Supercharge your Technical Recruiting with TalentBin

Supercharge your Technical Recruiting with TalentBinSupercharge your Technical Recruiting with TalentBinSupercharge your Technical Recruiting with TalentBin57% of the workforce plans to look for a new job this year. The other 43% just dont know theyre looking yet1.What if you could find, engage and recruit hard-to-find technical talent where they live online with one solution?In this on-demand webinar, youll learn about social recruiting tool TalentBin by Monster.TalentBin by is a technical talent search engine with over 100 million public, tech-focused profiles aggregated across hundreds of websites. It delivers a candidates 360 web footprint and makes it easier to find, engage and recruit highly-skilled tech talent.Our product demo will show how TalentBin helps youUncover in-demand technical talentEngage in high impact, high volume outreachStay on top of your technical talent pipelineSource 1Korn Ferry Survey, 2014About the PresenterPeter Kazanjy, Founder of TalentBinPeter is the F ounder of TalentBin, a talent search engine that scoops up all the implicit professional activity people engage in across the web, makes sense of it, and shmooshes it into a composite professional profile, chock full of all those professional skills and interests you were too lazy to put on your LinkedIn profile. TalentBin welches acquired by in February 2014.Before starting TalentBin, Peter created Honestly.com, a community-generated professional reputation site like Yelp, but for professionals. Before all that, Peter was the Director of Product Marketing at Sharethrough, and held a variety of marketing and product marketing roles at VMware. And before that he spent four years reading English literature and philosophy at Stanford, where he got a BA and MA, in between spending lots of time on the Ski and Ultimate Frisbee teams.Peter lives in San Francisco, where he spends way too much time thinking about professional reputation and identity.Webinar Transcript Supercharge Your Techn ical Recruiting with TalentBin by MonsterLadies and gentlemen, thank you for standing by. Welcome to the Supercharge Your Technical Recruiting with TalentBin by Monster. During the presentation, all participants will be in the listen-only mode. Afterwards, we will conduct a question and answer. If at any time during the conference you need to reach an operator, please press star zero. As a reminder, this conference is being recorded Tuesday, September 30, 2014. I would now like to turn the conference over to Peter Kazanjy, founder of TalentBin. Please go ahead.Thank you very much. Hey, everyone. Thank you so much for joining today for this webinar. Im really excited to be able to share what were doing over here at TalentBin by with everyone. Just by way of introduction, Im Pete Kazanjy. Im the founder of TalentBin, which was recently acquired by in March. TalentBin is a talent search engine that helps recruiters make use of all the wonderful information that candidates are leaving a ll across the Web in order to find them, qualify them, and engage with them, and ultimately hire them.Today were going to be talking a little bit about exactly that. Were going to be going through a healthy amount of material here. But dont worry, the wonderful webinar team here at is going to be sending these slides out to you after the fact. And I also just tweeted them out myself. You can just find me on Twitter at PeterKazanjy, just Google Peter Kazanjy and you can see the slides that were going to be going through, and I just shared those out. With that, were going to get this anlass started.In order to understand what TalentBin is really for, you have to understand how the talent market has changed over the last 20 years. Mainly what that comes down to is, how have candidates changed the way that they externalize professional information about themselves? Obviously in the mid-90s, it was really transformative to have job boards like and company aggregate together job postings from the offline world to the online world where candidates can find them. Again, the challenge there of course being that primarily those were active candidates.LinkedIn came on the scene in the mid-2000s, whereby instead of it being an active candidate database, instead LinkedIns approach was, Hey, create a professional profile for yourself, and now out the backdoor, were going to provide access to that to recruiters. That expanded the talent pool that recruiters could get access to. But at the saatkorn time it kind of had the challenge of individuals having to actually put themselves into LinkedIn. They have to actually embellish their LinkedIn profiles.Something thats changed over the last ten years or so, is theres actually been a growth and a distribution of more of these websites where individuals spend time engaging in professional activity online. People may joke about the fact that on Twitter you share what you had for breakfast, but at the same time you tweet about what c onferences youre going to, or who you follow people that are relevant to your professional interests. Or on places like Stack Overflow, a question-and-answer site for software engineers, youre answering questions about Ruby on Rails, or youre asking questions about iOS development. Or on places like Meetup, youre joining meetups regarding big data or Android or Java or what have you.On the other hand, this is really powerful. Historically, this information has been very distributed and hard to get access to for recruiters. Ways to think about this is, these talent bits, as we kind of like to refer to them as, are distributed all over the place. They might be things like tweets on Twitter tweeting about Ruby on Rails, or answering a question about Java on Stack Overflow, or being a member of the San Francisco Ruby Meetup Group, or even in the U.S. patent database being listed as an inventor on a patent related to Java, or big data, or mechanical engineering, or defense, or pharmaceut icals. And so, these pieces of information are blown all over the web, and really what TalentBin is focused on is helping recruiters get access to that information and make use of it. Most recruiters are pretty familiar with LinkedIns recruiting solutions. So, heres an easy way to think about what TalentBin is doing for recruiters. LinkedIn Recruiter is a recruiter-facing talent search engine and lightweight candidate relationship management tool that sits on top of the LinkedIn database. TalentBin is a recruiter-facing talent search engine that sits on top of this database of candidates that is aggregated together from the entire Internet. So the way to think about TalentBin is kind of like LinkedIn Recruiter, but for the entire Internet. One thing to walk away from this with is thats the cocktail-party exploitation of talent, if youre at a cocktail party full of recruiters of course.So, to understand why this matters and why this is impactful to recruiters, you have to think about how do people use LinkedIn in their day-to-day life? Folks like the people on the phone today, were all recruiters, were all salespeople, were all marketers, we use LinkedIn for our professional day-to-day activity, and as such, were fully engaged and were constantly embellishing our profiles. Folks who dont have a call to be using LinkedIn in their day-to-day job, like software engineers, scientists, etc., theyre bedrngnis like us. They dont have a reason to be on LinkedIn. And so, as a result, on a day-to-day basis, its elend top-of-mind, and oftentimes that injures the completeness of their profiles.By way of example here, this is one of my account executives, Ron Perez we use him in the slide presentation in order to give him a hard time. He used to work at LinkedIn, now hes an account executive at TalentBin. And so his LinkedIn profile is fully embellished, because hes on there all day long looking at recruiter profiles, and each day its very top-of-mind for him. The gentlema n on the right is actually a guy that I went to college with, John Helsbad. Hell be very happy to know that he was featured on this webinar. Hes actually from North Dakota, so we call him Fargo. Ill be referring to him as Fargo going forward in the call. John here obviously has a sparser LinkedIn profile. Hes a senior software engineer at Google, and so he doesnt have a lot of call to be on LinkedIn embellishing his profile. He has some title information, but the challenge here is that he hasnt put any skill profile information on here.If Im a recruiter, I have no idea that John is a Java Engineer, and a Python Engineer, and a JavaScript Engineer, because he hasnt put that on. If I look for somebody who has experience with Java, and Python, and JavaScript in the San Francisco Bay Area, Johns leid going to come back in search results. You cant get a search engine hit if the data is leid there. And the data is notlage there because John didnt put it there. The problem with this is tha t as recruiters, technical recruiters get more and more specific with the searches that theyre conducting on LinkedIn by adding skill profile, as youre supposed to do, people like John fall out of the search results, not because they dont have those skills, but because those skills arent present on their profile. For instance, if you run a search in the San Francisco Bay Area on LinkedIn Recruiter for Ruby on Rails, and Sinatra, and jQuery a set of technologies that are core to, for instance, Twitter every engineer at Twitter will probably match this criteria you only get 300-odd results in the Bay Area. The reality is theres thousands of people that have this skill profile in the San Francisco Bay Area. Theyre just not showing up in these search results because those profiles havent been embellished.And so this creates a series of downstream problems for both recruiters and also for candidates. For the recruiters, its hard to find people who may have the criteria that youre looki ng for, like our buddy Fargo here, for instance. And so those folks just get missed. And so theres a false sense of scarcity as compared to the reality of the talent pool in a given geography. Conversely, the folks who are discoverable are getting constantly inundated with in-mails, and so thats creating challenges where bad in-mails that are not targeted are ignored or filed away. Even worse, in-mails are being turned off, and worst of all, candidates nuke their profiles, and so now theyre just not discoverable at all.So LinkedIn is dealing with this right now by constantly moving the ball with respect to their in-mail policy. For instance, just the other day they announced that they are substantially changing the number of in-mails that LinkedIn Recruiter users were able to get access to on a monthly basis and no longer crediting back those that arent responded to. So LinkedIn has a lot of challenges in these regards. Our response to this is, why would you ever require Fargo to go and embellish his LinkedIn profile? Hes a software engineer. Hes doing other things. Why dont we go and look where the candidates actually are? Why dont we go and grab that information from places like Facebook, or Twitter, or Quora, or GitHub, or plan-specific sites like Behance or Dribble and pull them together for recruiting? So thats exactly what we do. We crawl a broad set of sites where folks engage in just sort of implicit professional activities, leaving those talent bits that we were referring to earlier around places like Facebook, Twitter, Google Plus, or About.Me, event sites like Meetups, or Lanyrd, which is a conference event, for individuals who are saying, I am attending RubyConf or JavaOne.We crawl creative sites as well where you use your experience, and UI designers and graphic designers and art directors are putting their portfolios. And even things like databases of professional researcher patents. Where we really shine is on the technical hiring front. We craw l a massive number of sites where individuals are engaging in software engineering-related activities, like, Stack Overflow is a question-and-answer site. For software engineers, thats a big one. GitHub is a social coding site where individual software engineers follow each others code. They fork each others projects. They host their code to kind of show off what it is theyre working on, all of which characterizes what it is that they do professionally.And so what TalentBin does, is we take all that information from all those different sites. We crawl it, make sense of it, composite it together to unify profiles for those individuals, like Fargo or Cameron here, and analyze and explore the activity that theyre engaged in there. Then pull together all the contact vectors for those individuals, like their schmelzglasle address, their Twitter handles, tweet them, at their Facebook profiles, homilie them on Facebook. We do the heavy lifting that, historically, recruiters have had to do, by doing Boolean searching, by Google, with our AIRS training. We just make it a lot easier for you.The benefit of this, how does this help out? The reason why it helps out is because now, when you run a search for Ruby on Rails in the San Francisco Bay Area, for instance, instead of Fargo not showing up or Cameron not showing up in those results, because they didnt put Ruby on Rails on their LinkedIn profile, now we actually find them. The recruiter actually can find Fargo, can find Cameron. So, what you end up seeing is a substantial difference between the number of search results for getting query that youll find on LinkedIn versus TalentBin in a given geography.This would be one example in the Bay Area, but its also the case across multiple geographies, whether thats Dallas, or New York, or Seattle. Again, like I said, were going to be distributing these slides later, so dont worry about scribbling this stuff down. It also works in smaller regions as well, like Columbus, or Det roit, or Denver. It also works internationally too, by virtue of the fact that these sites are naturally international in nature, because individuals use these for their professional use case as opposed to, in their day-to-day existence, as opposed to viral user acquisition, like, through LinkedIn. So if you look at comparisons, like in Canada, for instance, the same holds true. If youre looking for Ruby developers in Toronto, you have a massive difference between the number of results that youre going to get. The same is true in western Europe, eastern Europe, and even in Asia-Pacific.And so this is the case across a variety of technical skill profile that TalentBin crawls for. We are heavily focused on technology to start actually, we just shipped a number of design-centric sites, largely because those are the types of professionals who have started engaging in externalizing this information on the Web. Ultimately, we think that this is something thats going to be impactful for al l knowledge workers, but right now our real bread and butter is software engineering and design there. And so these are the sort of things that if youre a recruiter thats looking for people who have experience with PHP, or Python, or Flash, or front-end developers, or iOS, or what have you, thats where TalentBins going to be really helpful.And so what does this actually look like in practice? Well see a little bit more about this in a bit when we do a live demo, but, so heres this gentleman, Alex Wayne, that weve grabbed a screenshot of his profile from LinkedIn. Its a pretty sparse profile. Obviously this is an extreme example, because I want to look good on this webinar. And then here is Alexs TalentBin profile. Again, Alex didnt create this profile we created this profile for Alex by identifying his Google Plus, and Meetup, and RubyGems, and Tumblr, and Github, and Twitter, and Stack Overflow, along with a number of his personal websites, and then extracting all of his skill act ivity from those different places.So, for instance, we know Alex is into Ruby on Rails, because hes doing Ruby on Rails things on GitHub, and Meetup, and RubyGems, and Stack Overflow. And specifically, were calling out the individual actions that hes doing there. So for instance, hes a member of the North Bay Ruby on Rails Meetup. He contributed code to a repository named Rails on GitHub. Hes answered a question on Stack Overflow thats tagged with Ruby on Rails, and hes a member of the RubyGems community. So we actually show the recruiter what it is that the individual has done that demonstrates this skill profile rather than relying on you, necessitating you to have to run around and do that, and that saves you time.We also score the activity. So, for instance, I think this Dan gentleman right here has a very high score for AngularJS. What TalentBin is doing is, its grabbing those individual actions that Dan is doing on all those different sites. So, for instance, Dan forked an Ang ularJS repository on GitHub. Hes a member of an AngularJS Mountain View meetup and an AngularJS San Francisco meetup. Hes also tagged as being interested in AngularJS on Meetup, and hes answered a question about AngularJS that has AngularJS in the title on Stack Overflow. And the question itself on Stack Overflow is tagged. So what we do is, we score all that activity in order to weight it so the recruiter can quickly look at this and say, Oh, this persons really into AngularJS, versus Oh, this person over here is just maybe kind of into AngularJS. So the idea there is that its helpful for the recruiters to hone in and target the folks that are going to be more interested in opportunities that theyre presenting. So we do that for all of their skill profile and pull it all together into that profile, and analyze the search across that.One of the other things that we allow you to do is, while were aggregating all this information together, we also pull together other interests. For in stance, people are just members of AngularJS meetups on Meetup.com, but theyre members of other meetups, too, or theyve liked certain things on Facebook. A good example of this would be with Alex Wayne, this gentleman is a member of the StarCraft meetup on Meetup.com. Hes also into skiing as well, probably for a similar reason. The reason why this is very helpful is because it helps recruiters engage with individuals in a way that demonstrates that the recruiter has done his homework, and raises response rates from those individuals. If I were to go and emaillele Alex here, send him a personal email to his email address that weve pulled together, where the title mentions something about, Whats more fun, playing StarCraft or squishing bugs in Ruby? hes going to open that email. So, historically, that would be a time-consuming exercise to go and find that information, but TalentBin has pulled it right there for you so that you can act on it. We also pull job information too, but all o f this wonderful candidate intelligence isnt particularly useful without the ability to engage with the individual, to reach out and present an opportunity.In that regard, TalentBin also pulls together all available contact information for those individuals, primarily email address, being one of the most impactful methods, but also social communication as well. So you could tweet somebody, you could message them on Facebook or Meetup. We also have a large offshore team of researchers who are constantly adding more email addresses to our database. We have about 50 to 60 percent coverage on high-value search queries. But then for those that we dont, we also have an email concierge feature where, if, for whatever reason, a profile doesnt have an email address on it, you can click Request email, itll go to that research team, and within a couple of days itll be returned back to you. And we have about a 70 percent hit rate across tens of thousands of those requests.So this is what a Tale ntBin profile looks like by aggregating together all that information. So the question then is, What does this get me? What can I do with this? And really, what that comes down to is four main value propositionscomes down to finding candidates that other recruiting organizations cant find,getting a full 360-degree view of the individual to qualify and start the conversation,the ability to reach out using all available vectors in a scaled and impactful fashion,and then staying on top of the candidates with pipeline management and automation.So were going to touch on some of those here.So, first of all, all of those profiles that have been pulled together for Alex, and Fargo, and Cameron, theyre all put into that database, which is then searchable across. So the same way that you would search a resume database or youre familiar with searching LinkedIn Recruiter, you can do the same thing with TalentBin, where you could put in Ruby on Rails plus jQuery plus Reddit in the San Francisco Bay Area. And then TalentBin will return the aggregated profile, the composite profiles that match those. You can also do more involved, kind of visual Boolean searches as well, and even, TalentBin also has semantic searching functionality as well, insofar as when you if you want to search for NoSQL, for instance, TalentBin already has a bunch of existing, what we call, query expansion explode rules, where when you search for NoSQL, youre actually searching for a bunch of synonyms like Cassandra, and Couchbase, CouchDB, Dynamo, because requiring individual recruiters to remember all of those strings kind of you know, its a lot. So finding and searching is number one.Second is getting a full 360-degree view of the candidate. So we dont want any more people nuking their profiles and saying like, Oh, I dont want any more in-mails. Really, what it comes down to is, its not that engineers and candidates dont want to see opportunities, they just dont want to see irrelevant opportunities. And so thats the idea here, is that by having the professional interests, and also other interests that are provided to the recruiters, you can easily sort customized messaging.The entire outreach doesnt have to be customized. In fact, the entire outreach is largely templated, but with just a little bit of customization, you can double or triple your response rate. An example here is just quickly customizing this outreach here. One of our users, out of ten emails to customize email, ended up with, I think it was, three or four followings that came out of it and an individual who, while wasnt interested in a role right now, was happy to refer other people and keep in touch. All of this was a result of the recruiter in question focusing on the fact that this individual really liked Sriracha and ?, and this individual right here really enjoyed, I think it was, board games yeah, Carcassonne and Agricola.So thats the sort of activity that shows candidates that you have their best intere sts in mind and youve done the heavy lifting to target them for a relevant opportunity. Similarly, one of our customers engaged in, did some analytics on their outreach, and out of 100 targeted emails sent, that drove to 60 opens countable minutes later. But TalentBin has open and click tracking in the integrated email function. Out of 27 replies, that drove to ten phone screens and eventually one hire. So about half a weeks work of sourcing and outreach drove one incremental tech hire in a heavyweight, high-demand environment.Certainly, you can reach out using all available contact information. So TalentBin has really invested heavily in automation and streamlining your ability not just to find individuals, like we covered before. And not just to have to automate and simplify the aggregation and information so that you can do better high-quality outreach, but also the outreach itself. So, like we noted before, we pull together all these contact information for you, but what can you do with it?Well, as noted, TalentBin has an integrated email system. We integrate it with Outlook, Google, Google Apps for enterprise, essentially anything that is IMAP-compliant, TalentBin will integrate with. So the idea there is that when you find Cameron or Fargo or whoever, and you want to send them a quick email that you can customize rather than having to retype the whole thing, its already templated. Its going to mail merge their name, your name, do a hyperlink to your job listing page, etc. So you can spend your time executing kind of that customization. And in order to raise response rates, you can do the same thing with social communication as well. So the idea here is that when you go and spawn one of the templates, itll merge in everything for you. All communication will be tracked in the TalentBin instance on the profile. So you can actually see how many messages are being sent.Further, we have a mass mailing functionality as well, where you can message up to 30 candi dates at a time, again, with full mail merge functionality. This is less for initial outreach, because in that initial outreach, you really want to demonstrate to the candidate how theyve been qualified, and why the opportunity is qualified for them. This is really helpful for keeping 100 people that are at a future opportunity state warned, for instance. This is something that kind of is a further extension of that, is an automated follow-up system that we just released the other day. Really, what it comes down to, is that with half the candidate recruiting, the first outreach to an individual candidate probably may not be sufficient. If you send 100 emails, maybe, depending on the level of customization and quality of your messaging, maybe youll get a 10, 20, 30 percent response rate, but even with a 30 percent response rate, you still are missing those other 70. What that typically has required is individual recruiters to go back and send follow-up messages. Well, we kind of thou ght, why dont we just help recruiters do that for them automatically?So we built something that we call automated follow-up. Essentially, its sort of drip marketing campaigns that you would see in marketing and sales automation software. But in this case, when you go and send that first email to Ignacio, say, for instance, here, theres a little checkbox underneath that allows you to add Ignacio after that first email to an automatic follow-up campaign where we have templates that are in there that you can customize ahead of time. Such that you send your first email to Ignacio if he doesnt get back to you three days later, hes going to get a second email. Its more generic, obviously. He can share it across multiple candidates, but its essentially it will just show up as a reply to the prior email. If Ignacio doesnt get back to you at that at that point, seven days later, hes going to get another email saying, Hey, did you see my other message? And then, lastly, theres going to be kin d of a last follow-up that essentially says, Hey, looks like this isnt a fit for you. Im going to close the book on this. And then it automatically puts Ignacio from an attempting-to-contact state into a not-interested state. And so the idea here is to drive efficiency for recruiters without having to drive more labor. Thats the name of the game and what TalentBin is working on for recruiters.And with all of this messaging functionality all of this integrated email every message that is sent is actually instrumented with open tracking and click tracking. So every message that you send to Ignacio or Fargo or Cameron or what-have-you, any hyperlink thats in there has been instrumented, theres a tracking pixel in there. And so the idea that if you send 100 emails to individuals and maybe 20 get back to you, youve got your other 80. Where do you start with those 80? Well, what you should do is start with the ones who have opened your email and who have clicked on the hyperlink, say, t o the job posting that you put in there. And that way youre spending your time working closer to the money and working on people who are higher likelihood to eventually become a hire, whether thats in a commercial environment become a hire on your team or in a staffing environment become a placement and a fee. So thats why we have that open and click tracking in there. And so you can actually see that happening in real time when individuals go and open your email or click on a hyperlink, itll actually show up in TalentBin so you can see the individual and engage with them as quickly as possible in order to drive them down the funnel.Our templated communication also works with social messaging too, so for instance, if you send somebody an email and that vector isnt necessarily working, theres all sorts of other places where you can engage with them, whether thats messaging on Meetup, or maybe Quora or Facebook, or even LinkedIn, perhaps. If you have somebody with an undiscoverabl e LinkedIn profile that looks terrible, like our friend Alex, maybe sending them an email is actually not a bad idea, because, guess what? Theyre probably not getting a lot of those in-mails.And the beauty of social communication is that it goes to places where people are. When somebody messages you on Facebook, it shows up in your Facebook inbox. When somebody tweets at you, it shows up on your phone in your pocket and buzzing you, which is definitely not the case with regards to things like in-mails, for instance. Obviously email is the A, number one, approach here, but social messaging is really compelling as well, and its something that TalentBin is going to be further investing in to automate the ability to do social outreach too. And then all of this is instrumented and has reporting.Lastly, what TalentBin helps individuals do, in addition to streamlining and simplifying the discovery process, the aggregation of information to give you a highly-qualified view and outreach func tionality is the ability to stay on top of your pipeline, because recruiters are busy people. They have lots of demands on their time. Its ensuring that you dont drop balls because we all do it ensuring that you dont drop balls that result in either a missed fee if youre in staffing or a missed hire if youre in an enterprise environment is obviously very important, especially in highly competitive technical recruiting spaces. So TalentBin has invested pretty heavily there in order to help you not have those issues.One of the big things that weve implemented is a thing that we call intelligent CRM, where essentially what we allow you to do is, we show you the exact actions that you can take based on the implicit activity that candidates have taken with your outreach. For instance, if somebodys responded back to you and you havent responded to them, were going to tell you. You know it got lost, that happens, but weve got your back here. Or if our buddy Ignacio, that weve emailed, ha s been clicking on your email but you havent followed up with him, well, gosh, were going to tell you that so you can go and you can follow up with him and say, Hey, lets get on a call. Because obviously he wouldnt be clicking on the hyperlink to the job posting three times if he wasnt a little interested in hearing what you had to say. Or Hey, Galen, lets open your email.So what we do is we allow you to you see that right there and take rapid action with templating, with follow-up, help you drive those candidates down the funnel. Similarly, a lot of the Sierran? functionality is automated. So, for instance, as somebody who runs the sales organization, Im very familiar with people get busy and they have a tendency to forget to take this candidate and move them into a, Oh, Im attempting to contact them, or Theyre in a submitted state. TalentBin does that a lot for you, so if you reach out to a candidate, great. Because our email is integrated, we already know that theyre in an attemp ting-to-contact state. If the candidate responds back to you, even better. Now theyre in an in-discussion state. So rather than requiring recruiters to do all sorts of annoying bookkeeping and clicking, instead, you can spend your time doing activities that actually drive candidates down the funnel. Yes, we do have your traditional Sierran? functionalities around adding notes and putting into different stages, and so on and so forth, ability to see who else in your organization is looking at a candidate or maybe taking action on them, and pipeline management. But our goal here is really, at the end of the day, to minimize the amount of busywork that recruiters have to do, and instead automate a lot of that and let recruiters instead spend their time on the things that only recruiters can do, which is persuasion, high-impact candidate communication, so on and so forth.So those are a lot of the things thats kind of the summation of the talent and value proposition. Theres finding cand idates, getting a full view of them, reaching out and staying on top of your pipeline.So now what Im going to do is Im going to show you guys what this looks like live here. So Im going to flip over here. Oh thats my Twitter profile instead. As noted, if anyone joins late, I tweeted out earlier the slides from this webinar, so if you want to get access to this. Also our lovely webinar team is going to be sending these out later. Im going to go ahead and close myself up there.So this is what the TalentBin interface looks like, as noted there, if I wanted to look for somebody who has experience with Ruby on Rails. And again, as noted previously, theres a semantic functionality here, where when you search for Ruby, were also going to search for a variety of synonyms for Ruby. So lets say Im just looking for a typical kind of web developer on a Ruby stack. Id like them to have experience with Ruby and JavaScript, and lets say that this is going to be in the Dallas area, for instance. Wh at this can do is going to go ahead and run a search across let me go back to this slide our database of composite profiles.So, for instance, heres Buren right here. We can see previews of all these individuals. Sam DeLaGarza here in the Dallas/Fort Worth area has experience with JavaScript, Ruby, CoffeeScript, jQuery, Ruby on Rails, and we pulled that information from Sams Stack Overflow, GitHub, LinkedIn, Facebook, SourceForge, Google Plus, Twitter and Vimeo accounts, for instance. In addition to that, if we want to get more detailed with our searching, say, for instance, we said, You know what, as long as they have experience with a modern scripting language, thats cool. So this is our visual Boolean functionality here where you can add or clauses across, and then add and clauses up and down. So maybe a second keyword here might be JavaScript.So its like, any of these guys right here, and then moreover, from a location standpoint, maybe its anywhere on the West Coast. So Portla nd, San Francisco Bay Area, Seattle, maybe Los Angeles, for instance. So what this is doing is searching for folks that have experience with PHP, or Python, or Ruby, JavaScript, and in any of those geos. And actually, if I wanted to, because thats a lot of candidates right there, Im going to start with people that have email addresses, because I want to take full advantage of. So I do 80,000 and not 45,000, so again, like I said, its a little more percent email address coverage, but with even more detail here. Lets say I only want people who have GitHub or Stack Overflow profiles, for instance, because I want to be able to maybe click out to their individual profiles and kind of see whats going on.Okay, Ive got about 40,000 here, so I can go through these individuals and kind of go shopping for candidates here, knowing that weve pulled together all of this activity for these individuals.So this gentleman right here, Calvin Freitas from Seattle, we have that he currently works at Ama zon, he came there from the University of Nebraska, Lincoln, looks like he has experience with ActionScript, ASP, C Sharp, C Plus Plus, etc. We have some of his job history as well, so if I thought Calvin looked interesting, what I could do is, I could go ahead and flip him here into a promising state. I can also just do this straight from the search UI here. If somebody looked interesting, I could flip them into a promising state. What thats going to do is go ahead and put these gentlemen into my pipeline here for my senior Ruby developer role. In this case, what Im going to do is look for individuals who are tagged as promising, that Ive kind of been shopping for, and now those folks are in here.For instance, if I wanted to reach out to Derek here, because hes in a promising state, I havent gone and engaged in outreach with him, I could go ahead and use my integrated email functionality here to go ahead and send him template number one. As you can see, its all merged in Hi, Derek . We think youre pretty awesome. All of these templates can be modified as you see fit. And so in this case, maybe what I might want to do here is check out some of his other things that Derek is interested in. It looks like hes into Lady Gaga, which is awesome. He follows Lady Gaga on Quora, so maybe I would say something about that in my outreach. Lets say hes really into entrepreneurship, and so when I go and reach out to Derek, maybe what I might do is Ill take this generic message right here, and I might customize it to speak to his specific professional interests, and maybe even his personal interests.And when I go to send this message, what I will probably do is add him to an automated follow-up campaign such that, as noted before, if Derek doesnt get back to me on my first outreach, hell be staged in a campaign where hell get this secondary follow-up three days later. If he doesnt respond back to me, he would get another one seven days after that. And the idea there is that rather than me having to constantly cycle back and look at my folks who are, for instance, in an attempting-to-contact state, and follow-up with them manually, instead, TalentBin is doing it for you automatically. So youre essentially getting more credit for the sourcing youve done, for the initial outreach youve done. Youre getting more credit and having that force multiplied through multiple messages that show up in the individuals as replies to your original outreach.And so while all thats happening, of course, all of that activity is instrumented. So opens, clicks, and responses are all tracked. So if I come to my dashboard, I get my morning coffee and show up on my TalentBin dashboard, its going to tell me exactly whats going on, that I have an overdue task, and if I set manual tasks for myself. But also, importantly, its less about manually setting tasks, manually moving things around than its helping you make use of implicit activity like, Hey, Pete, you were scanned to an em ail from Christine Hong, whos a candidate, and you never responded back to it. You might want to get on that.Or, Hey, its a great time to follow Juan Luis. You messaged him previously, and he clicked on your email. So what you can do is you can quickly just go to the thread in question, and then send a follow-up email to Juan, because you know that hes been clicking on your stuff. So you can quickly just go through, and boom, boom, and this will be retired. So thats the idea there, thats what we want to do, and we want to make things as easy as possible for individual recruiters to automate their workflow and not have to do manual, kind of annoying things day-to-day. So thats some of the technical recruiting.The other thing that I thought I might show you is kind of the same notion with regards to design, and art direction. Weve crawled a number of sites that are specific to design and user interface design, graphic design, art direction, things like that, as related to individuals who have profiles on places like Dribble or Behance. And so one of the things that actually were about to shift is portfolio previews. So for instance this gentleman, Vince Lane, we know that he is into art direction. I think thats did I search for that? No, its just for UI. We know that hes into UI design because he engages in UI activity on Meetup. Similarly, hes done things on Dribble. So what were going to be doing here in the short term is pulling in previews of the individual activity, portfolio activity. The same way that we pull in these interest previews here, were going to be pulling in those portfolio previews as well. So you as a recruiter will be able to look at Vince, youll be able to look at all of his activities gentleman looks like a very well-rounded, awesome candidate and then also be able to see some of his work product. Again, through no action on Vinces part. So thats a little bit of a live demo there.And so this is all about recruiters having hard jobs and b eing in very impacted recruiting environment right now, especially for in-demand roles like technical recruiting and UI, UX design, data science, all those sort of things essentially, all those things that we talked about up here. You all know that you have tough jobs, and so TalentBin is focused on making you successful, not just from the standpoint of, yeah, we can build WiDi technology, and thats what our engineers do. Theyre not on LinkedIn, theyre building WiDi technology just like all other engineers. But WiDi technology is not necessarily sufficient by itself.And so, in that regard, we actually have a really large customer success implementation and investment. We have a ten-person customer success organization that is focused not just on, Hey, heres this, were going to train you, and then youre off to the races, good luck. But instead its a lot of proactive customer success, a lot of hands-on implementation, a lot of learning, and a lot of monitoring there, in addition to a ward-winning self-serve support resources. Actually, our team is being featured at Salesforces Dreamforce conference, happening next week, I guess, for a lot of the cool technology that they built in order to drive customer success.So then the question is, okay, well, why would aside from all this great stuff that weve gone through here, and again all this in a bit will be shared with you via the slides that our webinar team will distribute, and also that Ive tweeted out, why is this something that might be helpful to you? Certainly what it comes down to is, hundreds of technical recruiting organizations utilize talent from the very large and the very kind of hyper-modern, to the very large and maybe more traditional, to staffing organizations with hundreds of recruiters, to small kind of mom-and-pop staffing organizations as well. And the idea here is that really were focused on helping recruiters, if youre a one-man show, helping you automate your life, automate the parts that wou ld otherwise take you a whole day, now you can do in thirty minutes. If youre a large organization that is focused on pipelining across a variety of talent geographies, both within the United States or even outside the United States, helping there.And so TalentBin is actually as noted previously, we were acquired by in March or so, and before that we were an independent entity that myself and my co-founder Jason Heidema had founded, so this isnt a new offer. Weve been around the block chuckles for a good three years. Weve been covered by all manner of press, from the ERE, then the SourceCons of the world. You maybe have caught some of the writing that I do for SourceCon. Were covered by all the analysts out there, from Gartner to Forrester to Bersin. Weve won a number of awards, including the HR Tech Austin New Technology Award, which I always find to be the awesome name of an award, to being named as a cool vendor by Gartner.Then before we were purchased by Monster, we were actuall y backed by a number of top flight venture capital organizations like the VC that backed Uber for instance, or Twitter for instance, or Groupon for instance. So TalentBin isnt really it isnt a new offering, per se. Its definitely weve been around the block. But its helping recruiters take advantage of this massive shift and whats going on with talent online.We covered a lot. Ive probably talked pretty fast. But again, this is going to be not only is this recorded, and will be shared with you, but the slides will be shared with you too. If you miss something, itll be available there, and you can share it with your teams, for instance, the folks that werent able to make it today. Were sitting in on behalf of a larger technical recruiting organization. Feel free to share this information around. As noted, I tweeted this out, I tweeted the slides out earlier. Theyre available right there.And so with that, what I am going to do now is, Im going to flip back to QA right now. So let me go ahead and do that. Lets open up the QA thing here. Okey-dokey. Click. All right. Cool. So Im going to answer some questions. Is the quality of a potential job candidates constant alpha weighted on the scales interest score? If so, how? Excellent. Awesome question. Its so open. Yes, totally. One of the things, it definitely is weighted. Lets go back to that slide here. One of the things thats always interesting about resumes and LinkedIn profiles, by extension, is that theyre self-reported, and theyre also kind of static. Like, if I say that I do Ruby on Rails, its kind of like, Okay. Did you maybe just do one class, or like a Hackathon? Or have you been doing it forever?And so, one of the things thats nice about the social data aggregation here is that you can pool together the activity from across a variety of different sites and score them.So for instance here, this Dan gentleman, as noted before, hes rated as a 99 in AngularJS, because thats the highest score well give with regar d to somebody having lots of AngularJS activity. And the reason why is because not only is he engaged in a lot of it, but also, the activity that hes doing is more indicative of expertise. So if somebody tweets about AngularJS once and only once, that might be interesting, but its by no means as interesting as somebody who tweets about it 50 times, and has it in their Twitter bio, and has answered a question about AngularJS, and is a member of two AngularJS meetups, and also follows a bunch of AngularJS repositories on GitHub. So the answer to your question is, definitely.Cool, so then there is another question from Jeff Altman here It looks like the strength is on the application side, rather than infrastructure. Is that correct? I just want to make aya I understand, so that I dont have unrealistic expectations. Awesome question. You guys rock. The focus is really with regard to core technologies here. Historically, our emphasis has been on the software development side, so individ uals who are writing .net applications or C Plus Plus applications, or Flash applications, or iOS, or Ruby applications. With that being said, the data sources that we crawl do have those other things as well. For instance, theres a site called Server Fault. Its like a sister site of Stack Overflow. Those are all network engineers, NetOps, DevOps people, who are working on things like Puppet or Chef. Puppet or Chef. Or configuring servers and what-have-you, which definitely count as the infrastructure side, or individuals who are administering SharePoint or Salesforce, or what have you. Those individuals ask and answer questions regarding Apex Code, which is what Salesforce administrators oftentimes spend their time writing a lot of scripts. And is it as powerful as our coverage on things like Ruby, or iOS, or Python, or Java? No, its not as powerful. That said, it does exist and it can be valuable there, especially with all the workflow, and messaging functionality, and kind of con tact information that sits on top of that. And its only going to get better as well.There are a variety of other more infrastructure-centric sites. A good example of that would be one called actually, I cant remember right now. But, infrastructure-specific sites, like message boards, and forums, and so on and so forth. And thats something thats kind of on our list. Were actually adding one or two new data sources every other week. So thats something thats definitely in there right now, and its more and more what were going to be focused on. The way to think about what it is that we do is, if we engage in knowledge work, where the work that demonstrates your professional capacity ends up online, we want to crawl all that, whether thats patents, or publications, or papers that have been given, or even tweets. All of that is digital, like digital work product, of either an informal or of a formal sort. And we want to make use of that to help recruiters find the folks that traditionally youd have to steal, like, a membership directory from some professional organization in order to have access to that stuff. So a lot of that stuffs available online now or maybe in an offline database format, and were going to bring it online for you.Jeff again. All right, Im going to answer Jeffs question, because its really good. I expect a lot of coverage for big cities. What about places like Norman, Oklahoma, Asheville, North Carolina, a smaller U.S. city? And thats a great question. Its always important to make sure that somebody whos doing a demo isnt kind of snowing you. And my response to that is that, yes, by virtue of the fact that these software engineers engage in if you ask any software engineer about GitHub, theyre going to know about it. If you ask any software engineer about Stack Overflow, theyre going to know about it. If you ask them about Meetup, theyre going to know about it. Java user groups use Meetup.com as their infrastructure for facilitating their meetup s, so the Norman, Oklahoma Java Meetup there definitely is one, Im sure. Or Asheville. I love Asheville, actually. I think its beautiful. Those individuals will be there. And moreover, whats actually really kind of fascinating is that LinkedIn has a tendency to be very bicoastal in nature, because thats where it kind of started out, in the Silicon Valley, and then spread to New York. And so any types of places in the middle of the country, it has a tendency to have less penetration there. So thats definitely the case.Brian asked is integrated with our ATS, was it a challenge when we integrated our ATS. We want our communication to flow via our ATS, not through parallel ? when youre marketing. Totally what youre saying there, Brian. This is obviously the case pretty heavily with regards to a lot of staffing agencies as well. The response to that is that, yes, you definitely can export profiles from Alvin?. You can push them into your ATS via PDF or CSC?. We actually have a variety o f actually, here, I can just show you, rather than speaking to it. Sorry, its better to show. Here you go. You can push it across a wire into Bullhorn, into Avature, into ISNs?, etc. and thats easy enough to do.One thing I didnt show you guys, which is kind of cool, related to this, is we also have a Chrome plugin that allows you to get access to TalentBin profiles on the go. It works on pretty much any social site that you end up with. So if youre on GitHub and youre sourcing, or youre on Stack Overflow and youre sourcing, and you decide you actually want to do some browsing instead of sourcing through TalentBin, you can do this. This Chrome plugin also works with a number of ATSs as well. So, for instance, if youre in Bullhorn and youre looking at a candidate object, itll show up there too, which is helpful, as regards to your question. Because if you want to execute outreach, and you want to raise your response rate, and you want to raise your open rates, and you might want to us e some of that social data to do that, its nice to have access to it right there in your ATS in question.All right, Ill do one last question here, because were kind of wrapping up. But all these questions are phenomenal. Im sorry that I wasnt able to answer them all. We have a lot of data, a lot of information to cover. But Im sure that everyone here has a dedicated sales representative that they are familiar with. And I have a whole team of former TalentBin sales professionals, who are largely former technical recruiters, who are happy to do a more in-depth demonstration for you.One last question here. All right, this is an easy one chuckles. Umberto Suarez asks Can we use our log-ins, or is TalentBin a separate service? Great question, Umberto, because having to remember yet another password is a huge pain, and TalentBin is integrated with your account. So, you would go, if you wanted to go and log-in to TalentBin Ill show you right now. If you wanted to go and log into TalentBin, you would just go ahead and log in, and it would show youre logging in with your account, and similarly, if youre on hiring.monster.com. If youre on your hiring.account and you have apparently Im not finding TalentBin would be listed under your resume search. Its a separate product from your power resume search or what-have-you, but it would be the you can go to hiring.monster.com, and you can go from power Resume search directly to TalentBin really easily by being logged in at the same time with the same credentials. Thank you for the very important nuts-and-bolts question there, Umberto.Great. I think thats about it. I really appreciate everyones time. I hope this was educational, and the one thing I will leave you with is that really what it is that were focused on is those core four value propositions of helping you find folks by making use of the social activity, giving you the best data to qualify and engage, and providing you with a number of automation tools to make outreac h and pipeline management and follow-up and avoid dropped balls. This is what we have right now, but importantly, the reason that purchased TalentBin was to continue to expand this. So weve doubled the size of our engineering team over the last few months in order to raise the tempo of sites that we crawl and features that were able to ship. So this is only the beginning of this. Were planning on moving into other verticals as well outside of technical, outside of design, so on and so forth.Again, our belief is that if an individual if its a knowledge worker who engages in who creates digital professional activity, eventually that will come online. Eventually that will be able to be digitized, and we want to bring it to you as a recruiter to make your life easier. So with that, thank you very much, and as noted, the webinar team will be distributing the slides out to everyone, and if you dont want to wait that long, you can go and grab it off my Twitter profile here. Ive put these s lides up as a hyperlink on my Twitter profile. Thank you very much. Have a great day.Ladies and gentleman, that does conclude the conference call for today. We thank you for your participation and ask that you please disconnect your lines.