In today’s Sourcing School Podcast episode, the dynamic teaching duo Ryan Leary and Brian Fink chat with Jeremy Schiff, the CEO and founder of RecruitBot. Jeremy discusses the value of AI in recruiting and how it can help solve common challenges faced by recruiters. RecruitBot, an AI-powered recruiting platform, is one solution to these recruiting challenges.  Since RecruitBot secured $8.2 million in funding, the company aims to automate and streamline the recruitment process, with a focus on improving efficiency and effectiveness.

RecruitBot Funding, Machine Learning, and Saving Time

Schiff, who has a background in applied machine learning, explained that his experience in hiring tech talent led him to recognize the need for a more efficient and effective recruitment process. He founded RecruitBot with the goal of leveraging AI to make recruiting more streamlined and successful.

Unfortunately, the traditional hiring process is manual and VERY slow. AI can help overcome these challenges and supercharge your efficiency. He explained that RecruitBot uses AI algorithms to analyze and evaluate candidate profiles, allowing recruiters to quickly identify the best candidates for a position. This not only saves time but also improves the quality of hires.

Jeremy also emphasized the importance of data in the recruitment process. He explained that AI can help recruiters gather and analyze large amounts of data, providing valuable insights and helping to make informed decisions. For example, AI can analyze interview feedback and identify patterns or trends, providing recruiters with objective insights into candidate performance.

RecruitBot aims to continue developing its AI-powered platform and provide recruiters the tools to make efficient and successful hires. So, since AI is revolutionizing the recruitment process are you going to jump aboard or be left in the dust?

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Jeremy Schiff
CEO RecruitBot

If you're looking for an edge with your ability to hire, RecruitBot solves the complete problem of identifying top talent, and helping you engage them directly from your company email. Apply machine learning so you only review relevant people, and use our email tools to automatically follow up, send emails on behalf of others, get open/response rates, and more! Send us an email if interested: [email protected]


RecruitBot Lands $8.2m in Funding, Automation, and Recruiter Common Sense with Jeremy Schiff

Brian Fink: [00:00:00] Hey everybody. Welcome to another episode of RecruitingDaily’s Sourcing School. You’re joined by me, Brian Fink, and my co-host Ryan Larry. Ryan, what’s going on? Happy Friday my man.

Ryan Leary: What’s up man? It is a happy Friday. You have any fun stories for us this week?

Brian Fink: I do not have any fun stories. This I was actually gonna look at, look to you cuz I want to know what’s going on with the sharks. What’s going on with the swim team?

Ryan Leary: The Sharks, the swim team. Holy cow. There’s always something [00:01:00] going on with the swim team. Yesterday we had our second meet for the week cause we were canceled for the fourth, but the it rained. We had a rain out. Oh no. And we finished the meet, but you have to wait every time there’s thunder and so it’s 30 minutes.

And people who have kids on swim teams they’ll get the pain of this thunder off the deck, go to your cars, wait 30 minutes, 25 minutes into the delay, thunder, another 30 minutes. Another 30 minutes. And so it’s a royal pain in the ass. But we got it in, we got out of there about midnight or so, we started around four 15 in the afternoon. So it was a long meet. And we lost.

Brian Fink: Oh, no I was like, the way you were building this up, I was like waiting for it to be a good story.

Ryan Leary: No, we didn’t. No we lost, but we the snack bar did make a killing, one of our best snack bars of the year. And that’s that’s my job as on the board there is to make sure we got some cash in hand. So we’re doing, I’m doing my job. The team just has to start winning now. Awesome.

Brian Fink: Talking about people [00:02:00] doing their, doing a job and doing a great job at it. We’re actually joined by Jeremy Schiff today. He is the c e o and founder of Recruit Bot, and I’m really excited to have him on the conversation, have him on the podcast today. He is he is an entrepreneur who really has a bent on helping people solve problems and be bigger than themselves. Yeah. Jeramy, welcome to the program man. How are you?

Jeremy Schiff: I’m doing great. Thanks for having me.

Ryan Leary: Let’s not undersell his background. Okay. He’s very humble. I know people can’t see us, but he is very humble. Looks humble. Acts humble. But your background is not very humble. Maybe share

Jeremy Schiff: a little bit about your background. I appreciate that ride. Yeah. I don’t normally talk that much about my background cuz I’m more focused on how I can help people. But I guess the super abridged version is undergrad and PhD at Berkeley, PhD in applied machine learning.

In grad school started my first company, which was an online photo editor called Photo Flexor that powered, if you remember, companies like MySpace and Photo [00:03:00] Bucket back in the day. We were the photo editor for them. About 50 million people were using the product every day. Then I hired a full-time co to run that company so I could finish grad school.

Joined as the first executive hire at a company called Nest Computing that did personalized restaurant recommendations. So think of like Netflix recommendations, but focused on restaurants instead of movies. Ultimately sold that to OpenTable. Worked at OpenTable for a couple of years.

Was. In charge of building out the machine learning and data science teams there. Got very involved with hiring great tech talent because machine learning people are still some of the hardest people on the planet to hire. And I found it a very slow and manual process. And ultimately after I left OpenTable and thought about what I wanted to do next, I was just captivated by the problem of.

Helping, making, recruiting a lot more effective and efficient and started to recruit Bot about five or six years ago now to make that happen.

Brian Fink: Alright, so it sounds to me like you [00:04:00] love to build companies because I that’s what you’ve done essentially with this data science, machine learning, computational driven background. Why did you start Recruit Bot? Because you just dropped it that you were like, Hey, I wanted to help companies grow and I wanted to make things painless, but. There’s gotta be a bigger story here. Why’d you start the, why’d you start this force multiplier, if

Jeremy Schiff: you will? Yeah. So there, there’s sort of two aspects of it. One is just been, I’ve always been very excited by the power of really amazing people getting together to go and build companies like the companies that we’ve built in the past was the foundation was really, truly exceptional. People. And if you’re gonna do that effectively, you need to have well understood processes and tools to go and do that.

And so it’s been a, sort of half tongue in cheek running rope that half of the reason I started recruit bot was to make it easier to start the next couple of companies that I started after this one, right? If. If getting the right people in the right [00:05:00] places is arguably, like whether you’re a five person or 500,000 person company, getting the right people in the right roles is always gonna be really important.

And I just thought there was a much better way to do it. And a it helps me because, we use recruit bot to hire most of the people we hired internally. But it’s really a tool that I, again if you, if seminal idea in entrepreneurship is go and solve a problem you have yourself.

And this has been a problem for me. But it’s also obviously much more broad than hiring engineers. This is hiring across tech, hiring across public sector, hiring in, in, in biotech hiring nurses. We have hundreds of millions of people in our database. And it’s been really fun going and helping a lot of other people.

Ryan Leary: And Jeramy, this isn’t just working for you. This is working for a lot of companies in the space, and today you’re making a big announcement for the company. I’ll let you explain that announcement and break the news, and then we’ll dig deeper into it.

Jeremy Schiff: [00:06:00] Yeah. It’s really exciting. We raised an 8.2 million round of funding led by SLO Ventures they’re absolutely amazing. It’s been a really great validation of everything we’re doing. SLO has an amazing track record of companies that they’ve invested in and they’ve been an absolute pleasure to work with.

But also we have all of that capital, which we can use to both invest in continuing to double down and bringing cutting edge. Machine learning and AI technologies to the recruiting space, but also help ex expanding, as you said, Ryan, we have a lot of very happy and successful customers growing our sales team, growing our marketing team, growing customer success, and really continuing to impact the broader and broader set of companies both in terms of size, in terms of scale, in terms of industry.

It’s really something that’s been an absolute pleasure to get the opportunity to do.

Brian Fink: Okay, so wait a minute. You talked about doubling down when it comes to your sales team, and you also talked about using the tool at Recruit Bot. [00:07:00] Help me to understand this. How would I use Recruit Bot to find salespeople?

Because we’ve, you just nonchalantly dropped it out there that you’re gonna drive more salespeople to your organization. How does recruit Bot do

Jeremy Schiff: that? Sure. So fundamentally, recruit Bot is a outreach tool. So it is a tool for finding and engaging with people who already have jobs, but are open to having conversations about other opportunities.

And it turns out that. That is consistently the way that you hire the best people. There’s like a running joke that we tell customers that if a candidate says that they aren’t looking for a job, but they’re open to a conversation, that’s usually a fantastic signal that they’re gonna be very high quality.

And usually actually it means they’re oftentimes very gettable. Even that at first blush, they don’t seem like they would be. And so how do you go and find these people and hire them at scale? You need to solve all of the problems all of the problems that are relevant to sourcing.

And whether that’s [00:08:00] finding the right people or automatically engaging with them, we solve all of those problems. And so the metaphor we like to use is most recruiting is thought of as a funnel. So I find a bunch of people. I reach out to them, I interview a smaller number, I hire a smaller number, and then I start all over again when I’m going and hiring the next batch of people.

But instead, we like to think of the concept of a recruiting flywheel, which is something that’s gaining momentum and is getting better and better as you’re using it more and more. And we do this in two major areas. So we have the ability, so we have a database of 600 million people where you can search through them and find candidates that are relevant using job title, years of experience, education skills, the stuff you’d expect, but all sorts of other sort of power filters like.

Filtering for women or African-American or Latinx. So let’s say you don’t have enough women on your sales team, Brian, we may in one click, you can just go and sure. Find words of people, but then a lot of the [00:09:00] power comes from the machine learning. So the machine learning is personalizing what you’re looking for.

Based on other people are similar. So think about how Netflix goes and recommends movies that are similar to movies you like. We do the exact same thing, but recommending candidates that are similar to other candidates that you might like. And so as you’re going and finding those people that you’re interested in, the system’s gonna get better and better at going and finding other people that for that position, that are relevant to exactly what you’re looking for, as opposed to as we know, most sort of other recruiting products.

Everyone’s getting the exact same list of candidates in the exact same order. And so if you can find better and better people that are more and more relevant to you, that ultimately allows you to differentiate, right? And so a great example is if I’m looking for salespeople, I’m not looking for generic salespeople.

I’m looking for people with recruiting experience. I’m looking for people with I’m looking for people with. Startup experience. Other companies are gonna be looking for something completely different, right? I [00:10:00] might be looking for solar salespeople who’ve have a lot of experience in solar or other sort of related industries.

Whatever those end up being, the system’s really gonna help target those people. And so as you’re investing and telling the system what you like and don’t like, the system’s, getting a better and better idea of what you’re looking for so that you can constantly target these better people. And then similarly on the outreach side, we can do run scalable analytics.

So I can go and message, let’s say hundreds of salespeople and I can understand which messaging is really working and which messaging isn’t working. And then I can double down on the messaging is that’s working. So I’m constantly improving who I’m targeting. And I’m constantly improving what messaging I’m using to get those people to engage with me.

And so whether that’s an engineer, a salesperson or someone in solar or biotech or a nurse it doesn’t matter the industry. That process of identifying and engaging is the same thing throughout and automates a lot of what typically is a very manual process today. [00:11:00] You talk

Brian Fink: about nursing for a second, like I want to get into that.

You also talked about some finding similar profiles. So if I was looking for an RN who went to Emory Medical or Emory Nursing School here in Atlanta and had certain clinical experiences, it would read between the lines and distinctly bring me those individuals that have had that type of experience.

That’s exactly right. Okay, cool. And another thing that I found really interesting about your team and about your value proposition is that you really put your money where your mouth is that you guys, explain to me how this works cuz like I haven’t done a demo. I met Katie in in Atlanta and met her again in Austin.

Katie is terrific salesperson. I haven’t done a demo with her yet, but my understanding from Katie is, You’ll give me the first 50 candidates for my role. You will show me how to outreach these individuals, and you’re gonna do that all for free [00:12:00] before we ever talk

Jeremy Schiff: numbers. Yeah, so we typically, again it always depends on every customer and every client, but we’re, we definitely put our money where our mouth is and we’re happy to do free trials for people to get their hands dirty with the product and ultimately see the value before, before we’re gonna lock people in because we know it consistently works and so we don’t need to it’s very easy to just give a demo and for people to see the value themselves.

Brian Fink: Alright so different question is, I, I’m an in-house recruiter. Does this tool, is this tool only built for me or is it built for the rich Rosens of the world, which are an individual contributor has his own agency, sole practitioner, who’s

Jeremy Schiff: it built for? Yeah, so the pro the, it turns out the process of in-house versus agency really is, there are definitely significant differences, but finding an engaging talent is across the board.

So we definitely have a big investment in agencies, whether that’s. RPOs, or whether that’s executive recruiting finding lots of or indi [00:13:00] even individual or small per smaller agencies that are doing lots of contingency searches. That is something we definitely invest a lot in. We.

We work with some agencies that are literally hiring the engineers outta Facebook and Uber. We are actually like powering a lot of the recruiting tech out there, which is or recruiting firms out there, which is really cool. But yeah, as you said, we’re also very focused on internal recruiting at companies and making sure that they’re successful as well.

We, like my whole background has been in consumer and one of our goals is to really make it powerful and accessible to people who aren’t professional sourcer who are using it every day. Obviously that’s a big market that we care about, but full stack recruiters or or others who are.

Who wanna get an edge and, but they’re doing a bunch of, one of the themes we hear is recruiters are pulled in a lot of different directions. True. They never have time. Yeah. It’s they’re always under-resourced. It’s a really difficult job to do. And if you have the machine learning and automation that we’re doing, [00:14:00] it allows you to go and get the funnel going with the people you wanna be to it, talking to, so you can spend more of your time actually interviewing candidates and not Reading resumes to try and find ones who might be relevant.

That’s something that machine learning can really help speed up the process for now. So

Ryan Leary: I wanna take that a little further and actually maybe we’ll change some topic here. So I know this is a, I’ll preface this by saying, I know this is an ongoing debate, it’s been for the last 15 years and all of that.

The robots are coming from my job all of the cliches aside. I do think it is a relevant conversation and I think it’s important for, personally, I think it’s important, but not that people care about my opinion. We’re here for you, but I’ll state it anyway. I think it’s important for recruiters to really understand.

I. Where their role is going in the next five years. Call it. I almost said 2025. That’s 2028. Just say five years. You know what how do you see the role of a recruiter evolving? I know my opinion. Think I know your opinion,

Brian Fink: dude. [00:15:00] I think we’re gonna get better. I think we’re gonna get

Ryan Leary: better, but I do as well.

But I think Jeremy’s gonna ha, I think you’re gonna have a different opinion or maybe a better opinion. You’ll go deeper. Where’s this role going as a recruiter? What do they need to understand? What do they need to fear? Not fear? What’s your take on

Jeremy Schiff: this? Yeah, my first take is just this notion that machine learning and AI is coming for your job is silly and nonsense, right?

There are parts of your job. Where the system’s gonna be able to do is really gonna help you be a lot more effective and efficient, right? As I said, like finding relevant candidates is something that systems are gonna get better at. But so what you need to get better at is learning how to leverage these sorts of technologies to ultimately make you more effective.

But if you’re more effective, and now if you’re filling hard to fill roles and you were filling. One every month, and now you’re filling two every month. Now you’re twice as productive. So arguably you can, should be able to go to your boss and ask for 1.5 times the salary and they should be happier and you should be happier.

And so like [00:16:00] this, like recruiting is becoming a more it’s already like a sort of a very important skill, but there’s definitely strong hard skills that are getting, continuing to get attached to it and continuing to improve. And so if you can leverage the right technologies you’re ultimately gonna be best in class and you’re gonna make more money.

So I actually think that, we’ve already been seeing this look at some recruiter salaries in the last five years. I only think that’s gonna accelerate over time. And it’s gonna be the co it’s gonna, as long as you’re staying on board and understand where these new AI and machine learning technologies can go and really.

Help make you more effective. Those are the companies that are all, or those are the people that are gonna have flourishing careers.

Ryan Leary: I don’t think it’s, I don’t think it’s a bad thing to be a more efficient, more powerful recruiter by leveraging technology. I just think your job’s changing.

It’s totally fine. If not, you’d still be using fax machines. Yeah, exactly. True. That,

Jeremy Schiff: true that it’s like people saying, I was like what was [00:17:00] recruiting like before the internet and after the internet, right? Like it’s just a completely different, like most of the, most of that is like completely different than what it was before.

And so of course, people are gonna have to Aja, adapt and change with the times and they’ll, and that’s gonna make them ultimately more effective as long as they do.

Brian Fink: Super curious here. You mentioned hard skills and you said the hard skills are getting harder. What hard skills are getting attached to recruiting?

Jeremy Schiff: So there are a number of them. So I would argue how you go in alt. So it starts with just like how you position The, it starts with how you position the the roles in the first place, right? Sure. How do you calibrate and make sure that the candidate, that the candidates are really aligned to what you’re looking for?

That is a skill, right? Like half of the time hiring managers think that they want something, but they actually want something slightly different. Teasing that apart and getting the right things in place, there’s tooling that can help with that, but there’s also just the skills of knowing how to go through the right [00:18:00] process to go and understand that.

Then there’s the going and finding the right people. And so what search terms do you use? I like to refer to this sort of recruiting donut of you wanna find candidates that are. Good. So if you look, if you think about the center of the donut, let’s take engineering for example.

Everyone’s reaching out to the Berkeley Eng, Berkeley, Stanford, m i t engineer that work with Google, Facebook, or what have you. Those aren’t the people you should be reaching out to. You wanna find the donut. You wanna find that ring around those people that are fantastic for your company. But are only good for other companies.

And so where you can find a value proposition, where those people are really particularly excited about the problems you’re working on, the role you have available to them, so on and so forth. And then and so how you package that and ultimately, Con, make that compelling and exciting to the candidate is important.

And that ranges from targeting them all the way through to what messaging do I use when I reach out to them? What do I use when I’m [00:19:00] interviewing them? How am I selling them and getting them excited about the role. All the way through to talking about why things more than just compensation are relevant when you’re making a decision about where to get, where to hire.

All of those things are areas that can really be valuable. And these are skills that definitely people, the difference between a great recruiter and a junior recruiter are specifically these things,

Brian Fink: finding that relevancy there. I like that you touched on that about what you know, that it’s more than just money.

Like how do you think that a recruiter should make a good value proposition even better to the candidate? What does it, what does that

Jeremy Schiff: take? It ultimately takes contextualizing it to what it is that who the candidate is as an individual, right? So you like the, they’re gonna be different benefits to different people Even for the exact same role, right?

Some might be more excited about the problems, some might be more excited about how they’re gonna help people. Some may be more motivated by money, some might be more like all of these things are different [00:20:00] sort of factors that people are weighing in. Some people like a great way to talk about, especially junior people who are focused on money.

Talk about do you care about like just asking the very specific question, do you care about the amount of money you make in the next two years? Or do you care about the amount of money you make in the next 20 years? Because if you care about the latter, you probably should be optimizing for your career and the skills you’re gonna get in your next job and not necessarily only maximizing the amount of money you can get.

And so if you are already framing career development as part of a conversation when you’re. When you’re hiring, think about how excited they’re gonna be about this they actually, they’re bringing this up in the interview process. You don’t think that they’re not gonna care about it when I actually get onboarded.

But again, this is much more, this is recruiting, but this is also just like generally how you’re interacting with the entire life cycle of people that you engage all the way through to employees and making sure they’re excited and motivated every day. It has to come from an authentic and genuine place where when people do the interviews, that they’re gonna ultimately see the [00:21:00] values that you have.

And so hopefully the company you’re working at has been thoughtful about what these values are, and it should be easy to package those up in a way that’s gonna be exciting for the person, but it needs to be personalized for what their desires and needs are. I feel

Ryan Leary: like most of what we talk about, In recruiting, especially hearing you talk.

Like just when you’re saying what you’re saying, I feel like, I just wanna say, isn’t this common sense? Isn’t this We do No dude. Common sense? It’s not like it, but it is. It is. Like, where was I? It was in Dallas. We were in Dallas. I was with William. With Tincup. We were in Dallas. This was. Pre pandemic probably, I’m assuming, maybe it might have been after.

I don’t remember. But he did a thing. He did a presentation on micro experience.

Micro moments, micro experiences and so some of them, I’m sure he just pulled off the top of his head cuz that’s who he is. But some of them I actually know because we’ve spoken to companies about these [00:22:00] and they’re just they’re such.

Big moments in such the, in, in just the smallest, most perfect place to increase the engagement. But when you boil it down, it’s just common sense. Be human. And it’s understand, like one of the things was a recruiter talking to someone on a call, just nonchalantly in the conversation. You’re gonna bring them on site, talk about a drink, like what’s your favorite drink?

Just get it out of their head. When they come in, you have Coca-Cola sitting there, or you have Gatorade sitting there because that’s their favorite drink. Things like that, like just mindful conversation, active listening as a recruiter can go so far. And I just feel like I’m hearing you talking.

I’m like, and I’m back to this common sense approach in my mind again,

Brian Fink: Ryan, so here’s. And Jeramy not to steal your thunder because you’ve definitely put some lightning in a bottle here with talking about optimizing for career development, being an authentic and coming from a [00:23:00] genuine place, having being thoughtful about the values of the company.

I. Ryan, there’s so many recruiters that start in agency and I’m not bashing agency. I love agency. I’ll probably go back to agency at some point. The reality of it is that when you first enter that agency, whether it’s a tech systems or and I’m not speaking Illit tech systems, they do a great job.

Or Robert Ha is that they give you a script and they want you to follow the script and they tell you if you follow the script, you’re gonna be successful. If you make a hundred outbound phone calls a day, you’re gonna be successful. And at that stage, in the first three to six months of being a recruiter, you should be doing the most experimentation possible, but you’re being graded on the wrong things.

You’re being graded on activities that may or may not generate. Revenue for an organization. They, I don’t think that a hundred phone calls a day generates revenue for an organization. I think having four meaningful, impactful conversations where [00:24:00] you understand where the candidates been and where the candidates going, and how you can be helpful to get them there, the way that Jeremy’s speaking about, I think that’s more impactful.

But nobody wants to hear, oh, I had four phone calls today That doesn’t, that sounds

Jeremy Schiff: diminutive.

Yeah, and it’s also, again, it’s about the, those things are skills, right? Those, the way you make sure that you have those sort of engaging conversations and you actively think it means you have to deeply understand your company and the values that they have, and a, as you’re saying, Brian, deeply understanding.

What it is that the candidate is motivated by and why they’re excited and yeah, I totally agree with you, Ryan. It, it is common sense, but it’s also a skill that people can get a lot better at, and I feel like it’s one of those things that people are just like this is a common sense thing, so it must be just innate.

And you’re either good at it or you’re not, but that’s definitely not true. It’s it’s definitely something where, like the gaps are huge between the people [00:25:00] who really are good at this. And the reason, and the people who are good at this are good at this cuz they spend a lot of time doing it.

Yes, some of them may have someon innate talent, but all the best recruiters I know have spent a huge amount of time doing this, right? There’s a huge gap between a junior recruiter and a senior eng senior recruiter. They have different skills. They know how to leverage different technologies.

They know how to connect with people in different ways. All of these are very relevant. Being effective at your job?

Ryan Leary: It’s it’s,

Brian Fink: go ahead. No, you got it. My wife is gonna get onto me for interrupting you, so you get to go first.

Ryan Leary: No, I was just gonna, it’s interesting hearing Jeramy talk about it like this because being in the business, and, I’m not a day-to-day recruiter any longer, but, so Fink, you probably experienced this more than I do, but I can remember, I.

When I was day to day and recruiting, I just thought it was like, oh, you’re a recruiter. That’s it. You’re not special. You’re a recruiter. Go do your job. Go home at night and be okay and be happy with what you did. But [00:26:00] you’re, I never really bought into the fact that, oh, you’re helping people, with a career and a career move and your help.

I I understand all that. That never affected me personally, but when you talk about the gap, Between a junior recruiter and a senior recruiter. In that 30 seconds that you were talking about that I’ve really understood the gap, like I could see the gap. I remember the gaps between the juniors and the seniors in terms of recruiting and the skill level and the ability of that recruiter.

To not just have conversation, but to close deals, to facilitate deals, to make people feel good about themselves, to facilitate conversations between hiring managers, leaders in the organization, the candidate full circle and there is a big difference and it’s something that I’ve always overlooked and it’s just something that, you know, that when, in that 30 seconds it made me realize it.

Brian Fink: For a quick second here. I want to praise junior recruiters because junior [00:27:00] recruiters are a big influence on the technologies that we adopt, right? Like this generation of recruiter that’s out there, they’re the ones that are going on and they’re learning bullion on TikTok or on Instagram or, and they’re applying those techniques in new and unique ways, and they’re showing me as like a reverse mentorship.

How I can be better at my craft. So I think that it comes down to what we had talked about Jeramy like when we were having our pre-call is about that curiosity and that nature to uncover that. I see you’re nodding with me and being thoughtful about those values and what’s being communicated.

Jeramy, what would your response be to how. How to best help a junior recruiter become a better recruiter, and how to take a senior recruiter from where they are today and make them that one X. Like how do we get there for both parties?

Jeremy Schiff: Yeah, so I, I’d argue with with the senior recruiter who probably already has the skills around Boolean and how to talking to people, [00:28:00] I would really argue that it’s gonna be keeping your pulse on what these next generation technologies are, because they’re the ones that are gonna allow you to scale in a.

Like in an even faster way than you are right now, right? There’s no way to invent more time in the day. So you really need to leverage things like machine learning to personalize what you’re looking for, or automated outreach, things like that, just to give you back more time in the day and ultimately making more effective.

And if you’re really fast and effective with the tools you’re using, you’re gonna be great on the junior side. I totally agree with you that there’s definitely a. Sort of bias towards being very comfortable with technology, which could potentially be a superpower for a more junior person, which will definitely help accelerate their career if they’re investing in getting better with that.

But then there’s also the human side, which is just again, spend a lot of time talking and getting mentorship from the senior people around you about all of the things we’ve talked about how you connect with people, how you make those sort of personal moments, how [00:29:00] you. Come up with messaging, and again, that’s messaging, whether it’s in terms of reaching out or to your point, being on the phone or all the way through to doing the interviews that ultimately is going to make you more successful and ask and even shadow, like if where possible just be like, Hey, yeah, can I hop on a call and watch how this is happening.

Or Hey Jane in the organization has just started using recruit bot and they’re being really effective. Jane, can I screen like maybe we even live in different states. Can I screen share for 30 minutes and just watch you do your job for 30 minutes? I may learn some things about how to do mine more effectively and I feel it’s very hard in the daily grind where, to your point where you’re just like, do these things and then you’re done for the day and get out. But if you’re investing in your career, then you need to, you may need to make the time investments in terms of learning these tools, learning these interpersonal skills, et cetera.

Jeramy, this

Ryan Leary: is been a very amazing and good conversation. I’m so [00:30:00] excited for what you all are doing over at Recruit Bot. Congrats on the on the announcements. On the funding we are going to be watching and seeing the good things that you guys are gonna be doing. So thank you very much for bringing that all through here at Source, at school.

Thank you. Got anything else? You wanna wrap ’em up? I

Brian Fink: just wanna say big hell yeah. Jeramy, this has been a great conversation. Thank you for dedicating your career choices and your life choices to making. Get better for candidates. Cause that’s ultimately what I see the team at Recruit Bot really doing.

So thank you man. I appreciate that.

Jeremy Schiff: Yeah. Really appreciate the time and yeah, excited to announce the round of funding. It’s just gonna allow us to help more people and help continuing making recruiters more effective at their jobs and getting more people hired, which is why we do this every day.


Brian Fink: sauce, putting the ACEs in their places. Alright, then my friends Jeramy with the team at Recruit Bot Ryan Leary with the team at RecruitingDaily. I’m Brian Fink and this has been an awesome afternoon. Thanks for [00:31:00] spending some time with us. We’ll see you I guess. Should we single?

We’ll see you in, we’ll see you online or see you. We’ll find you, you’ll hear us. We’ll find you. We’re recruiters. That’s what we do. We find you.

Sourcing School Podcast

Ryan Leary

Ryan Leary helps create the processes, ideas and innovation that drives RecruitingDaily. He’s our in-house expert for anything related to sourcing, tools or technology. A lead generation and brand buzz building machine, he has built superior funnel systems for some of the industries top HR Tech and Recruitment brands. He is a veteran to the online community and a partner here at RecruitingDaily.

Brian Fink

As a Talent Acquisition Partner at McAfee, Brian Fink enjoys bringing people together to solve complex problems, build great products, and get things done. In his recent book, Talk Tech to Me, Fink takes on the stress and strain of complex technology concepts and simplifies them for the modern recruiter to help you find, engage, and partner with professionals.


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