Loxo

It's official: Loxo has been named MOMENTUM LEADER in the Talent Intelligence Category by G2 🎉 🎉 🎉

Reason #87 why the Talent Intelligence Platform will replace the ATS category: 𝐓𝐡𝐞 𝐦𝐚𝐫𝐤𝐞𝐭𝐩𝐥𝐚𝐜𝐞.  The marketplace is where the game is played. Marketplaces allow buyers to evaluate 𝗔𝗟𝗟 suppliers and compare them amongst each other based on product differentiation, price and value. The recruiting software marketplace is evolving at breakneck speed.  Talent Intelligence Platforms exploded from two companies to over fifty in just the last couple of years. (Loxo was the first in 2012 and Eightfold.ai was the second in 2016). Each year the competitors on this G2Grid® start to look more and more similar in their offerings which means the category is maturing and the buyers are agreeing on the product capabilities they DEMAND and they value most. This Grid is the recruiting software marketplace where all of the innovation, capital and buyer DEMAND are playing the game. You won’t see one single traditional ATS company on this Grid. ATS are no longer in the marketplace where the game is being played, and their customers are upgrading to Talent Intelligence Platforms. 𝗪𝗵𝗮𝘁 𝗶𝘀 𝗮 𝗧𝗮𝗹𝗲𝗻𝘁 𝗜𝗻𝘁𝗲𝗹𝗹𝗶𝗴𝗲𝗻𝗰𝗲 𝗣𝗹𝗮𝘁𝗳𝗼𝗿𝗺? The Talent Intelligence Platform category is defined when a single company offers each one of the following software products all-in-one platform: 1. Applicant Tracking System (“ATS”) 2. Recruitment CRM (Candidate Relationship Management)  3. Sourcing (“People Search Engine”)  4. Outbound Recruiting (“Candidate Engagement” or “Outbound Recruiting”)  5. People and Business Data (Contact Information, Social Profiles, websites, metadata)  6. Artificial Intelligence and machine learning across the entire unified suite of products in many applications. 𝗧𝗵𝗲𝘀𝗲 𝗮𝗿𝗲 𝗻𝗼𝘁 𝗳𝗲𝗮𝘁𝘂𝗿𝗲𝘀 --- 𝘁𝗵𝗲𝘆 𝗮𝗿𝗲 𝗲𝗻𝘁𝗶𝗿𝗲 𝗣𝗥𝗢𝗗𝗨𝗖𝗧𝗦

Pattern matching can be a powerful hiring tool. Bryan Buck joined us on the pod recently to chat through ON Partners' Private Equity Talent Trends Report — which you can check out here: https://lnkd.in/ewrV37rJ Through the discussion, Bryan emphasizes not just current trends in PE hiring, but the aspects of what makes a great hire. One of the biggest differentiators, especially when hiring a leader? Growth mindset. Someone looking for ways to take failures and turn them into a success. To develop people. To keep learning and growing and being creative. When hiring for PE, especially — where the stakes are high and the timelines are tight — using pattern matching to identify growth mindset leaders who fail fast and then turn around and do it better the next day is key. Because it's not about the failure. It's about the "what did you do then?"

How do you do your job today? How sophisticated is your workflow across all of your jobs to be done? Our job, as a recruitment technology partner, is to solve your workflow problems in one end-to-end platform. Simple UI. Intuitive workflow. All your data under one roof. No more bolt-ons (and their price tags). It's simplicity that gives you sophistication. That's Talent Intelligence 😎

Loxo vs Applebee's $1 Zombies When comparing the two, Loxo is generally considered "better" as it is historically significant recruitment technology, known for its ability to bring a recruiter's entire workflow into one AI-powered Talent Intelligence Platform. Applebee's $1 Zombies, while cheap, are...just an unnaturally blue beverage.

Data is only as good as the problem it solves — and how fresh & accurate it is. Within the recruitment lifecycle, you have so many jobs to be done. All of which require data in one form or another. The problem with this data being stored across disparate tools is that, often, these tools don't talk to each other with 100% accuracy — and things inevitably slip through the cracks as a result. Having good data throughout your entire workflow is critical — and is one of the biggest reasons to make the move to a Talent Intelligence Platform that brings your entire workflow (and all of its data) under one roof. Loxo's TIP is a data-driven platform that is constantly self-updating — making sure you've got the freshest and most accurate data possible as you conduct every stage of your workflow. It's also really easy to use. Especially compared to toggling between 8 different tabs all day 😇

Email deliverability has been the talk of the town lately — and not necessarily in a good way. Google making adjustments to their spam regulations earlier this year threw a lot of people into a tailspin, wondering if their emails were going to get delivered or if they'd be destined to waste away in the dreaded ...SPAM PURGATORY (Spurgatory? Spamurgatory? Spamatory? We're workshopping this.) For recruiters, email deliverability is a mixture of the practical and the philosophical, but it really boils down to two major questions: 1) Are you sending the right emails to the right people? 2) Are you sending emails that those people actually want to read? We put together a handy-dandy guide to all things email deliverability for recruiters — it's HEFTY, but by the end of it, you'll be an expert. https://lnkd.in/ezC-wxQN

Seeing really is believing. At least where Talent Intelligence is concerned 😎 The recruitment industry has been stuck in a cycle of "same"ness for decades — even while major technological advancements are happening all around us. Once you start to experience the magic of a platform that was actually DESIGNED for your workflow (not the other way around), you really can't go back.

Andddd reason #89 from Matt Chambers on why the Talent Intelligence Platform will replace the ATS category: "Artificial intelligence web 3.0 platform" Every category leading software platform in the decades to come will be an artificial intelligence company. As ATS was first built when software was installed on the desktop. So the big upgrade for the existing ATS suppliers and explosion of new market entrants was to compete with each other to build the best first generation SaaS version of an ATS (web 1.0) to replace the desktop version — and this is what these suppliers have focused on doing for the past two decades. Hundreds of ATS were built in the web 1.0 era. An ATS was simply built to manage job applicants and that was it. The ATS doesn't come with natively built-in data, AI algorithms or the infrastructure that's required to deliver AI capabilities. Web 3.0 platforms will replace the first generation software applications in each category — which for the recruiting category, that means the applicant tracking system (ATS) itself. ----------------------------- In case you aren't following Matt Chambers, he's sharing a list of 100 (!!) reasons why the Talent Intelligence Platform will replace the ATS category

In case you aren't following Matt Chambers, he's sharing a list of 100 (!!) reasons why the Talent Intelligence Platform will replace the ATS category Today and tomorrow we'll share a few of his recent posts and videos on this, but be sure to follow him so you can see each new one as they're dropped. Reason #88 why the Talent Intelligence Platform will replace the ATS category: 𝐒𝐮𝐩𝐞𝐫𝐢𝐨𝐫 𝐜𝐫𝐚𝐟𝐭𝐬𝐦𝐚𝐧𝐬𝐡𝐢𝐩 It takes a minimum of a decade to build and bring to market an enterprise software platform — yes a DECADE. A decade is a lot of time for a software company that are focused on their mission. Tens of thousands of product releases and micro decisions happen over that timespan. The resources invested don’t only go into building new product capabilities; in fact most of the resources and daily grind after the foundational suite of products are launched goes into refinement, polishing, and perfecting. The commitment to excellence and superior craftsmanship compounds over the long-term time horizon. For the Talent Intelligence Platform to truly surpass the ATS category, it must improve upon product capabilities, innovative business model design, and exceptional craftsmanship—these elements are intricately woven into the very DNA of both the platform and the organization.