THE AGILE

TECHNOLOGY
GUIDE FOR
MODERN
RECRUITERS

Si> Recruitloop
INTRODUCTION....................................................................................................................................... 3

STAGE ONE:
Understanding the Market and What Competitors Offer Talent........................................................ 6

STAGE TWO:
Building Your Ideal Candidate Profile..................................................................................................... 11

STAGE THREE:
Sourcing Candidates by the Hundreds................................................................................................... 15

STAGE FOUR:
Getting Contact Information at Scale..................................................................................................... 28

STAGE FIVE:
Reaching Out to Candidates.................................................................................................................... 34

STAGE SIX:
Screening and Interviewing Candidates ................................................................................................ 45

STAGE SEVEN:
Verifying Skills and Experience................................................................................................................ 50

CONCLUSION............................................................................................................................................ 55

About RecruitLoop.................................................................................................................................... 59
 #TheStruggleisReal

Today’s recruiters are expected to be equal parts hunter and

gatherer — to find unfindable talent and bring them “home”
to an organization that fits. While much of modern recruiting
still happens in more traditional ways — calling, emailing,
and other forms of personal outreach — independent and
agile recruiters are finding new ways to use technology hacks
to source candidates where they hang out online, track their
communications, and vet potential hires.

We know the struggle recruiters are up against in a vast

tech landscape filled with promises and pitches — each tool
can start to sound better than the last. That’s why we asked
recruiters we trust — from influencers and thought leaders
to experienced professionals in the independent recruiting
trenches — to offer their recommendations of affordable,
lightweight, and effective tools that have become essential to
the way they recruit.

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Before we dive into the recommendations, we want to share
the four primary criteria we used to filter each of these tools
and hacks before bringing them to The Agile Technology
Guide for Modern Recruiters. To the best of our knowledge,
each of the recommendations in this e-book are:

· Affordable
· Flexible and agile
· Consumer-style technology that caters to individuals
· Tools that offer recruiters an edge in efficiency or
functionality they can’t find anywhere else

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Not every stage in this workflow will be relevant to the way
you recruit, but you will find some bold ideas on how to
improve the way you find and land quality candidates in the
stages that apply to your work. Every tool has a selection of
tags that apply for those that cross multiple stages, so be sure
to reference the printable guide on page 58 for a
comprehensive overview of which tools you can use to
support each stage.

Have a recommendation for a tool that wasn’t included in this e-book? We would love to hear it.
Tweet @RecruitLoop with your recommendation or send an email to [email protected]
with the tool(s) you think should be on the list.

5
STAGE ONE

Understanding the Market

and What Competitors
Offer Talent
You’ve got a sparkly new requisition in your hand and you’re
feeling the thrill of the hunt. For most recruiters, the first step is
gaining a foundational understanding of the market for the
position. We like to call this stage “Mapping and Tapping” —
where you might start with mapping the market — learning the
market value of the position you’re looking to fill — and tapping
candidates from competitors.

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GLASSDOOR $ FREE
UNDERSTANDING THE MARKET

•  Search title variations for a glance at

average compensation and value for the
role.

•  Browse competitor company profiles

and reviews to identify unique benefits
the organization may offer in
comparison and view relevant open jobs
they have listed online.

www.glassdoor.com

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ADZUNA $ FREE
UNDERSTANDING THE MARKET

•  View average salary data and research

similar descriptions for “every job,
everywhere.”

•  Powerful resume valuation tool to

research the average market value for a
particular candidate.

www.adzuna.co.uk

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ANGELLIST SALARIES $ FREE
UNDERSTANDING THE MARKET

•  View average salary and equity data for

competitors by market, skill, role, and
location.

•  Search the startup job board to discover

similar open positions.

•  Post jobs free to 180K+ candidates.

www.angel.co

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TEXTIO $ FREE
UNDERSTANDING THE MARKET

• Find out if your job listing is in line with

best practices with a tool that tells you
how your job description will stack up as
fast as you can type it.

www.textio.com
"Textio is still in beta, but it allows you to just cut and paste a JD, and it ranks it a
score based on everything from word choice to suggesting titles that might be
more aligned with the market, and do a ton of other really useful stuff to make
sure that your job posting reflects best practices optimized from a pretty
kick butt learning algorithm. The next ‘it’ product — and rightfully so."

Matt Charney
Partner and Executive Editor
Recruiting Daily
mattcharney

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STAGE TWO

Building Your Ideal

Candidate Profile
While this isn’t a move in every recruiter’s playbook, with
expectations for that intangible quality called “culture fit” at an
all-time high, building an ideal candidate profile can be a way to
set yourself apart. To start, consider or ask your client about a
team member that represents the organization’s culture — is this
person autonomous or team-oriented? Are they outgoing or
introverted? What about them speaks to the culture? Your profile
should also include skills and specific experience you’re looking
for in an ideal candidate — especially if they differ from
the minimum requirements.

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RECRUIT’EM $ FREE
BUILDING PROFILES SOURCING CANDIDATES

•  Automates Boolean search to help you

get more than 100 returned results on
LinkedIn, Google+, GitHub,
StackOverflow, and XING based on
keywords and similar titles.

•  See out of network connections when

you filter by educational level, keywords,
similar titles, and location.

www.recruitin.net

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ABOUT.ME $ FREE
BUILDING PROFILES

•  Search profiles by keyword to find

example lookalike candidates.

• Discover common online communities,

activities, social networks, and other
interests potential candidates share.

www.about.me

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PIPL $ FREE
BUILDING PROFILES SOURCING CANDIDATES

•  A comprehensive people search engine

to help you find other usernames,
associated websites, location, and more
demographic and behavioral traits of
potential ideal candidates.

•  Search by name, email, username, or

phone number.

www.pipl.com

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STAGE THREE

Sourcing Candidates
by the Hundreds
Sourcing candidates can be done with shocking efficiency online.
With the right tools, you can save time by automating a lot of the
sourcing process. And while sourcing active candidates is a
common practice, sourcing for passive candidates is a newer art.

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 ACTIVE
CANDIDATES
The standard job listing still works for
some roles. If you decide to post to the
popular job boards, increase efficiency
by using a tool that will give you access
to hundreds of job boards with a click.

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ZIPRECRUITER $ 99/MO
SOURCING CANDIDATES

•  Post your listing to more than 100 job

boards with a single click.

• Try user-friendly digital onboarding with

ZipHire.

www.ziprecruiter.com
BREEZY $ 19/MO
SOURCING CANDIDATES

•  Import candidates from around the web

with a single click using the Google
Chrome extension.

• Post to more than 2,000 job boards and

manage your candidate pipeline using a
Trello-inspired workspace on any device.

www.breezy.hr

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JOBADDER $ 100/MO
SOURCING CANDIDATES CANDIDATE OUTREACH

•  Manage job orders, manage your

candidate workflow effectively, advertise
to more than 200 job boards and recruit
in more than 20 countries.

• Build customizable careers websites

and integrate job advertisements with
social media.

www.jobadder.com

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SMARTRECRUITERS $ 100/MO
SOURCING CANDIDATES

•  Easily post to any job board as well as

the company career website or
Facebook page, perform assessments
and track applicants.

• Candidates can apply with one click.

• Mobile-first platform so you can recruit

on the go.

www.smartrecruiters.com

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THE LADDERS $ FREE
SOURCING CANDIDATES CONTACT INFORMATION

•  Search potential candidate matches and

get access to full candidate profiles
including contact information and salary
information.

•  Post jobs to more than 6 million active

candidates.

www.recruit.theladders.com

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 PASSIVE
CANDIDATES
In the 2015 LinkedIn Talent Trends*
report, 75 percent of 18,000 full-time
employees surveyed considered
themselves passive candidates,
however, only 61 percent of companies
focus on recruiting passive candidates.
85 percent of employees surveyed said
they would be willing to talk with a
recruiter. If you’re not looking for
passive candidate unicorns, now may
be the time to start, and if you’re
already looking, here are some tools to
support you in your search.

*https://business.linkedin.com/talent-solutions/resources/recruiting-tips/global-recruiting-trends 22
HIRINGSOLVED $ 50/MO
SOURCING CANDIDATES BUILDING PROFILES

•  The only global Talent Search Engine

that works in all languages, for all skill
sets, in all locations, worldwide.

•  Search and source globally, clone your

perfect candidate, find talent in any field,
and keep track of top candidates while
you collaborate together.

www.hiringsolved.com

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CONNECTIFIER $*
SOURCING CANDIDATES

•  Leverage Connectifier’s series of

complex algorithms to get powerful
insights into a person’s online
professional presence.

* Contact sales@connectifier.com for a quote.

www.connectifier.com

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STACKOVERFLOW $ FREE
SOURCING CANDIDATES

•  Find top developers around specific

topics of expertise in a
leaderboard-based system that ranks
potential candidates by skill level and
participation.

* For a great resource on how to source candidates

on StackOverflow, check out this blog post guide from
SourceCon: http://bit.ly/1AGDjAV

www.stackoverflow.com

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GITHUB $ FREE
SOURCING CANDIDATES

•  Search and find developers by skill set

using the built-in advanced search tool,
trending repositories, or Boolean
search.

* For a great resource on how to source candidates

on GitHub, check out this blog post guide from
SourceCon: http://bit.ly/1f8VPIg

www.github.com

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DATA.COM $ FREE
SOURCING CANDIDATES

•  Get access to millions of candidates and

company lists when you “give one
contact, get one contact” with title, direct
phone number, and email.

www.data.com/connect
“Data.com is my go-to tool when I want to look up a company in a particular
industry or candidates for a position based on title. It's a great tool for sourcing
candidates or building a new call list.”

Danny Powell
RecruitLoop Recruiter
powelldannyc

27
STAGE FOUR

Getting Contact
Information at Scale
Armed with an understanding of the market, a picture of what
your unicorn candidate looks like, and a pool of potential fits, it’s
time to start reaching out to contenders to schedule interviews.
Depending on where you found your selection of potential
candidates, you may or may not have all of the necessary contact
information you need to reach out. That’s where this list of tools
will come in handy.

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CLEARBIT $ 99/MO
CONTACT INFORMATION

• Turn partial information into a full

contact with social lookup, company
lookup (by domain name), and
geolocation.

www.clearbit.com
FULLCONTACT $ FREE*
CONTACT INFORMATION

•  Unify your contacts and sync with

Google for an always up-to-date,
easy-to-use CRM.

* Free up to 5,000 contacts, $99/month+ with 5K+

www.fullcontact.com

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PROPHET $ FREE
CONTACT INFORMATION

•  Using this Google Chrome extension on

the most popular social media sites,
Prophet will show you the most likely
email combination for a candidate
based on their name, company, and
other social data.

•  Currently in Beta.

recruitingtools.com/prophet

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SIDEKICK $ FREE
CONTACT INFORMATION

•  Get more out of your inbox with

powerful profiles, analytics on who
opens emails when, and schedule emails
for later.

www.getsidekick.com
"I am a big fan of inbound marketing for recruitment, so knowing how effective
my emails are, even from Gmail is important. This tool gives me great insight
about who opens my emails and when."

Craig Fisher
Head of Marketing - Talent Acquisition
CA Technologies
fishdogs

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RAPPORTIVE $ FREE
CONTACT INFORMATION

•  If you’re a Gmail user, you can connect

to Rapportive to see a contact’s
associated social media profiles and
other available information about them
online right in your inbox.

www.rapportive.com

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STAGE FIVE

Reaching Out
to Candidates
Reaching out to candidates is where you put all of your people
skills to practice. While a lot of modern recruiting involves
utilizing smart tools to set yourself up for success, the magic still
happens in building relationships with candidates.

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To start, consider these · Create an impressive email signature. One
tip from our recruiting community came from
strategies to help you conduct Danny Powell — be sure your email address
and signature look professional. It may seem
outreach like a marketer: logical, but you would be surprised. If you
don’t have your own domain, that’s okay, just
· Utilize multiple touchpoints. If you want to don’t use AOL or MSN for your email address
make sure you’re getting in front of someone, as those senders have an association of being
be sure to have several options to reach out out of date. Instead, use Gmail or sign up on
to them — email, phone number, SMS, paid RecruitLoop.com to get your own
advertising, and social media profiles are personalized email address.
common.
· Run small experiments and test often. Not
· Be human. This should go without saying, but sure if you have the formula right for
remember your candidates are busy people outreach yet? Start small and reach out to a
with career aspirations to either move beyond few people using what you have today and
their current role or to find satisfying work. course correct as you go. If you’re seeing a
Remember candidates are people too and low response rate or you don’t seem to be
focus on building a relationship with them — getting through to candidates, adjust and test
if they’re not a good fit for a particular role again with a small group.
you have available at the time, you never
know what may change in the future. · Leverage automation where possible. So
much of modern recruiting is in finding hacks
· Target and personalize your messages. and tools that increase efficiency so you can
Whatever you do, don’t copy/paste. While you focus on what you do best. Wherever
can templatize details of the role or your own possible, use automation hacks to simplify
introduction, be sure to personalize each your workflow — just be sure automation
message to speak to that candidate. It may doesn’t interfere with personal relationships.
take a bit more time, but ultimately, a There are many hacks online about creating
standardized message will take more time if it your own email auto-responders based on a
doesn’t resonate with any of the recipients selection of criteria, using filters to keep your
enough to respond. inbox organized, and more.
OUTREACH $*
CANDIDATE OUTREACH

•  Leverage language A/B testing,

automated follow-ups, Salesforce
contact syncing, and powerful analytics
to improve the way you reach out to
candidates.

* Contact Outreach for a demo and pricing.

www.outreach.io

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ASSISTANT.TO $ FREE
CANDIDATE OUTREACH SCREENING AND INTERVIEWING

•  Schedule meetings with ease from your

Gmail inbox (coming soon to Outlook).

• Automatically detects time zones.

www.assistant.to
"Assistant.to literally saves me hours every week. It syncs to my Google calendar
and allows me to embed available times inside of emails. This makes it really easy
to schedule all kinds of meetings with candidates, clients, and partners without
the manual back and forth."

Lars Schmidt
Founder
Amplify Talent
thisislars

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TOUT $ 30/MO+
CANDIDATE OUTREACH

•  See when a candidate views your email

or clicks on included links.

•  Streamline scheduling and get

reminded to follow up when it counts.

www.toutapp.com

38
YESWARE $ FREE*
CANDIDATE OUTREACH

•  Email tracking and analytics to help you

see which candidates engage with your
emails when.

•  Send later and set reminders to save

time and say on top of your inbox.

•  Click to call directly from your inbox.

* Free up to 100 tracking events/month, $12/month+

www.yesware.com

39
CLOZE $ FREE
CANDIDATE OUTREACH

•  Intuitive unified inbox, follow up

reminders, and simple search for
contacts with the keywords you care
about.

•  Smart social media management tool

integrates with Twitter to automatically
create lists of people you’re in contact
with most.

www.cloze.com

40
HOOTSUITE $ FREE
CANDIDATE OUTREACH

•  Manage social media mentions and

relevant conversations with a unified
inbox.

• Set up streams around keywords and

keep in touch with “big fish” candidates
on social media so you can reach out
through multiple touchpoints.

www.hootsuite.com

41
MENTION $ 29/MO
CANDIDATE OUTREACH

•  Use smart keyword searches to monitor

relevant conversations on social and get
alerts — for example: “Looking for a job,”
“Just applied,” etc.

www.mention.net

42
PERFECT AUDIENCE $*
CANDIDATE OUTREACH

•  Use retargeting technology to deliver

banners to job seekers who may have
viewed the company careers site, but
did not apply for a role.

•  Deliver ads around the web as well as

on Facebook and Twitter.

* Price based on cost-per-click (CPC)

www.perfectaudience.com

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FACEBOOK ADS $*
CANDIDATE OUTREACH

•  With arguably the lowest cost of any

online paid media platform, leverage
Facebook ads for those
impossible-to-place roles with a
maximum campaign budget you, your
organization, or your client are
comfortable with.

* Price based on cost-per-click (CPC) or

cost-per-impression (CPM)

www.facebook.com/ads

44
STAGE SIX

Screening and
Interviewing Candidates
The pool is getting narrower and includes only your top,
interviewable candidates. Screening and interviewing can easily
be done over the phone, but if you to use technology to give you a
leg up, you came to the right place.

45
SKYPE $ FREE
SCREENING AND INTERVIEWING

•  Conduct video interviews with any Skype

user on any device.

• Send files and keep your interview

process organized with a record of
communications.

www.skype.com

46
RECRUITLOOP VIDEO $ FREE
SCREENING AND INTERVIEWING

•  Unlimited one-way interviews with

branded campaign pages, customized
questions, enhanced team
collaboration, and user-friendly
candidate management.

* www.recruitloop.com/video-interviews

www.recruitloop.com*

47
FACETIME $ FREE
SCREENING AND INTERVIEWING

•  For any candidate who’s also an Apple

user, interviewing through FaceTime can
be just as easy as making a call.

• Now available on any Apple device,

including Macbook and iMac.

www.apple.com/facetime

48
SPARKHIRE $ 49/MO+
SCREENING AND INTERVIEWING

•  For those who need something more

robust, SparkHire offers unlimited
one-way and live interviews delivered
with custom branding, social media
integration, and an iOS app so you can
interview on the go.

www.sparkhire.com

49
STAGE SEVEN

Verifying Skills
and Experience
As an independent recruiter, there’s only so much skills
verification that can be done. If you’re an agile or “lean” internal
recruiter, there is likely more of an expectation on evaluation of
experience. Regardless of where you are, here are some tools that
can help.

50
CODEEVAL $ FREE
VERIFYING SKILLS

•  Test coding skills with company

challenges ranked and screened with a
built-in scoring system.

• Maintain a free team page to showcase

existing in-house developer talent.

www.codeeval.com/companies

51
GOOGLE FORMS $ FREE
VERIFYING SKILLS

•  Try using Google Forms to deliver a

templatized questionnaire if you’re
screening for culture fit or other
intangibles.

www.google.com/forms/about

52
ASSESTANT $ 0.90/EA
VERIFYING SKILLS

•  Online hiring assessments with built-in

and custom questions, email branding,
and proctoring.

www.assestant.com

53
SMARTERER $ FREE
VERIFYING SKILLS

•  Lightweight, dynamic skill assessments

with more than 800 examples and a
library of crowdsourced skills tests.

www.smarterer.com

54
 It’s Not All About the Tools

Modern recruiters are up against a lot and the expectations

are higher than ever for rapid placements that fit the culture
and can become top performers within the organization.

After all of these tech recommendations, it may seem odd to

say tools don’t make or break the recruiter. This list is full of
tools that are affordable, can increase your efficiency, and
give you an edge in recruitment, but ultimately, they don’t do
your work for you. Guard your time and ease into new tools
to see how they support your workflow.

55
"Technology must be like
oxygen: ubiquitous,
necessary, and invisible."
- Chris Lehmann

Tweet This

56
 Like this e-book?
Share it with your friends and colleagues!

Tweet This Facebook LinkedIn

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 MODERN RECRUITING TECHNOLOGY GUIDE
STAGE 1 STAGE 2 STAGE 3 STAGE 4 STAGE 5 STAGE 6 STAGE 7
UNDERSTAND THE MARKET BUILD PROFILES SOURCE CANDIDATES CONTACT INFORMATION CANDIDATE OUTREACH SCREEN/INTERVIEW VERIFY SKILLS

CLEARBIT

ASSISTANT.TO

FaceTime

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About RecruitLoop
RecruitLoop is building a safe, sustainable platform for companies and great recruiters to work
together. We connect clients with a marketplace of verified independent recruiters who help with any
part of the hiring process. For Talent Professionals, we provide a platform of tools and resources to
help grow your business and be better at your job. Think of us as your back-office solution and sales
and marketing machine.

For Companies For Recruiters

Try a smarter way to hire. Outsource to Join thousands of recruiters and
verified recruiters at hourly rates. Save sourcers growing their business with
hours of time and 80% in cost. RecruitLoop. Get access to our full suite
of tools for recruiters, including:
Branded pages, candidate pipeline
Post Your Project Free management, and our growing online
community of recruiters. Apply to be a
verified recruiter to get matched with
new client opportunities.

Sign Up Today

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