celebrated by inviting the awesome, entertaining and super popular Steve Browne back on the show. 100 episodes on from that chat with Steve Browne, we've all been through a grueling and challenging time. For that reason, HRchat episode 300 is a medley of positive and constructive insights from a bunch of the guests featured between episodes 200 and 299. Listen to extracts demonstrating powerful, inspiring views, experiences, and tips to help you remain resilient and come out of the crisis hopeful and better prepared for the changes ahead.
This week we have storytelling about Jobvite with Pete Lamson. During this episode, Pete and I talk about how practitioners make the business case or the use case for purchasing Jobvite.Pete talks about the exciting news that Jobvite has joined forces with JazzHR and with NXTThing RPO, and how the three brands will be a path through hiring in a very transparent way through technology solutions.Give the show a listen and please let me know what you think.
Pete Lamson, former CEO of JazzHR now heads up the trio of Jobvite, JazzHR and NXTThing RPO. This merger is a big bet on the long term horizon for recruiting. Pete discusses the news in this 26 minute audio. Sponsored by Brazen.com/RT
In HRchat 290, we look at recruiting and onboarding in SMBs. Our guest this time is Pete Lamson, CEO at JazzHR - the recruiting software built to help growing companies exceed their recruiting goals. Listen as Pete and host Bill Banham discuss the impact of the crisis on employees, leaders, and HR pros within SMBs. As some of us slowly start crawling out the other side, hear Pete's predictions for what a stronger future workplace and labor market will look like. Pete has been CEO of JazzHR since 2015 where he's led the company through a strategic turnaround to become the category-leader in SMB hiring technology and successful exit. As part of a new merger, Pete recently took over the overall leadership of Jobvite, JazzHR, and NXTThing RPO.Pete has 30+ years of experience in leadership roles with high-growth companies, spending most of his career with B2B technology solutions. Prior to JazzHR, Pete was Senior Vice President of Global Sales at Carbonite where he was responsible for all revenue and industry-leading expansion into the B2B market, which grew to exceed 100,000 customers.
Ceridian a global leader in human capital management (HCM) technology, announced it has entered into a definitive agreement to acquire Ideal, a leading talent intelligence software provider based in Toronto, Ontario. This acquisition is anticipated to optimize Ceridian’s talent management offering once Ideal’s capabilities are integrated into the Dayforce platform. The acquisition is expected to close on April 30, 2021 Ideal’s talent intelligence products enhance recruiting processes, including screening, shortlisting, and matching top candidates. Dayforce customers will also have access to Ideal’s Diversity, Equity, and Inclusion (DEI) intelligence system, enabling employers to meet diversity head-on by ensuring that objectivity and inclusion happen up-front in the talent acquisition and management processes. https://hrtechfeed.com/ceridian-to-acquire-ideal/ CareRev, a labor marketplace platform that connects hospitals and health systems with local healthcare professionals on demand, today announced the closing of a $50 million series A financing round led by Transformation Capital, a growth equity fund solely focused on innovative healthcare IT and services companies. Los Angeles-based CareRev offers a cloud-based platform in which hospitals and other healthcare facilities post shifts when they need clinical support, and local, vetted healthcare professionals claim the shifts through their mobile app — eliminating the need for a traditional agency. Unlike other healthcare labor marketplace platforms, CareRev offers health systems the technology to create their own hybrid marketplaces in which internal employees are given the option to claim shifts before they’re broadcasted to local, external CareRev professionals. The platform helps hospitals reduce labor costs, particularly offsetting expensive travel contracts, and gives professionals a more intuitive way to pick up shifts: on their phones. https://hrtechfeed.com/healthcare-job-marketplace-lands-50m-in-funding/ Kent Plunkett, Founder & CEO of Salary.com, the compensation solution provider of the trusted data and intuitive software you need to get pay right, today announced the company has secured $67M in funding in a financing round led by Accel-KKR Credit Partners, Centre Lane, and Wells Fargo Capital Finance. The new capital will be used to accelerate innovation and expand hiring at the industry’s fastest-growing compensation management company. Managing the complexities around compensation management is a top priority for organizations facing elevated expectations around workforce transformation. Vast and diverse data sets, big data analysis, and visualizations are becoming the norm. Infrastructure for job description management and market pricing are in high demand. In building the world’s largest compensation data cloud on the industry’s most secure collaboration platform, Salary.com is redefining modern compensation analysis. “Salary.com created the compensation technology category in 1999 and continues to lead the industry in bringing innovations to the field under the steady hand of the original team, a plus in an industry that has seen much upheaval and consolidation,” said Todd Ofenloch, Managing Director in the Boston office of H.I.G. Capital. “We’re excited to support the company’s future growth and next wave of innovation.” https://hrtechfeed.com/67-million-for-salary-com/ IPO news Paycor HCM, Inc., a leading Software-as-a-Service provider of human capital management solutions for small and medium-sized businesses, today announced that it has filed a registration statement on Form S-1 with the U.S. Securities and Exchange Commission (the “SEC”) relating to a proposed initial public offering of shares of its common stock. The number of shares to be offered and the price range for the proposed offering have not yet been determined. The offering is subject to market conditions, and there can be no assurance as to whether, or when, the offering may be contemplated or as to the actual size or terms of the offering. Paycor has applied to list its common stock on the Nasdaq Global Select Market under the ticker symbol “PYCR.” and ZipRecruiter® (www.ziprecruiter.com) today announced that it has filed a registration statement on Form S-1 with the U.S. Securities and Exchange Commission relating to a proposed public direct listing of its Class A common stock. ZipRecruiter intends to list its Class A common stock on the New York Stock Exchange. The company made over $400 million in 2020 and is currently profitable after a huge round of layoffs last year. Inside the S1 filing i saw that they think the stock is worth 25 dollars per share so we’ll see what it opens at. No timetable a=has been given for these IPO announcements. https://hrtechfeed.com/ziprecruiter-announces-filing-of-registration-statement-for-proposed-public-direct-listing-of-its-class-a-common-stock/ Lastly in the biggest news of rhe week Jobvite, JazzHR, and NXTThing RPO to Merge and Form Super Vendor Jobvite, the leading end-to-end talent acquisition solution provider, today announced it is joining forces with JazzHR, the leading recruiting software provider for small and medium-sized businesses, and NXTThing RPO, a high-growth recruitment process outsourcing (RPO) company. Backed by K1 Investment Management, the transaction combines three complementary companies to form the most comprehensive provider of talent acquisition and recruiting solutions for organizations of all sizes, spanning from SMBs to global enterprises. JazzHR’s Pete Lamson will serve as CEO and will lead the next phase of growth for the company. Aman Brar will continue to provide strategic direction to the organization by joining the Board of Directors. “Through our combined businesses, we are unparalleled in markets we cover, with purpose-built and data-driven solutions ranging from SMB to enterprise. We are the only talent acquisition provider to offer discrete SMB and enterprise grade technology solutions, and couple both with industry-leading recruitment services,” said Lamson. “Whatever the customer size, budget, technology, or service level required, Jobvite, JazzHR, and NXTThing RPO have the solutions our markets need.” Jobvite is like those NBA superteams acquired all start talent and trying to win a championship...thats a lot of moving parts to integrate...I’ll be chatting with Pete lamson in an upcoming podcast... https://hrtechfeed.com/jobvite-jazzhr-and-nxtthing-rpo-to-merge-and-form-super-vendor/
Chad is back from vacay, and it's a good thing because the news was droppin' like bombs this week. Jobvite gobbled-up JazzHR and NXTThing. Jobcase made its first acquisition. Ceridian acquired Ideal. ZipRecruiter filed to go public. LinkedIn is crushing the numbers. Biden is getting his executive order on and Jamie Dimon is giving out second chances. Enjoy this Sovren, Jobvite, and JobAdx powered episode.
The Shred is a bite-sized bit of recruitment news to help make sure you're in-the-know, even if you're on-the-go. The Shred is brought to you by Recruitology.
Allie Kelly began her career in construction and architectural engineering. When she made the decision to move to something she was more passionate about, she joined the marketing team at Stein Eriksen Lodge. Since then, she has held various marketing positions at Lionbridge, SnapApp, and Attivio. In 2016, she took the position of CMO at JazzHR as the only female executive in the room and was tasked with helping the company thrive after a challenging rebrand. Today, Allie joins the show to share the incredible impact she has made by implementing cutting-edge marketing strategies, cultivating an employee-led culture, and introducing powerful changes such as a new maternity leave policy. She talks about how JazzHR has become the most intuitive job applicant tracking platform on the market today, as well as how she has been a part of its success. She shares how her previous roles led to JazzHR and why her non-traditional background made her the ideal candidate. She discusses how her biggest driver is building new processes within organizations and gives her best tips for job seekers looking to catch the attention of recruiters in 2021. She offers her experience being the only female executive in the room and her tips for listeners in the same situation. Allie also shares her best advice for balancing motherhood and your career and tells why her husband is a huge part of her success. She ends by sharing a special offer to try JazzHR for yourself. “The pressure that I feel is the pressure that I put on myself.” Allie Kelly This week on SocialFly's Entreprenista Podcast: How to handle being the only woman in the room What Kelly has learned from her non-traditional background The importance of building new processes within the organization The benefits of an employee-led culture Allie's tips for catching the attention of recruiters Resources mentioned DigiCards Connect with Allie Allie's LinkedIn Company Website Company LinkedIn Company Twitter Company Facebook Say “Hello!” To DigiCards™ Are you ready to take your virtual team meetings to the next level? Are you tired of yelling “You're on mute!” at your computer screen and letting the important points you were trying to make get lost? If you're tired of leading unproductive, distraction-filled team meetings, then it's time for you to say “Hello!” to DigiCards. Each pack of virtual meeting cards includes 20 color-coded professional cards designed to streamline your meeting communications while allowing each meeting to create an opportunity for collaboration and fun. Say “Goodbye!” to waving your arms, being ignored, and frantically typing in the chat. Start your next virtual meeting with DigiCards - the virtual meeting cards for entreprenistas. To grab your deck of DigiCards and bring fun, engagement, and collaboration back into your team meetings, visit www.hellodigicards.com. Use the coupon code: Entreprenista15 to receive 15% off your first order. Get In Touch! Hey Entreprenistas! If you don't want to miss an episode, check out our new texting service. You can now text us at (561) 468 3997 to be the first to know about new episodes, access exclusive content, and reach out with any questions you have for us. Drop us a text - we can't wait to hear from you! Become An Entreprenista! Thanks for tuning into this week's episode of The Entreprenista Podcast - the most fun business meeting for female founders, by female founders. If you enjoyed this episode, please subscribe to the show and leave a review wherever you get your podcasts. Apple Podcasts | TuneIn | Spotify | Stitcher | iHeartRadio | GooglePlay Be sure to share your favorite episodes across social media to help us reach more amazing female founders, like you. Don't forget to follow us on Facebook, Twitter, Instagram, and LinkedIn and for more exclusive content, tips, and insight, join the Entreprenistas Facebook group and visit the SocialFly website.
When Allie Kelly joined JazzHR as CMO, she was the only female executive in the room, and was tasked with helping the company thrive after a challenging rebrand. Fast forward to today, Allie shares the incredible impact she has made through cutting-edge marketing strategies, cultivating an employee-led culture, and implementing powerful changes such as a new maternity leave policy. You're about to hear how JazzHR has become the most intuitive job applicant tracking platform on the market today and how Allie has been a part of the success! Key takeaways from this episode include: Allie share more about her previous roles that led her to JazzHR, and why her non-traditional background made her the ideal candidate. She shares how her biggest driver is building new processes within organizations, the true definition of an Intraprenista. Allie gives her best tips for job seekers looking to catch the attention of recruiters in 2021. She shares her experience being the only female executive in the room, and her tips for listeners in the same situation. Allie gives her best advice for balancing motherhood and your career, and why her husband is a huge part of her success. And finally Allie shares a special offer to try JazzHR with each of you. Follow this link to post your first job free, and find your next employee today!
Allie Kelly began her career in construction and architectural engineering. When she made the decision to move to something she was more passionate about, she joined the marketing team at Stein Eriksen Lodge. Since then, she has held various marketing positions at Lionbridge, SnapApp, and Attivio. In 2016, she took the position of CMO at JazzHR as the only female executive in the room and was tasked with helping the company thrive after a challenging rebrand. Today, Allie joins the show to share the incredible impact she has made by implementing cutting-edge marketing strategies, cultivating an employee-led culture, and introducing powerful changes such as a new maternity leave policy. She talks about how JazzHR has become the most intuitive job applicant tracking platform on the market today, as well as how she has been a part of its success. She shares how her previous roles led to JazzHR and why her non-traditional background made her the ideal candidate. She discusses how her biggest driver is building new processes within organizations and gives her best tips for job seekers looking to catch the attention of recruiters in 2021. She offers her experience being the only female executive in the room and her tips for listeners in the same situation. Allie also shares her best advice for balancing motherhood and your career and tells why her husband is a huge part of her success. She ends by sharing a special offer to try JazzHR for yourself. “The pressure that I feel is the pressure that I put on myself.” Allie Kelly This week on SocialFly's Entreprenista Podcast: How to handle being the only woman in the roomWhat Kelly has learned from her non-traditional backgroundThe importance of building new processes within the organizationThe benefits of an employee-led cultureAllie's tips for catching the attention of recruiters Resources mentioned DigiCards Connect with Allie Allie's LinkedInCompany WebsiteCompany LinkedInCompany TwitterCompany Facebook Say “Hello!” To DigiCards™ Are you ready to take your virtual team meetings to the next level? Are you tired of yelling “You're on mute!” at your computer screen and letting the important points you were trying to make get lost? If you're tired of leading unproductive, distraction-filled team meetings, then it's time for you to say “Hello!” to DigiCards. Each pack of virtual meeting cards includes 20 color-coded professional cards designed to streamline your meeting communications while allowing each meeting to create an opportunity for collaboration and fun. Say “Goodbye!” to waving your arms, being ignored, and frantically typing in the chat. Start your next virtual meeting with DigiCards - the virtual meeting cards for entreprenistas. To grab your deck of DigiCards and bring fun, engagement, and collaboration back into your team meetings, visit www.hellodigicards.com. Use the coupon code: Entreprenista15 to receive 15% off your first order. Get In Touch! Hey Entreprenistas! If you don't want to miss an episode, check out our new texting service. You can now text us at (561) 468 3997 to be the first to know about new episodes, access exclusive content, and reach out with any questions you have for us. Drop us a text - we can't wait to hear from you! Become An Entreprenista! Thanks for tuning into this week's episode of The Entreprenista Podcast - the most fun business meeting for female founders, by female founders.
Visier, PeopleFluent announce integration. JazzHR hooks up with Gusto. Startups keep raising money. And more.
Connect with Tom Vranas: https://www.linkedin.com/in/tomvranas/ Connect with Meighan Newhouse: https://www.linkedin.com/in/meighannewhouse/ Connect with Carrie Missele: https://www.linkedin.com/in/carrie-missele-26a0162/ Timestamps: 00:52 - Introduction of Tom Vranas and his role at Everywhere Wireless 03:07 - Initial conversations and partnership between Inspirant and Everywhere Wireless 05:52 - Emerging Leaders Program and the thought process behind it 07:57 - COVID’s impact on onboarding 10:25 - Intentionality in culture building 12:29 - Carrie on Garfield comic and learning by osmosis 13:27 - Pre-conceived notions of people and culture 14:48 - Putting in the work to learn and grow 16:12 - Re-imagining culture in the micro and macro 21:30 - Most popular team-building events during pandemic 23:15 - Empathy and how to manage COVID fatigue 25:57 - Big audacious goals for 2021 28:09 - Being intentional about hiring and making an impact in the community Show Notes: Everywhere Wireless: https://ewfiber.com/ Learn more about Immersity: https://inspirantgrp.com/services/immersity/ Daily Mood Tracker: https://www.teammood.com/en/ JazzHR: https://www.jazzhr.com/ Chris Turner (British Improv Rapper): http://www.christurnercomedy.com/
In this episode we do a deep dive into job postings. How can you use job postings to attract the best job seekers to your opening. We review the structure your posting should follow from the job title to the required skills, to what information to share on your company. We also tackle the pros and cons of including salary information. Sources for this episode include JazzHR.com, socialtalent.com, proformablog.com and recruiting.com.
On Business as Usual, we have Andy Fraley, one of Pittsburgh's most prolific tech entrepreneurs, advisors and investors, joining us for what promises to be a dynamic conversation about his journey and insights for those building tech ventures in the region. Andy's tech chops go back to leading software development at FORE Systems, leading engineering at the Resumator (now JazzHR), cofounding CoManage and serving as CTO at SnapRetail. Ask Andy questions about building your startup, reminisce a little and get a dose of good vibes while you're at it!
Robby speaks with Michael Springer, Software Engineer at JazzHR. They discuss the importance (and challenge) of naming things in your code, how to adopt a package vetting procedure as a team, and strategies to simplify comprehension for new team members. Michael also shares the long-term impact on all dependencies and their dependencies.Helpful LinksMichael on TwitterSprngr.com[Book Recommendation] Deep Work: Rules for Focused Success in a Distracted World, Cal NewportSubscribe to Maintainable on:Apple PodcastsOvercastSpotifyOr search "Maintainable" wherever you stream your podcasts.
Starting a Counseling Practice with Kelly + Miranda from ZynnyMe
Teresa, founder of Hire Ventures, Inc. in Atlanta, GA, works with small business owners to simplify all things HR and Recruiting. In light of the COVID-19 pandemic, many of us have made the shift to virtual hiring. Teresa shared her insight regarding the impact virtual hiring can have on the onboarding process, and the benefits of defining a successful hiring framework. As a special offer for podcast listeners, Hire Ventures is offering 50% off their implementation and set up of JazzHR! Don’t miss out on this amazing deal so you can hit the ground running and make your next great hire!
The COVID-19 pandemic has caused seismic shifts in the labor market with some industries experiencing layoffs with others -- mostly in technology -- completely in full hiring mode. We are pleased to welcome Pete Lamson, CEO of JazzHR, to Business as Usual to talk about some of the key hiring trends in Pittsburgh and what's driving growth. Top companies across all industry verticals use the JazzHR platform to manage and streamline their hiring process. Pete has unique insight on hiring indicators based activity and data from across the JazzHR platform. Plus learn how JazzHR can simplify your hiring as you move into growth mode in 2021
In this episode, we have Pete Lamson, the CEO of JazzHR, an SMB-focused recruiting software/applicant tracking system company designed to streamline the hiring process. Unlike most of their competitors who are focused on the mid- and enterprise market, JazzHR serves small businesses of anything between 50 and 500 employees, offering a solid product that they continue to improve as well as delivering industry-leading customer support. Pete discusses why customer retention is such a high priority for them and how, during the height of the COVID pandemic, they remained laser-focused on getting results for their customers and investors. As part of their customer experience strategy, they offer free onboarding services that allow their customers to get comfortable and confident with their software so that they can get the most out of it – just one of their many strategies for offering top-class customer support. Switching the topic to his role as CEO, Pete discusses his recruitment by JazzHR four years ago and how the founder Don Charlton managed to strike the perfect balance between supporting him while also giving him enough space to develop his own ideas, and he advises listeners on the most important considerations for any new CEO. For more on recruitment software, founder-CEO relationships, and customer experience, be sure to tune in! TIME-STAMPED SHOW NOTES: [00:21] Before we jump into today’s interview, please rate, review, and subscribe to the Leveling Up Podcast! [00:49] Pete talks about his entrepreneurial career and his biggest influences along the way. [02:19] Learn what kind of business JazzHR is and how Pete and his team make money. [03:11] How their solution simplifies and improves the recruiting process for their customers. [04:11] Hear some impressive metrics on their ARR, number of employees, and growth rate. [05:04] What makes JazzHR different from other recruitment software companies. [06:53] Some of the positive feedback they are getting and their focus on customer retention. [07:45] Advice for driving good customer experience, including offering onboarding services. [10:53] Pete talks about their approach to onboarding new customers and the time it takes. [11:35] Being recruited as the CEO four years ago and how the board equipped him to succeed. [13:58] Get a sense of how effectively the founder Don Charlton supports Pete as the CEO. [17:10] The actions Pete and his team have had to take to keep afloat when the pandemic hit. [20:03] Overcoming the downturn by continuing to prioritize results for customers and investors. [21:03] The most important PMF-related questions to consider as a new CEO. [23:10] Pete talks about Sisense as his most trusted tool, especially in the context of COVID. Resources From The Interview: Pete Lamson on LinkedIn JazzHR Carbonite Indeed ZipRecruiter Taleo Greenhouse Don Charlton on LinkedIn Kommute Sisense Must-read book: The Hard Thing About Hard Things Leave Some Feedback: What should I talk about next? Who should I interview? Please let me know on Twitter or in the comments below. Did you enjoy this episode? If so, please leave a short review here Subscribe to Leveling Up on iTunes Get the non-iTunes RSS Feed Connect with Eric Siu: Growth Everywhere Single Grain Eric Siu on Twitter
Tim Pratte, SVP Diversified Services at PrismHR, and Pete Lamson, CEO at JazzHR, join the show to talk about small businesses, what's going well right now, and where they see industry going.
The Top Entrepreneurs in Money, Marketing, Business and Life
Results oriented executive with a 25 year history of a strategic, metrics-driven approach to accelerated revenue. Focus on the global small business market with deep experience in B2B high velocity new customer acquisition. As CEO of JazzHR, Lamson is responsible for JazzHR’s strategic direction, company performance, day-to-day business operations, and serves as a support center for our revenue teams.
The announcer of the podcast, Michael Springer guested on the show. Michael is a software engineer at JazzHR and he spends his free time tinkering on hobbyist projects ranging from writing chat bots to building plastic robots.
The announcer of the podcast, Michael Springer guested on the show. Michael is a software engineer at JazzHR and he spends his free time tinkering on hobbyist projects ranging from writing chat bots to building plastic robots.
The announcer of the podcast, Michael Springer guested on the show. Michael is a software engineer at JazzHR and he spends his free time tinkering on hobbyist projects ranging from writing chat bots to building plastic robots.
The announcer of the podcast, Michael Springer guested on the show. Michael is a software engineer at JazzHR and he spends his free time tinkering on hobbyist projects ranging from writing chat bots to building plastic robots.
In this episode, JoDee and Susan discuss employee development with Jenny Budreau and Michelle Baker from FORUM Credit Union and SHRM's Ann Godmere. Topics include how to create a culture of learning, the value of employee development, and training trends. Visit www.getjoypowered.com/show-notes-episode-97-shrm-credit-investing-in-employee-development-your-competitive-advantage for full show notes and links. This episode is sponsored by JazzHR. Say goodbye to outdated hiring processes like spreadsheets and inbox recruiting and hello to powerful, user-friendly hiring tools designed to streamline your entire candidate-to-employee journey.
his Week in Rec Tech is Sponsored by Rejobify.com JazzHR Enhancements https://www.jazzhr.com/blog/save-time-and-stay-organized-with-jazzhrs-enhanced-offers-and-esignatures/ GoGame https://hrtechfeed.com/the-go-game-launches-virtual-culture-building-platform/ Jobvite https://hrtechfeed.com/jobvite-expands-evolve-talent-acquisition-framework/ PandoLogic https://hrtechfeed.com/pandologic-announces-continued-workforce-recovery-grant-efforts/ ########## Dont just reject candidates, Rejobify them. The Rejobify rejection email service will help those you cant hire. Give back to the candidates who take the time to apply with your company….book a demo today at rejobify.com
For the past four years, Lauren Johnson has been a Mental Conditioning Coordinator for the New York Yankees. She has consistently focused on pushing the limits of high performance. Lauren herself is an experienced University soccer player and she has used that athletic experience, her schooling and a passion to improve performance through mental toughness to build her own rewarding career path. She works with elite athletes, military personnel, business leaders and, of course, the New York Yankee baseball players, staff and prospects. From the playing field to the boardroom, Lauren helps top performers develop mental toughness so they can be their best regardless of circumstance. Her practical, straight-forward advice and performance strategies provide tangible results and skills that help individuals push through the inevitable challenges life throws at us In this episode, Big Idea Big Moves Host Jamie Allison talks with Lauren about her own transition from collegiate athlete to mental conditioning expert, working through career transitions with her athletes, the high performance habits of elite performers and how anyone can build and enhance their own mental focus and toughness. Tell Lauren and Jamie what you think about this episode by leaving a review and rating. It helps us get the message out there! Download your own FREE BIG MOVE PLAN TEMPLATE - Knock 2020 Part 2 out of the park! Click Here www.bigideabigmoves.com Instagram : @bigidea_bigmoves Facebook @bigideabigmoves Need Help Getting Back to Work? Not getting call-backs. Don't wait. Get out there now. Visit JazzHR - awarded the most UserFriendly ATS
Monika Kretshmer is the CEO and Founder of The Universal Womens Network™ , a global platform committed to gender equality by raising the bar to advance women in their networks, communities, and workplaces. The organization connects, celebrates and recognizes women along with men who SupportHER™ to empower women to succeed personally and professionally. In six short years, Monica has built a recognizable brand and spearheaded partnerships with government agencies, non-profits, venture capitalists, and women’s organizations. In 2015, Monica created the Women of Inspiration™ Awards . Monica’s own personal story of resilience was the fuel to create the awards to honour a woman who helped her through that difficult time. Women of Inspiration™ has celebrated over 700+ women since 2015. She has produced over 80+ events, interviewed hundreds of women and expanded her brand nationally and globally as a result. In this episode, Jamie Allison talks with Monika about her entrepreneurial journey, how the movement for gender equality might be impacted by COVID-19 and how men can help support the cause. Tell Monika and Jamie what you think about this episode. www.bigideabigmoves.com Instagram : @bigidea_bigmoves Facebook @bigideabigmoves Need Help Getting Back to Work? Visit JazzHR - awarded the most UserFriendly ATS
This week on the Matt Baxter Show, we are joined by an extraordinary group of people to discuss not only what the Black Lives Matter movement means for our society and everyday life, but also the effects that it must have on the workplace in order to achieve progress. On the show: - Kimberly S. Reed ( https://www.linkedin.com/in/kimberlysreeddiversity/ ) , global diversity, equality & inclusion executive strategist. - Asante Cleveland ( https://www.instagram.com/asantecleveland/ ) , business owner, investor, podcast hose, and former NFL Tight End. - Derrick B. Hayes ( https://www.linkedin.com/in/derrick-hayes-522314169/ ) , speaker, author, leadership coach, and former Detroit Police Officer. - Melissa Dobbins ( https://www.linkedin.com/in/melissadobbins/ ) , founder and CEO of career.place. - Pete Lamson ( https://www.linkedin.com/in/petelamson/ ) , CEO of JazzHR.
The Bright Ideas eCommerce Business Podcast | Proven Entrepreneur Success Stories
Selling software that handles the HR processes of 6000 small businesses is no easy feat. Having the majority of them renew every year is no less challenging. Pete Lamson, the CEO of JazzHR, believes a good product, engaging customer support, and competitive price are the keys to acquiring and retaining customers. How is Pete selling software and retaining customers long after? Find out in this episode.
On this episode we will talk to the CEO of JazzHR an SMB focused recruiting software company based in Pittsburgh and get his take on the what they’re seeing in the job market and learn about what else the company has been up to. Full transcript will be available on RecTechMedia.com
We kick off the show with Pete Lamson talking about JazzHR unveiling its white label platform for hiring.
This Week in Rec Tech is Sponsored by Rejobify.com ClearCompany Adds Texting Feature https://hrtechfeed.com/icims-acquires-opening-io-launches-new-ai-solution-for-building-transformative-workforces-at-scale/ JazzHR Launches White Label Solution https://hrtechfeed.com/mhr-international-introduces-a-new-era-of-remote-work-experience-with-u-s-launch-of-people-first-connect/ Hackerrank Remote Hiring https://hrtechfeed.com/recruitology-to-launch-virtual-career-fairs/ HireClix Launches their own candidate experience lab https://hrtechfeed.com/hireclix-launches-candidate-experience-lab/ OysterHR acquires Carrom https://hrtechfeed.com/oyster-acquires-carrom-to-accelerate-global-employment-platform/ Finally...Salary.com has released new survey data that shows 66% of employers either reduced their workforce or negatively impacted employee pay in response to COVID-19, though just 10% of survey respondents expect the layoffs to be permanent. The survey revealed that 32% of employers laid off people (temporary or permanent), 10% saw a reduction in base pay, and 21% reduced variable pay (including bonuses and commissions). In addition to the expectation that 90% of layoffs may be temporary, 65% of employers reported that base pay remained unchanged and 45% say they are leaving merit raises in place in 2020. Got a project that an HR freelancer can handle? From writing an employee handbook to freelance sourcers to HR bloggers you can find the right freelancer to handle your HR or recruiting needs right now on https://hrlancers.com/ - browse more than 500 freelancer profiles today
Jairek Robbins is a best-selling author, entrepreneur, a successful performance coach and speaker. At just 23 he was awarded the Congressional Award from the US Congress. He has worked with business owners, executives and leadership teams to help optimize their personal performance and business growth. He has been a featured speaker for clients ranging from Coldwell Banker and Remax to Mercedes and United States Olympic Team. In this episode host Jamie Allison talks with Jairek about a system businesses can use to save thousands on their bottom lines, how we can alleviate fear and stress through physical and brain conditioning and how thinking positively isn't enough if we don't take specific action. Please consider leaving a rating and review on your favorite podcast platform. Tell Jairek and Jamie what you think about this episode. www.bigideabigmoves.com Need Help Getting Back to Work? www.epitomehr.com JazzHR - awarded the most UserFriendly ATS
During this episode of Tech Qualified, Tristan Pelligrino and Justin Brown chat with two marketing leaders from JazzHR. The conversation features the CMO, Allie Kelly, and the Content & Communication Manager, Kelly Peters, of JazzHR. The conversation provides a glimpse into their backgrounds, uncovers how the organization leverages content within their overall marketing strategy and dives a little deeper into what JazzHR has done to respond to the uncertainties prospects face right now. Episode Highlights: Allie Kelly and Kelly Peters each discuss their professional work experience and what has brought them to JazzHR JazzHR helps organizations streamline their hiring process, especially smaller organizations that don’t have the internal infrastructure in place to manage the entire process Allie discusses the transition JazzHR has made from a complete “on-premise” team to a fully remote team The two professionals discuss how JazzHR has become a way for organizations to leverage remote hiring practices Allie breaks down the unique offer JazzHR developed to help health care organizations with their hiring process during the coronavirus pandemic With applicant tracking software, there are a number of solutions available to companies and the market is crowded JazzHR has a big commitment to helping out their channel partners JazzHR is essentially a 100% inbound organization, using content and other marketing initiatives to drive demand for their software Even though JazzHR has a price point that seems transactional, the sales process operates very much like an enterprise sale because it touches everyone within the organization JazzHR has an extremely low churn rate and content plays an important role in this process The organization leverages feedback from customers to generate ideas and content topics JazzHR uses a lot of data to build helpful reports and other educational content for prospects and customers Engaging with peers and colleagues remains one of the biggest sources of inspiration & information for their existing roles Key Points: JazzHR created a completely free offer for organizations in the midst of this pandemic situation and built an entire campaign around it to get more traction and simply help their community JazzHR’s marketing team brainstormed ideas on how to respond to the social distancing situation and settled in on a solution that just aimed to be helpful JazzHR commits to taking a thought leadership approach to attract prospects at the top of the funnel Resources Mentioned: Allie Kelly: LinkedIn Kelly Peters: LinkedIn JazzHR: Website Motion: Ultimate Thought Leadership Course for B2B Tech Companies
Laura Gassner Otting is the best-selling author of Limitless: How to Ignore Everybody, Carve Your Own Path, and Live Your Best Life. She is a top ranked speaker and considered a top thought leader on mission-driven work. She has been interviewed on Good Morning America, The Today Show and the Jordan Harbinger Podcast. In this episode, Jamie and Laura talk about families adjusting to self isolation during the COVID-19 pandemic, taking this time to reflect both personally and as a family, and carving your own path moving forward. Her energy and enthusiasm is refreshing. Listen to find out how you can move past limiting beliefs and practices to a life of fulfillment. She walks through some practical strategies you can use in order to define your own path, whether that means a pivot in your career and your job or something new entirely - something many people are re-evaluating in their lives right now. We’ll discuss why we sometimes feel stuck and unfulfilled because of the way we define success and chase happiness and what we can do instead. Laura’s entrepreneurial edge has been well-honed over a 25-year career that started as a Presidential Appointee in Bill Clinton’s White House, . She left a leadership role at a top nonprofit search firm, to expand the startup ExecSearches.com. Laura also founded and ran the Nonprofit Professionals Advisory Group, which she sold to the team that helped her build it, both because she was hungry for the next chapter and because she held an audacious dream of electing our nation’s first female president. Along the way, while serving on Hillary Clinton’s National Finance Committee, she was asked to do a TEDx talk which became so popular that it launched a speaking career. Laura has spoken across the United States and internationally to universities, companies, conferences, accelerators, TEDx, and the US Military. JazzHR - awarded the most UserFriendly ATS https://www.jazzhr.com/?utm_source=partner-epitomehr.
Guest Sean Cantwell is a founding team member and Managing Partner with Boston-based Volition Capital, a technology-oriented growth equity and venture capital firm that raised $600 million in separate funds for new investments in 2019. While Volition invests in companies across America, Cantwell has distinguished himself as a growth equity professional dedicated to Boston’s startup community where he focuses on software, technology-enabled services and Internet investments. Cantwell and Volition have invested growth capital in a wide range of Boston-based companies including GRAX, TraceLink, JazzHR, and VisualIQ, among others. Prior to joining Volition Capital, Cantwell was an investor at Fidelity Ventures and worked at Summit Partners where he focused on technology growth equity investments. He began his career at Arthur Andersen. Discover more Boston Speaks Up at Boston Business Journal's BostInno: www.americaninno.com/boston/boston-speaks-up/
Sean McAfee, Director of TechOps at JazzHR, and Patrick Graham, technical lead on Postmark’s customer success team, talk to us about inbound email processing. We discuss how inbound processing and parsing works and then explore how JazzHR, a leader in the recruiting software industry, utilizes this functionality to power two-way messaging for their platform. By providing this behind the scenes look into two-way message processing, we hope that you’ll come away with some ideas on how you might be able to implement inbound email for your business or side-project.
Special thanks to Hiretual.com First Up CultureAmp Receives $82 million in funding https://recruitingheadlines.com/culture-amp-raises-82m-to-double-down-on-the-people-culture-space/ HireVue to get New Investor https://recruitingheadlines.com/hirevue-receives-another-investment/ JazzHR launches HR marketplace https://recruitingheadlines.com/jazzhr-launches-marketplace-to-expand-customers-hr-capabilities/ Stoke raises $4.5 million https://recruitingheadlines.com/stoke-raises-4-5-million-to-help-companies-tap-into-the-growing-freelance-workforce/ TripleByte expands blind recruitment tool https://recruitingheadlines.com/triplebyte-expands-its-background-blind-recruiting-platform-to-take-on-linkedin-in-hiring-technical-talent/ Follow Recruiting Headlines on social media: @recheadlines on Twitter Facebook Linkedin
Don Charlton, Founder and former CEO of our partner JazzHR, comes on the show to talk about what it's like being an entrepreneur and building a business!
Pete Lamson, CEO of JazzHR, comes on the show to discuss his career, successes and bumps along the road, and what gets him out of bed in the morning. Pete is an excellent leader and we are ecstatic to be partnering with him and his fantastic organization!
The StepStone group acquired 85 percent of the US-American company Appcast for about EUR 70 million. Appcast is the leading technology provider for programmatic job advertising in the US. With the acquisition, Axel Springer continues its growth strategy and further expands the StepStone group’s portfolio of intelligent recruiting and matching tools. Appcast specializes in displaying job ads online precisely where suitable candidates find them. Appcast’s clients include well-known US brands as well as hundreds of other companies from all industries. Appcast was founded by CEO Chris Forman in 2014. He will continue to lead the company after the takeover of the majority stake by the StepStone Group. Today, the company headquartered in Lebanon, New Hampshire, already employs about 100 people. https://recruitingheadlines.com/appcast-acquired-by-stepstone/ PITTSBURGH, July 10, 2019 — JazzHR, the leading recruiting software provider for small and medium-sized businesses, today announced an integrated partnership with candidate-assessment provider Wonderlic to enable companies make more informed hiring decisions. JazzHR users can now view results from Wonderlic’s scientifically backed “Wonscore®” tests right from JazzHR – empowering them to compare candidates, predict engagement and accelerate time-to-hire. Wonscore assessments are designed by industrial-organizational psychologists to evaluate candidates for cognitive ability, motivation and personality. Seeing how candidates scored in each of these areas without leaving JazzHR saves time and gives hiring teams a competitive edge in making the right hire, faster. “We’re so excited to combine JazzHR’s easy-to-use recruiting solution with the power of Wonderlic’s pre-employment testing,” said JazzHR’s VP of Strategic Alliances, Amanda Friedl. “Users can now move candidates through their recruiting stages with confidence reinforced by each candidate’s Wonscore.” https://recruitingheadlines.com/jazzhr-partners-with-wonderlic-pre-employment-testing-provider/ 15Five, the pioneer in continuous performance management, today announced the close of a $30.7 million Series B round led by Next47, a global venture firm created by Siemens, with participation from Matrix Partners, PointNine Capital, Jason Calacanis’s LAUNCH Fund, Newground Ventures, Bling Capital, Chaifetz Group, and Chicago and Salt Lake City-based Origin Ventures, which led the startup’s Series A funding round. This latest round of financing brings 15Five’s total capital raised to $42.6 million. 15Five will use the Series B funding to further accelerate growth, scale sales and marketing, and continue to invest heavily in their innovative product that delivers on the promise of their unique Best-Self Management methodology. 15Five’s further investment in talent, will more than double its 2018 headcount by the end of 2019 to a total of 190 employees. “This latest round of funding signifies a paradigm shift in organizations’ people management practices, driven by a new generation of employees,” said David Hassell, co-founder and CEO of 15Five. “Millennials perform at their peak when given regular feedback, flexibility in how they work, and growth opportunities. Now as managers, directors and even founders, they see the value of investing in technologies that enable thriving workplaces. We believe that the market has arrived and demand for talent management software like 15Five will continue.” 15Five differentiates itself by basing its product and Best-Self Management approach on the latest research in organizational development and positive psychology. This new approach posits that when leaders build cultures and institute practices that support people in being and becoming their Best Selves, then high performance and uncommon loyalty are the result. Best-Self Management begins with a “Best-Self Discovery” process—setting at least one Personal Development Objective along with other quarterly OKRs—and leverages other key 15Five features like the Weekly Check-in and 1-on-1s. https://recruitingheadlines.com/15five-raises-over-30-million-for-its-performance-management-software/ Every day, hundreds of our military personnel leave the service in search of civilian employment. On July 25th, employers across the country are reminded to consider these servicemen and women as highly trained, qualified individuals to fill open positions in their ranks during National Hire a Veteran Day. While legislation is in place protecting separating servicemen and women as they enter the nonmilitary workforce, the best way a potential employer can honor a veteran is to hire one! Around the world, our military personnel serves to protect our freedom. While they are doing so, provide their returning brothers and sisters with the opportunities to pursue a career in the civilian world. Find qualified candidates for a range of fields from Information Technology, Engineering, and Cyber Security, to Sales, Marketing, Management, Finance, Healthcare, Skilled Trades, and so many more! HOW TO OBSERVE “Hire for Attitude, Train for Skill” and do it with a Veteran! Starting in July and throughout Veterans Day you can post your current job openings to Hire Our Heroes Veteran Job Board by visiting www.hireourheroes.com for a 50% discount on 1 year of unlimited job postings by entering the code “Hire a Vet”. For year-round partnerships, employers and veterans can find more assistance and free training resources at www.hireourheroes.com and search for the latest job opportunities. Please take a moment to Honor our men and women of Armed Forces by offering them your time and consideration in the civilian workforce and use #HireAVeteranDay to share on social media. https://recruitingheadlines.com/national-hire-a-veteran-day-set-for-july-25th/ Amazon has pledged to upskill 100,000 of its employees across the United States, dedicating over $700 million to provide people across its corporate offices, tech hubs, fulfillment centers, retail stores, and transportation network with access to training programs that will help them move into more highly skilled roles within or outside of Amazon. Amazon’s Upskilling 2025 pledge invests in a range of new upskilling programs to serve employees from all backgrounds and Amazon locations. Programs include Amazon Technical Academy, which equips non-technical Amazon employees with the essential skills to transition into, and thrive in, software engineering careers; Associate2Tech, which trains fulfillment center associates to move into technical roles regardless of their previous IT experience; Machine Learning University, offering employees with technical backgrounds the opportunity to access machine learning skills via an on-site training program; Amazon Career Choice, a pre-paid tuition program designed to train fulfillment center associates in high-demand occupations of their choice; Amazon Apprenticeship, a Department of Labor certified program that offers paid intensive classroom training and on-the-job apprenticeships with Amazon; and AWS Training and Certification,which provide employees with courses to build practical AWS Cloud knowledge that is essential to operating in a technical field. https://recruitingheadlines.com/amazon-launches-initiative-to-upskill-100000-u-s-employees/ Follow Recruiting Headlines on social media: @recheadlines on Twitter Facebook Linkedin
Since its launch more than a year ago the Facebook job board has been missing jobs from one key segment: corporate employers. They simply did not have an easy way to share their jobs to the Facebook audience other than their own business page. But good news has arrived... Facebook will be partnering with ATS vendors to include their clients jobs into the Facebook job board automatically. This move will certainly add a huge number of credible, professional listings to the social network alongside the thousands of small business jobs already being posted. I was able to reach Facebook for comment and uncovered some additional details about which vendors have signed on so far. We currently work with a number of partners including SAP SuccessFactors, Workable, JazzHR, and Talentify. We’re looking to grow these partnerships as we know many businesses are already working with HR solution providers to manage their hiring needs and we want to make it easier for businesses to tap onto the tools they already use, and help more people find jobs. We have a Jobs XML Feed, which enables partners to publis job posts on behalf of employers directly on Facebook. Job seekers are redirected to the employer’s career site, and can apply to the role on the employer’s career site. Employers can also create jobs in their Applicant Tracking System, and automatically publish that job to Facebook. https://recruitingheadlines.com/facebook-job-board-opens-up-to-employers-through-ats-partnerships/ BALTIMORE – StafQuik, a contingent staffing technology company, is introducing a faster, more efficient way for staffing agencies to connect their workforce to job opportunities. Using StafQuik’s platform, an agency can stay engaged with their highly mobile talent pool no matter where they are, independent of their devices or phone numbers, with significant improvement to the bottom line. StafQuik’s easy to use platform gives recruiters the ability to instantly connect the right workers to the right positions. Workers are notified of opportunities in less than one minute, and recruiters receive responses in minutes rather than hours, while getting insight into workers’ progress to job sites. Clients get all positions filled without any “no-shows,” resulting in more billable hours and time savings for recruiters. StafQuik is designed to work well with temporary staffing agencies’ back-of-house systems, such as payroll, applicant tracking and billing. StafQuik can demonstrate potential savings of $100,000 per year or more, while also providing best-in-class service to corporate clients. More information is available on the company’s website, http://www.stafquik.com. https://recruitingheadlines.com/stafquik-gets-500k-for-its-job-push-notifications/ SparcStart has created Amplify VMS (Video Management System) for creating, sharing, approving, cataloguing and editing recruitment videos. One central platform that every recruiter can access for brand-appropriate and brand-approved videos will simplify the management, and amplify the visibility, of candidate focused content. Whether videos were created by Corporate Marketing, SparcStart, Skill Scout, VideoMyJob, Stories Incorporated, AltruLabs or in-house on phones or webcams, the Video Management Center will make them readily available to the entire Talent Acquisition team. Amplify VMS also facilitates the creation of employee generated content with templated requests for Employee Testimonials, Q&A videos, Day in the Life videos, and special event or project videos. https://recruitingheadlines.com/sparcstart-launches-video-management-system-for-employers/ NEW YORK, April 30, 2019 –Namely, a leading HR platform for mid-sized companies, today announced a new integration with Hire by Google, a recruiting app built for organizations using G Suite. Available to shared clients today, this solution helps companies connect their HR and applicant tracking systems in order to minimize time-consuming data entry and speed new hire onboarding. “Our deep integration with Hire by Google helps joint clients streamline the earliest interactions between an employee and their company,” said Graham Younger, president and chief revenue officer, Namely. “By using Google’s robust architecture to instantly create a new employee record in Namely each time an applicant is hired, we’re speeding the onboarding process for HR, reducing even more burden for HR administrators, and creating a better employee experience from the initial interview to the first day on the job.” https://recruitingheadlines.com/namely-integrates-with-hire-by-google-for-onboarding/ And speakign of Google ….For enterprises, tracking down the right approvers for new job requisitions and offers can take time away from critical tasks like finding and interviewing great talent. To optimize Hire for these businesses, we enhanced the requisition and offer approval flows to automatically suggest approvers for new job requisitions or offers. This makes it easy for large organizations to establish consistent global approval processes, while empowering recruiters to move faster. We also introduced a referral portal to encourage every employee to source top talent, which can mean thousands of referrals for a large organization, and released a set of interactive reports to empower more informed decision making, so enterprises can make the most of all their data and optimize complex hiring processes. Lastly, we expanded our connection to the larger HR technology ecosystem through APIs and pre-built integrations with Namely, Sapling, AppogeeHR, and Zenefits, so customers can easily manage the entire employee lifecycle and improve the experience for new hires. https://recruitingheadlines.com/hire-by-google-is-now-optimized-for-the-enterprise/
Nashville didn't know what hit it. The boys made their way South for two of the most popular conferences of the season this week. In addition to wrapping up the two events, news about Indeed, Rectxt, JazzHR and more are covered en route on the way home at 80 MPH in Chad's car. Enjoy and show our sponsors some love: Sovren, JobAdX and Canvas.
There are significant tax incentives for employers to attract, hire, and retain individuals in specific untapped markets. To support these initiatives, the government sponsors the Work Opportunity Tax Credit (“WOTC”) – an employment tax credit to incentivize hiring individuals with certain barriers to employment. Check out our latest episode of Raising the HR Bar highlighting the benefits of hiring veterans, disabled veterans, and individuals with criminal records. Employers who hire individuals in these target groups are eligible to earn a tax credit between $1,200 and $9,600 per employee. The amount of the credit depends on the target group of the new employee and the number of hours worked for the business. For example, if an employee works at least 120 hours, the employer may claim a tax credit equal to 25% of that employee’s first year wages, up to the maximum tax credit. A business that hires a disabled veteran who has been unemployed for at least 6 months may receive up to $9,600 in tax credits. To maximize the tax credits our clients receive, MBA partners with HIREtech, a national tax credit company. HIREtech is fully integrated with MBA’s technology platform, along with our Applicant Tracking System, JazzHR. The process is simple and streamlined. When a new hire is completing their electronic new hire paperwork, survey questions help determine whether the new hire is in a WOTC target group. By selecting “yes” to certain questions, HIREtech automatically sends the required forms to the applicable state agencies to begin the process of obtaining tax credits for the employer. Importantly, because of MBA’s partnership with HIREtech, our clients do not have to interact with any state agency to obtain these credits nor are they charged any upfront costs or setup fees. HIREtech only charges a percentage of the total tax credit if one is received. Providing opportunities to individuals with barriers to employment is mutually beneficial. Employers may be overlooking qualified talent in untapped markets. By focusing your recruiting efforts on veterans, disabled veterans, and individuals with criminal records, employers will benefit from valuable workers and financial incentives under the WOTC program. For more information about MBA’s partnership with HIREtech and obtaining tax credits, contact a member of our Client Services team at info@mbahro.com or 888.622.6460. To discuss how businesses can strategically access untapped markets, the applicable laws for each target group, and additional benefits of providing employment opportunities for these individuals, contact an HR Consultant at HR@mbahro.com. To view the Webinar in it's entirety click here.
Abbie Hawkins is the Senior Channel Account Manager for JazzHR, the best hiring software in the pet industry. Listen in to see how over 60 pet sitting companies are turning their “I don’t have anyone to hire” problem into “I have too many qualified applicants to sift through” This is a great episode you will […]
The Top Entrepreneurs in Money, Marketing, Business and Life
Pete has 25 years of experience in leadership roles with high growth companies, spending the majority of his career with technology solutions designed for the global small business community. Prior to joining JazzHR, Pete was Senior Vice President of Global Sales at Carbonite where he was responsible for all revenue and led the company's expansion into the SMB market, which grew to exceed 100,000 paid small business customers. Pete was a member of the Carbonite IPO leadership team. Previously, Pete served as SVP & GM for NameMedia’s SMB-focused Domain Marketplace, the largest of its kind in the world, and Chief Operating Officer of Monster Worldwide's consumer relocation division, helping small businesses convert new movers into lifetime customers. Pete is a graduate of Middlebury College and Harvard Business School.
Business Owner's Freedom Formula | Actionable Advice for Small Business Owners
Just like any local business, it's all about the people that are out there delivering your service. And, as you know, it's usually a constant struggle to hire the right people for your team. We try Craigslist. We try Indeed. We scrape around and find other places to post...and then have to weed through a bunch of applicants that don't fit. Those days are gone with JazzHR. Streamline and automate your application process so you're only spending time ON HR tasks that move the needle.
Pete Lamson is CEO of JazzHR, who has raised the bar in the recruiting software industry. JazzHR is the first company to put powerful, yet easy-to-use recruiting software in the hands of startups, growing companies, and even presidential campaigns. Listen to what Pete Lamson did to grab the a spot on the INC5000. Website: http://www.jazzhr.com INC5000 Profile: http://www.inc.com/profile/jazzhr – 2017 Rank 3390 // 3-Year Growth 94% //Employees 350 // 2016 Revenue $5.6 M
JazzHR is a powerful, user-friendly, and affordable recruiting software that is purpose-built to help growing companies exceed their recruiting goals. JazzHR's software replaces time-consuming and manual hiring tasks with intuitive software designed to help recruiters and hiring managers find, recruit, and hire the right talent, fast. The platform helps with posting jobs from one place to all the major sports (Linkedin, etc.) and then allows you to schedule interviews and have other employees rate them based on the interview. You can even extend an offer right from the platform to a person The company also recently announced that it has closed a $6.6 million financing round bringing the company's total funding to $25M since launching in 2009. I invited JasHR's CEO, Pete, Lamson onto the show to explore what they are doing and learn more about the current HR Tech Scene. Pete and I also discuss the affects of net neutrality.
Austin Meyermann is a recruitment marketing specialist. We talk about how to stop the revolving door of seasonal employees for attractions with a year-round approach to recruitment, incorporating social media the right way, and powering referrals and retention with creative incentives. Our buddies at www.TalentCMO.com were happy to share info to some of the tools (many are free) they recommend as part of your recruitment marketing kit. "For email recruitment marketing, we use MailChimp. It's free for up to 2,000 contacts. To manage recruiting oriented posts across social media profiles, we use Hootsuite. It's free up to 3 social media platforms. Hotjar is a great tool to use to see what candidates are clicking on once they are on your website. This is very helpful since you don't want to have a page on your website where no one clicks. No clicks, no leads, no clients. To create simple graphics for social media posts, or even some for your website, analytics reports, etc., we use Canva. It's a free tool that has many graphic design templates. Lastly, we love using JazzHR. It's our partner of choice when it comes to applicant tracking system (ATS). They make it very easy to navigate a hiring process from posting a job, to setting screening questions, communicating with candidates, moving through the hiring process, etc."
Giddyup kids! Episode 19 is in the books. Chad and Cheese are hot on Google Hire's exploding interest and latest product demo. Chad breaks it down like a math problem. CareerBuilder's 15 year marriage to Gannett ended in divorce this week. You'll never guess who was waiting in the wings as Gannett swiped right! JazzHR got $6 million in funding. Talk about great timing, as we're not sure they'd get the same interest with Google Hire live today. The boys also discuss the variety of ATS execs and what stye think of Google Hire. Also, AI is still in the news and some company in Wisconsin is putting microchips in employees. WTF? As always, visit our sponsors America's Job Exchange, Sovren and Wonscore. They make it all possible.
Don Charlton founded JazzHR in 2009, and established the company as a leader in SMB-focused, SaaS recruiting solutions. A graphic designer turned software engineer, entrepreneur, startup evangelist, writer and speaker. Don is the influential leader and innovator for JazzHR’s product organization and widely regarded as a thought leader in the recruiting software industry. Follow Don on Twitter: @Dontrepreneur
Kevin O'Brien, Vice President of Strategic Alliances at JazzHR, joins me, Jen Spencer to discuss challenges when starting a channel program, scaling and tiering, creating a culture of partnership and more on this episode of The Allbound Podcast. Jen: Hi, everybody, welcome to another episode of The Allbound Podcast. I'm Jen Spencer and today I am joined by Kevin O'Brien who is Vice President of Strategic Alliances at JazzHR. Welcome, Kevin. Kevin: Welcome, Jen. It's great to be here. Jen: Well, I'm so glad to have you on the podcast today. I think it'd be great if you could just tell us a little bit about JazzHR just so we have a frame of reference of what you do every day. Kevin: That's great, yes. So JazzHR is a recruiting solution for small businesses. Small businesses all over North America are having the same challenges that a lot of larger businesses have in terms of how do they find talent, how do they get applicants to new roles that they're trying to fill, how do they screen them and interview them and ultimately bring them through to an offer. And Jazz has built an end to end solution that helps them get exposure onto a lot of the well-known job boards that are out there like LinkedIn, Indeed, Glassdoor and more. So, it allows them to power their own careers page so that they can actually get visibility into their open roles and then provide a series of tools and solutions so that they can easily screen and identify who to call, who the candidates are going to be and then bring them through in an interview process in a very collaborative manner. So, we've helped tens of thousands of small businesses hire about 300,000 employees over the course of our existence. And we're seeing great success in the market today. Jen: That's wonderful. It's really wonderful to hear. Hiring, recruiting and onboarding are such big business challenges for organizations, so it's great that you're helping them alleviate a lot of those pains. I want to dig into JazzHR's partner program and also kind of frame the conversation. You and I met at that small business Web Summit and I was sitting in your session. You were speaking about how to really grow a partner program and how to enable and support partners. So, I immediately went to your partner page on the JazzHR website. And first of all, it's great, it's so thorough, it spells out everything perfectly for any prospective partner hoping to work with you. I mean, it seems like that partner program is very well established. So, can you share a little bit about how long it took to ramp up to where you are now and what had to be in place to get to where you are? Kevin: Yeah, happy to, happy to. Yeah, the program at JazzHR has been around for just about a year, coming up on a year in May or June. To us a small business is a company that has up to 500 employees. So generally, small businesses have anywhere between 20 and 500 employees to be able to have the need to use JazzHR for their system. And what we found was a lot of these companies are already working with trusted advisors for their HR needs, so maybe they're working with HR outsourcers, maybe they're working with compensation consultants, maybe they're working with other technology providers like HRIS systems and so forth. And those companies and organizations tended to be in a great position to not only introduce their clients to sort of the next wave of technology that they needed to bring onboard, but also they needed to be able to answer the next question that their clients had which is, ''Hey, can you help me with my hiring needs and help me get my hiring needs from offline to online.'' And so, when we saw this at JazzHR, we knew that we had to have an indirect strategy. And so, we built out a program that was tailored to local consultants who had one-to-one relationships and face-to-face relationships with local businesses. We put a program in place so that it was easy for them to get educated on what are the challenges that their customers have with hiring and have Jazz help to solve them. And then we also have an indirect strategy around integrations where we built out an API so that we could tie in some of the technology systems that we're bringing these solutions down to small businesses as well. And so, we had to have all of that in place and then we had to build in sort of a partner portal with a marketing portal so that they could get access to this information and track their customers and then get rewarded for bringing new customers into Jazz. So, it took a good three, four, five months to get the infrastructure set up and then it's been in place since around May or June of last year. And so, we're 9 or 10 months into it and the program is really growing very quickly and we're having a lot of success in helping these partners bring hiring and recruiting solutions down to their customers. Jen: Well, you guys have been really busy. You have accomplished quite a lot in a very short period of time. Kevin: Yeah, yeah. I mean, luckily the solution set for Jazz has been built out over a lot longer period of time than that. So, Jazz is what was founded as a company called the Resumator in 2009. And so, it's a fully functioning end to end suite for recruiting solutions. The whole company really rallied around it and we had support from our executive leadership all the way down to our product, marketing and sales teams. There's definitely a need in the market for these local consultants and technology providers to help their clients move their hiring from offline to online. So, the opportunity was there, the solution was there and we were able to build up the infrastructure to connect the two and really start to ramp the program. Jen: That's great. Not to go down like a memory lane with you, but you look at your career and you definitely have had a general focus. You were the VP of Partners at HootSuite, you were Senior Director of the app partner program at Constant Contact. I'm just curious, what do you feel you've really been able to bring with you from company to company as you work to scale a channel partner program? Because I see a lot of individuals, a lot of channel professionals and they go and they build something we create something in and they move on maybe to the next company, and I'm just curious from your perspective what you feel you really brought with you? Kevin: Yeah, that's a good question, Jen. Thank you. All three of these companies have all been focused on delivering solutions into small and mid-size markets. And one of the things that I really developed an appreciation for at Constant Contact from being there as it was able to grow from 100 customers up to 600,000 customers was an appreciation for how small businesses really leverage their own networks and their own trusted advisors in terms of what they need to be focusing on next. And so, building out channel in partner programs that are able to empower those trusted advisors to be comfortable with your solution to understand how it's going to solve their client's needs and to be able to easily fit it into their existing workflows is something that I think we were we were able to solve really well at a Constant Contact, and I also took that into HootSuite and now into JazzHR and that's the key. It doesn't just have to be a solution that they believe that their customers are going to be successful with, but it also has to have the features and functionality that make it easy for them on a day in and day out basis to see how their customers are operating with it and to understand the challenges they have, so that if they can help overcome certain areas of the product they're able to add value themselves. And then to also achieve some status with the brand that they're working with so that they can get early access to the content or features or insights and so forth that they can bring it to their clients, and it helps them to strengthen their relationship there as well. So, I think bringing in an appreciation for how small businesses need to be hearing about these solutions from their trusted advisors, as well as some of the more traditional direct marketing that happens in terms of software today is something that I've leveraged and tried to bring with me so that we can scale these programs with different companies. Jen: That makes perfect sense. I mean you really understand the day to day of that small business, the end user, end customer and you also can put yourself in those partnerships. So, it makes perfect sense to me. I want to dig in and get more nitty-gritty with JazzHR's partner program because whenever there's a successful program we want to look and see, “Okay, what can we learn from this and how can we apply it to other people's organizations?” You guys have three tiers of partners and it seems like those are based on the number of bookings. So, can you tell us a little bit more about the tier structure that you've built out at JazzHR? Kevin: Yeah. Yeah happy to. So, a booking for Jazz is the total cost of a contract that a small business is signing up for. When you think about hiring and recruiting, and this is different than some of the other companies I've been at, some of the other companies have been more month to month, but at Jazz we look at it as a more annual contract because hiring is something that you have a hiring strategy for the year and so you need the software for the whole year and the value of that year is the booking. And what we want to establish we put these goals in tiers out on our website so you can see them at jazzhr.com. And partners are able to come in and understand how much business that they would traditionally need to be bringing to JazzHR in order to be at a certain tier. That typically translates into how many new customers do you think you will be able to introduce JazzHR to? So, whether it's two, three, four or five throughout the year we have a tier for that, whether it's 20 to 50 throughout the year we have tiers to that, or if it's a 100 plus we have tiers for that. The goal is to really set the expectations for ''Hey this is what we think you need to be signing up for when you come to JazzHR, and here's the reward you are going to get for doing it.'' So being really transparent is important when you scale any channel program or partner program and it's something that we found to be helpful in getting the Jazz HR channel program off the ground as well. Jen: Is it safe to assume that those same KPIs that you're using to measure partners are similar to what you're using internally for direct sales or is there a good alignment there as well? Kevin: Yeah, there is and that's a great point because with any partner program it's always being measured against the direct sales initiative because you really need to be outperforming what a traditional single sales rep can do for the partner program to be successful. So, you really need an apples to apples comparison. So, you're right. The sales teams are measured by bookings, and the partners are measured by bookings, so that the company and the teams at the company are really able to see how one is performing against the other and what efficiencies are we getting through the channel strategy that we don't see necessarily in a direct strategy for this particular product set. And so, that does give us an easy way to measure how each of the programs are working. There is a lot of cross promotion within the programs, like the sales team is very comfortable if they think that they're talking to a prospective partner of introducing them into the partner program so that they can be serviced a little bit differently and rewarded a little bit differently. But at the end of the day, we are looking at both programs to be able to accelerate the growth of Jazz, so we do try to keep the way that they're measured consistent across the two programs. Jen: Excellent. Excellent. These are the types of questions that when someone is just setting out to build a channel partner program, these are the things that they've got floating around in their head. And so, I love being able to talk to people who are in the trenches like yourself and share that knowledge forward. Speaking of that, when you think about an organization that's just really embarking on building out a partner program, what do you think are some of the most critical elements that a channel leader should consider, particularly when they're really starting from scratch? Kevin: Yeah. When starting from scratch, there's internal things and then there's external things that you really need to be looking at. So, externally you really need to identify if the product that you want to develop an indirect strategy for is something that the people of the ears of a small business can easily articulate to their client because that's really what's going to determine whether they're going to align with your product or not. And what I found is most small businesses business applications fall into that category. And so then it's really trying to identify who are the pockets of these different partners that you can easily go after so that they can adopt your solution for their customers. The bigger challenges tend to be internally focused when you're getting a program off the ground. I think a lot of times people run into headwinds in a new program if they don't have the buy in and the visibility of the program that you really need. And what that means is a lot of people would want to take a program put it in a corner and give it some time to mature a little bit and keep it out of the way. But with a channel or an indirect strategy that's going to be a big part of the business, it really needs to be top of mind across the exec team and top of mind across the product team, the marketing team and the sales organization. So, having top-level goals that are measured weekly and that are constantly in front of the functional leaders of each of the departments in the company is critical to keeping it at the forefront of everybody's mind. Now recognize it's going to take 12 to 18 months for a program to really start to achieve scale. But if it doesn't have the visibility throughout that period it's going to get left behind by product, it's going to get left behind by marketing and it's never going to be able to get that sort of the foundation under it that it needs to achieve the scale. So that's number one. Number two would be investing in infrastructure early and I think a lot of it is easier now than it was say 12 or 13 years ago when we were doing it at Constant Contact. Now there are a lot of tools out there built specifically for indirect programs so that you can easily set up a partner portal or you can integrate it in an API set into the back end for companies to take advantage of it if you're looking to integrate your system. But investing in that infrastructure to be able to measure and help the partners manage their business with you is critical because if you don't it's going to be a lot of email and wait and email and wait, and they'll just get frustrated and move on. So those are some of the key things that we try to do when we're setting up programs with high-level goals that are visible across the whole organization. We also measure them weekly so everybody can see how it's doing and invest in the infrastructure before the program actually launches. So you're really setting it up for success because you're trying to pull that 12 to 18 months data as quickly as you can, and that's the point at which it will start to drive and really accelerate sales for the business going forward. So those are the things that I've tried to work on in the different programs that I've built. For the folks who have challenges, I think they tend to try to keep it outside of the limelight at the beginning, but it just gets a lot harder to integrate it later on as the program starts to mature. So, doing it right out of the gate is critical. Jen: I think that's such great advice. When I look at partner programs that never really produced any real results, they were siloed. The organization has to have a culture of partnership, it has to embrace that, and that comes from the top. Right? That comes from the CEO, CFO and trickles down into every single person within an organization. Kevin: Yeah, and being hand in hand with the sales team is critical as well and making sure that they understand it's a friend, not a foe is going to ensure that it gets the support it needs as well. Jen: Yeah, and I know that could be challenging, but sales people we like to fight for our turf. So, it's a cultural wave to bring everyone together and work together collaboratively, which actually leads me to my last question for you about collaboration. I'm just wondering if you can talk a little bit about some of the challenges that you see vendor organizations face when they're trying to collaborate with their partners? And then this is kind of a bonus question, but I'm just curious if your partners have an opportunity to collaborate with each other? We're starting to see these partner programs really become ecosystems where different partners might be able to collaborate to solve a business challenge. So, I'd love to hear any feedback you might have on that as well. Kevin: Yeah, let's take the first part of the question first, collaborating with the partners is critical. And it's such a great way to get access to new content, new ideas, new case studies and really get behind them and showcase them. In most cases with an indirect partner strategy, you're going to have access to probably more marketing resources than your partners are. So really pointing them out there and leveraging the partners expertise is a great option that we have. We have a webinar that we're going to be running this Thursday. I don't know when this podcast is going to be accessible, but Thursday is 4/20 and 4/20 is a moniker for pro-marijuana and the partnership is actually with a partner who focuses on what are the rules around marijuana in the workplace for states where marijuana is legal. So, there's the fun play on sort of timing and content but it's really leveraging partners to bring their expertise so that you can educate the rest of your customers. And if you're open like that, more partners are going to be a lot a lot more interested in working with you if they can see that you're open to helping them demonstrate their expertise in growing their pie as well as growing your pie. That's critical. And to the second point of your question, you're absolutely right, when your partner programs get big enough you can facilitate this sharing of ideas amongst your partners so that now you can get two, three, four partners involved in helping to solve a single customer's problem. At Constant Contact we saw this where we would have partners who would partner up together. If one was a web developer and another was a content writer they would work together to solve, and we would actually be building up the local networks of those partners through local directors we had. Those directors would work with all these partners and understand skill sets and who to refer customers to for what, but also build a working group so that they could team up and attack customer problems together. We saw the same thing at HootSuite with technology partners. There are partners who are really good at deep listening and analytics and others who are good at content management and how that all works with the HootSuite platform and then bring them in to solve customer problems. We are not big enough at JazzHR where it's happened yet, but it's certainly where we're going and that's the point when the word gets out to partners that they can not only be rewarded for bringing in business, but also get new business from participating in your program, that's when it really starts to take off. So, that's another reason why it takes 12 to 18 months to get these things moving, but once they get moving it's like rolling a ball downhill, it'll pick up speed and start to manage itself on its own. Jen: Oh, that's great. And that's very, very true. I think it's the changing buyer that's also dictating a lot of these collaborative partnerships that are happening because the customer has a challenge and partners can learn from each other and collaborate together. And with the Internet, you can't hide a partnership very easily right? So, the days of this is this exclusive partnership and we don't work with anybody else, today buyers have so many more choices, so, I think that the sun has set on that type of partner program. Kevin: Yeah. In the small business world we like to say they are time starved and task focused these small businesses, because they also don't have a lot of time. So, if they are very comfortable working with someone and that person can bring another person in it just makes it easier for both for both companies. So, developing that trust is critical early on for sure. Jen: Well, this has been so great. I've loved digging into this with you and hearing about what you're working on over at JazzHR. But before I let you go, I like to end the podcast with asking a couple of more personal questions so our listeners can get to know you a little bit better. Nothing too challenging as long as you're open to it. Does that sound okay? Kevin: Sure, sounds great. Jen: Okay. All right. So, first question is what is your favorite city? Kevin: What's my favorite city? Well, outside of the city I live in, I live in Boston, but the one city that I've traveled to multiple times and I would love to relocate to at some point is San Diego. I love the culture and I love the location, so that would be the city I would prefer over Boston. Jen: That's a great city. Every time I go there, and every time I land and I walk outside and I'm at the airport, I go, “Oh, this place is so beautiful.” Kevin: Exactly, right. Jen: Question number two, are you an animal lover? Kevin: I'm an... Jen: Is that a no? Kevin: I have zero pets. How's that? Jen: You have zero pets, all right. Kevin: I've taken my kids to the zoo before. Jen: That's awesome. Question number three, Mac or PC? Kevin: Mac. I was a PC guy till 4 years ago, but now I'm Mac all the way. Jen: They have a way of rewiring your brain, huh! It's unbelievable. Kevin: It's more just how many times I've had to repair the PC and how many times I haven't had to repair the Mac, that was enough for me. Jen: Yeah, absolutely I agree. Okay, last question. Let's say I was able to offer you an all-expenses paid trip, where would it be to? Kevin: That's a good question. An all-expenses paid trip probably Australia, I've never been to Australia, I've always wanted to go. And assuming that you can also carve the time off for me to get there for a month that's where it would be. Jen: Yeah, but this is like a magical pretend land, so yes, I can do that for you. If I had unlimited money to send any podcast episode guest on any trip. So yes, in that world you can take as much time off as you'd like. Kevin: Great. Jen: Well, thank you. Thank you again, it's been so great spending some time with you today. If any of our listeners would like to reach out to you personally, what's the best way for them to do so? Kevin: Yeah, that's great. So, they should reach out to me through my work email. It's kevin.obrien@jazzhr.com and I'm happy to collaborate on partnerships, make personal connections and help anyone out if I'm in a position to do so. I really appreciate the time you gave me, Jen, this has been great. Jen: Wonderful. Well, thank you and thanks, everyone else for joining us for an episode of The Allbound Podcast, and we'll catch you next week. Announcer: Thanks for tuning into The Allbound Podcast. For past episodes and additional resources, visit the resource center at allbound.com. And remember #NeverSellAlone.
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