Page Comparison

Convert 3X more “passive” candidates to applicants, with an AI-powered automated talent sourcing platform.

Talenya’s Talent AI™ taps into a database of 1.3 billion profiles, finds the most qualified and diverse candidates for your roles, and turns them into applicants, effortlessly.

• Global

• English

• CRM integration (optimal, not required)

• 1-2 weeks

Reduces time spent manually sourcing candidates

• AI sourcing runs searches and builds candidate lists automatically using the JD to match against candidate profiles

• Talenya can import (with integration) jobs directly from the ATS and begin sourcing/outreach without requiring recruiter action

• Recruiters view the shortlist, give feedback on top-ranked candidates to teach the AI about who does/doesn’t match with the role, and then re-runs the search to account for that new insight

Generate candidate lists with balanced demographic representation using talent search AI

• Boolean searches are inherently flawed in terms of bias, as demographics that are traditionally over-represented tend to fair much better in keyword-based results

• Talenya uses algorithms to identify diverse demographic talent with more sparsely-populated profiles and intuit their skills and experience to result in a more demographically balanced shortlist

Automatically messages and follows-up with candidates to allow recruiters to jump in once a candidate states that they’re interested

• Send templated message campaigns automatically using your client email or a Talenya-branded domain

• Track response rates and use Talenya’s chatbot to conduct pre-screening questions

LinkedIn Messaging

• Allow messages to be sent directly from recruiter profiles instead of through Talenya’s OR Bot

Early 2022

05/26/2021

Nicole Herr

Tom S

• Identifies diverse talent at 98% accuracy (AI-driven sourcing)

• Mitigating bias by leaving photos and names out of candidate review profiles

• Sourcing Methodology

  • Can uncover more data than most traditional tools can provide

  • Uses any public digital footprint

    • LI, GitHub, StackOverflow, Google, Glassdoor, AngelList, etc.

  • Claims to have the largest, most up to date talent profiles

    • 1 billion profile database

    • Updated in real time

  • Boolean search is not optimized for diverse talent pools

    • People in diverse demographics (especially women), have less detailed profiles (less braggy, maybe) and fewer photos, total profiles, etc.

    • Our search is based on the JD you upload, with the AI building a search to optimize reaching diverse demographics

      • Recruiters review the results and give that human feedback to the AI to continue learning

    • Machine learning improves searches over time

  • Predictive skill populating

    • Adds in missing skills to uncover passive hard to find talent

      • Some people who aren't looking for a job, won't add their full list of skills to their profiles

    • We compare roles that candidates hold against similar jobs to see what common skills could be expected

      • Claims 95% accuracy

  • Diversity skills gap leveling

    • AI balances the abundance of info/details on professional profiles for non-minority groups with the profile content of diverse groups (seeking to correct the imbalance of white males having the beefiest profiles)

• Diversity Booster

  • Makes suggestions to tweak your search to increase certain representations

    • Ex. increase female representation

• Diversity Dashboards

  • Help track your team's diversity sourcing activity

    • Measure goals and each person's progress with achieving balanced sourcing outcomes

  • Diversity Benchmark Reports

    • Track progress against goals/milestones within your organization and against your competitors

• Candidate List Review

  • Limits names to initials only

  • Shows experience profile and skill tags, experience

  • Click "approve" or "reject"

  • If you're not seeing the diversity breakdowns that you want you can enter the "Diversity AI" for the list

    • Visualizes the demographic breakdown of your list

    • Lets you identify priority demographics (like women or African American) and the % of the list you're seeking to find

    • Adjusts the list to display these demographic ratios by leveling the skill analysis

• Contact details

  • Gives you an email (doesn't show multiple options, so may or may not be accurate)

  • Phone number if they have it (doesn't seem to tell you if it's personal or company number)

  • Shows the various profiles for that person on the web (LinkedIn, Indeed, etc.)

• Messaging tools

  • Can message from the platform (single or bulk messaging)

  • Drip campaign tools

  • Create a call sheet for your list by exporting to Excel

  • Message templates

    • Quick-build options for adding links to JDs, codes for first names, adding simple buttons for candidates to click "Interested" or "Not interested"

  • LinkedIn messages

    • Request messages to be sent to candidate list on LinkedIn

      • Sent by Talenya on your behalf (currently working out a way you can do this yourself, but for now it seems to kick you off LinkedIn if you try)

        • Under a Talenya LinkedIn account

          • Would show as "recruiter name @ Talenya" (no client branding other than the message template which would mention the client name you're recruiting for

• ATS integrations

  • Support most major ATS platforms (Workday, SF, Greenhouse, etc.)

  • Can do this for a 1-year agreement minimum

  • Talenya can operate standalone, as well

• Talenya can be used in two primary ways:

  • Recruiters use it to conduct searches, review candidates, refine searches, etc. themselves

  • Campaign searches conducted by Talenya on your behalf

    • Can be used when your team has tighter bandwidth

    • Send your job to Talenya, identify a diversity type you're looking for, then we send you a list that fits accordingly

      • Hands-off way to get diverse talent in your funnel

• Which email does the messaging come from?

  • Emails are sent from whatever address the login account is set up with, so if you set it up with your WHCG emails, then the messaging tools would send from that email, but if you wanted them to come from client branded email accounts, then the logins would have to be assigned under those addresses, instead