PocketRecruiter

Owned by Brittanie Keyser
Last updated: Mar 30, 2020 by Tom Sosnoski
3 min read

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

Summary

Pocket Recruiter is an 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