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This tool has solely been researched by the WilsonHCG Innovation team.

Summary

Pocket Recruiter is an expert sourcing system capable of learning to read your job descriptions like a human recruiter, to understand what’s most important and what’s required of a qualified candidate.
Pocket Recruiter then searches multiple internal and external candidate sources, evaluates and identifies the most qualified candidates without any human intervention. It learns from the recruiter’s actions (what is important, who was selected, who was rejected, who was put forward to interview, who was hired, who was hired by whom, what are the similarities in this cluster, what set them apart), then adjusts the subsequent searches automatically, to bring back even more suitable candidates.
It is this combination of automation and learning that helps Pocket Recruiter clients to achieve some remarkable results: time to shortlist reduced to 20 minutes, interviews up by 24%, time on engaging with candidates and qualifying jobs increased by 40%, leading to significant financial gains through savings on 3rd party costs and increased revenues.
Pocket Recruiter was founded by Randy Moore, Jack Felice and Bel Martijena in 2014. It has been purpose built for recruitment and talent acquisition and is based on a highly advanced approach of artificial intelligence. Since then it has grown considerably both in terms of people, locations and clients.

Product Summary

Recruiting For A New Generation
Automatically get the right candidates, for the right roles.

True Score Matching

See accurate scores for every matched candidate and job description.

Continuous Learning

Our advanced neural network learns on its own from a variety of information sources, and constantly adapts to recruiter feedback.

Easily Share With Your Team
Efficiently track the entire recruiting process, and share opportunities with candidates, clients, & partners from anywhere.

Move Fast, Save Time & Money
Our system is designed to make your life easier, accessible from any device so you can move swiftly at the top of your recruiting game.AI-driven full-cycle automation tool, that can be adjusted to automated as much of the cycle as fits your needs or comfort level. In full, it can perform everything from intaking new roles via ATS, and through all stages of sourcing/screening, and submitting Candidates, to the hiring stage.

Through Recruiter-driven "training" for the AI, as well as its own ability to self-teach based on experience with hiring outcomes, the system uses LI and other 3rd party CB/Job sites, to gather passive applicants who match role requirements. It can also feature a career site (extra charge) where Candidates can upload their CV, have the AI system run its matching processes, and have jobs they have a strong match with listed and made available for application (a unique approach to matching software that provides Candidates with the benefits of the technology). 

ROI Calculator here: https://www.pocketrecruiter.com/#roicalculator

Demo Notes

03/20/2020

• AI built for recruitment specifically, learning from the role requirements, but also by the RC’s behaviours and actions interacting with candidate profiles
• “Unsupervised learning”, where it analyzed successful candidates and tries to find commonalities
• Automatically import roles and Reqs from ATS, automatically post those roles to efficient job board choices, auto-matching candidates, set quality gates for passing candidates onward to screening stages
• Can then automatically engage and screen candidates, and then submit them to the hiring manager (if desired)
• How far you want to automate the entire recruitment process is up to you
• Common set up is that everything is automated until the time to pass candidates into the ATS (though this can be automated, as well)
• You can see which roles the AI is “trained” on by the Training Score 0-10 depending on the experience and efficiency with that role based on experience & input from Recruiters to “train” it
• When roles are set up you can set all of the requirements (Must haves, nice to haves, etc.), as well as disqualifying items (such as not hiring from certain companies, etc.)
• Set new roles up with benchmark candidates (those successful in the past) as a point of reference
• On the candidate end, candidates can upload their resume to a site portal where the AI scans their application & tells them which roles fit their experience (and they can choose to apply to those if they’d like)
• ATS or VMS integration ideal
  • 19 different ATS currently (Workday, iCIMS, etc.)
  • Can send list of ATS later, but can also build integrations with any ATS not currently covered
• Which ATS are supported?
• Job Boards used for automated posting processes
  • Uses the job board relationships you already have (agreements with GD or Indeed, for example)
• How are job boards connected to this system?
• GDPR/Privacy Compliance
  • Only uses publicly-available information from LinkedIn, Reed, etc.
  • Candidates funnelled into the ATS go through the ATS' standard compliance processes (GDPR consent request, for example, with Avature)

Trial/Pilot options

• 6 month minimum Pilots can be set up (less than that would not give enough time to properly integrate the ATS & get a good sense for the benefits)

Implementation & Cost

• 2-4 weeks, depending on how much integration and automation will be set up (4 weeks on the safe side)
• Career site or HM access are additional features
• Cost depends on number of active roles per month
  • 100 roles per month would be $28,800 USD per year with unlimited licenses (dividing those roles up from there)
  • 900 roles open per month would be $172,000 USD per year

View file
name Presentation April 2020.pdf height 250

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