July 18, 2023 • 21 mins
Ever wondered how you can navigate the labyrinth of job advertising to find that perfect candidate? Thad Price, CEO of Talroo, joins us to unravel the mystery of 'programmatic plumbing' and how it's transforming the landscape of job advertising. He takes us on a journey through Talroo unique approach, leveraging real-time apply signals to connect with specific talent audiences for specific jobs. This is a stark departure from traditional platforms, and Thad eloquently explains why.
Thad also dazzles us with the unique features of the Talroo ad platform, designed to support talent acquisition leaders in their quest for the perfect candidates. From campaign creation to setting budgets, targeting cost per application goals, and gaining valuable insight into job-seeker behavior, Talroo seems like the magic wand every recruiter wishes for. He also delves into the power of qualifying questions in pre-filtering candidates and how their insights data vaults talent acquisition leaders ahead of the competition. So, if you're interested in understanding the future of talent acquisition and job advertising, this is an episode you don't want to miss.
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Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Speaker 1 (00:02):
Welcome to Recruiting Daly's Use Case Podcast, a show
dedicated to the storytellingthat happens or should happen
when practitioners purchasetechnology.
Each episode is designed toinspire new ways and ideas to
make your business better as wespeak with the brightest minds
in recruitment and HR tech.
That's what we do.
Here's your host, WilliamTincup.
Speaker 2 (00:25):
This is William Tincup and you are listening to
the Use Case Podcast.
Today we have Thad on fromTauRu and we'll be learning
about the business case or theuse case for why his prospects
and customers use TauRu.
Thad, would you do us a favorand introduce both yourself and
TauRu?
Speaker 3 (00:44):
Thanks so much, william.
Great to be here and I'm reallyexcited for the opportunity to
tell our story.
So I'm Thad Price.
I'm CEO here at TauRu.
Previously I was VP of productand I've been in the job board
industry for almost 20 years,and today TauRu was focused on
helping companies attractfrontline applicants and
essential workers for their openrecs through more of a talent
(01:07):
matching platform that usespardon the term programmatic
plumbing.
Speaker 2 (01:14):
Okay, so let's define programmatic loving
Programmatic plumbing yeah.
What is the now?
I'm curious, because now I gotto know what this term means.
Speaker 3 (01:25):
In the job advertising world.
There's been a lot of movementin the last few years with
building a programmatic jobadvertising platform and a lot
of the recruitment advertisingagencies leverage programmatic
job advertising to help ensurethat you're reaching the right
candidates at the right price atthe right time at the right
place, and what we've seen inour business is that's been very
(01:47):
helpful for companies to bemore efficient in advertising on
Indeed and ZipRecruiter andother job boards.
And when we think about ourtalent matching platform, the
whole idea when we were thinkingabout building TauRu was
because when we started as a jobboard, so we started.
We own and operate a job searchengine, jobs2careerscom, and we
(02:08):
were going to market.
What was challenging with thatis we were one of many job
search engines and one of manyjob boards and typically what
happens in the industry is a lotof that buying is brand based.
We were talking about thisearlier.
It's the individual that spendsa lot in brand.
If we think about the originstory of Indeed many years ago,
(02:28):
we think a monster career board,everything that happens, a lot
of investment in brands to getto the gravitas that a lot of
the businesses are in today.
And so when we started thinkingabout the TauRu.
The thesis behind TauRu it washey, could we open up a lot of
our plumbing, a lot of ourjobs2careers matching, and could
(02:49):
we create a way that we couldallow companies to reach the
right candidate at the righttime at the right place, based
on candidate profiles, and beaction oriented around
attracting candidates within oursearch and match, which is the
TauRu product.
And so, if you think about theagency products you think of, or
(03:10):
you think of Appcast, or youthink of Pandologic and some of
the traditional programmaticsystems today, all which we work
with and that we're partneredwith, those systems are
basically collapsing all of yourjob advertising services into
one platform, even what you dowith Indeed, even what you do
with ZipRecruiter.
And our thought process waswhat if we can build that
(03:30):
plumbing, that programmaticplumbing, in our ecosystem that
we're powering, in our talentmatching platform?
So we could still work withAppcast, pando, other
recruitment marketing agenciesthat we work with, but allow us
to be more effective at reachingthe right candidates in the
search that we're powering andin the match that we're powering
.
And so that was the power andthe move behind a single
(03:53):
destination, which wasjobs2careerscom job search
engine, to this idea of TauRu asa talent matching platform and
be more effective at reachingright candidates at the right
time at the right place, basedon downstream signals happening
at the applicant tracking system.
Speaker 2 (04:09):
What's your, what's your take on there's
programmatic in the way that wesee it in the recruitment space
Versus programmatic in the waythat ad tech people see it?
Speaker 3 (04:22):
and Go ahead.
Yeah, that's a terrificquestion.
So, in in the job advertisingworld, in the talent acquisition
world today, programmatic isseen as a job distribution
Engine right, a way to ensurethat you're being more effective
at making rule-basedassumptions or bids on, indeed,
(04:43):
or on Zip, recruit or other jobboards right, how we think about
, when you think of, like,online advertising in general,
programmatic is about rule-basedbuying.
Right, it's about rightaudience, right time, right
place.
However, the thing that's stilla little different, that hasn't
hit how an acquisition todayand job advertising today, is
this idea of audiences.
And what I'd like to, what I'dlike to share, is that, if you
(05:07):
think about the idea ofaudiences today, if you go to,
if you say, hey, I want toadvertise to Find people that
are looking to buy a home Right,all of these companies have
built Audience groups of peoplethat are in market to buy a
house, and so realtors want toadvertise to that audience of
(05:27):
homebuyers.
Speaker 2 (05:28):
And it's more or less real time.
Speaker 3 (05:30):
It's more.
Yes, absolutely, it's more realtime.
Yeah, in today's world,programmatic job advertising
isn't there yet, right, it's?
I'm still buying on, indeed,I'm still buying on a job board.
I want to be more effective and, believe it or not, that's how
we are different, in that, whenwe think of how we're as a
talent matching platform, itreally is that idea of Real-time
(05:53):
, based on apply signals,reaching audiences we have.
We like to think of talentaudiences and talent audiences
can be.
This market is in, this groupis in market for a warehouse job
, this talent audiences inmarket for a receptionist job,
and so the idea of bringingaudiences to this idea of job
(06:14):
advertising, I think, issomething that's unique and Will
be where this goes in thefuture.
And so, from our perspective,is when we think about tower and
what tower means.
Is it really means Bringingtalent and recruiters together
and providing a great match, andthat's at the end of the day,
when we think about thetraditional Programmatic systems
(06:34):
, that's what they're missing.
They're not really controllingthe match, right, the match
between the candidate and thematch between the candidate and
the employer.
They are controlling, like bids, how much you're spending, but
the match and the real-time bidand the connection is what's so
powerful?
Because, at the end of the day,it's about quality and it's
(06:55):
about cost per hire For talentacquisition professionals and
recruiting teams.
Speaker 2 (07:02):
So I'm assuming everything we do, obviously with
the market that we care aboutis mobile first.
Right, that's right.
Okay, I'll lead off with the mybias.
I hate software categories,despise them.
But I also know that HR andrecruiting budgets are built in
Excel.
So when in the budget are do weput programmatic plumbing like
(07:26):
where do they?
Where does people like carvebudget out for you?
Speaker 3 (07:30):
Yeah, so we would fit in job board job or advertising
Okay.
So when we think about jobboard advertising, it's
important for us to think abouthow to win in.
Job board advertising is aboutbeing a more effective product
than what's in the market today,and we think by powering match
if you think of profiles, peoplebringing people together more
effectively, focusing on qualityof match that's what it's all
(07:51):
about to win more market share.
So a great example is somethingthat we've all been talking
about for years In this industry, and it's one of the things
that we're we're looking atsolving and investing pretty
heavily in is when I say thepower of match is when people
apply to a job.
Today, even on very large jobboards, job sites, we ask so
(08:12):
many questions at time of applythat I have to answer over and
over again as a job seeker right, and we've been talking as an
industry about this idea of theblack hole right at Plotow a job
and I never hear back or Idon't know since the beginning
of Folks applying for a job andwhat I think one of the things
that happens is if we think oftown acquisition teams, we think
(08:38):
of human resources in general,it's a nice industry.
It's an industry of nice people.
It's hard to tell someone no,it's hard to tell someone I
don't think you're quite a fit.
So what I think happens isbecause a lot of the
qualification happens let's callit during the apply process and
(09:03):
not before the search happens.
I think what happens is we justare in this interesting cycle
where people are applying to thejobs over in Oregon that
they're not qualified forbecause they're not reading job
descriptions or whatever thecase is.
Speaker 2 (09:16):
Yeah, it's spray and pray, but it's the opposite,
right, exactly, it's candidatespray and pray Exactly.
Speaker 3 (09:22):
So what we could be doing is we could be surfacing
the requirements of the jobs andnormalizing all that data in
the front of the process atsearch time, right.
So at search time, if you canfilter at search time, if you
can create great matching andensure that you're connecting
the candidates to the right jobs, then what happens is you can
(09:43):
drive higher qualityapplications, which should drive
a lot more efficiency in theecosystem.
And so I think everything thatwe're doing is studying jobs,
normalizing jobs, being able tosurface the right types of
features on an individual job tojob seekers to be more
effective when the power ofchoice happens and when I say
(10:04):
the power of choice, it's thatwhen a job seeker's at time of
search, we're powering searches,we're powering search and match
when they're looking to make aselection and engage with the
job.
We want to surface as muchinformation at search time and
filter as much as we can atsearch time so that the
downstream experience is betterfor the employer, a lot more
(10:24):
quality applicants, and then, ofcourse, the other benefit of
that is that for matching jobseekers to the right jobs, then
the applicants we are generatingare going to have a better
experience because we all haveless of the black hole
phenomenon that's been hittingthe industry for years.
Speaker 2 (10:41):
Well, there's several things that either the front
end of the funnel is filled witha bunch of garbage and then
recruiters get frustratedbecause they have to find their
way through the garbage, oragain the spray and pay on both
sides.
We've all had volume relatedproblems, and so I think one of
the things I love about this isit solves not necessarily
(11:03):
quality of hire, quality ofapplicant and, like it knocks
people out, whether, however youwant to phrase that, and it
brings.
Okay, you're going to have20,000 people apply to your job
Check Great, your ego is stroked, fantastic.
But really you're only going toneed to interact with 100 of
them because those are the only100 that are qualified and
(11:24):
that's manageable for mostrecruiters.
Okay, out of 100, I'll get to20 that I really think are
awesome, and I'll get to fivethat I can pass over to the
hiring manager.
Great, got it.
Let's do some buy side stuffreal quick.
When you demo and when yourteam demos, what's the aha
moment or your favorite part ofthe demo?
Speaker 3 (11:42):
I think probably, when we dive into our insights
product, a couple of things thatwe provide, that's pretty
unique.
The first is, when you look atour demo, when you look at the
TauRu ad platform, it looks alot like.
It looks a lot like a verysimple version of Google AdWords
.
Right, I've got my jobs.
My jobs have been synceddirectly from the applicant
(12:02):
tracking system that you'reusing.
Once the jobs have been syncedfrom the applicant tracking
system, scraped, synced into thesystem, then our team or you, a
talent acquisition leader, canactually create campaigns and
say here's my campaign for salesin Austin, here's my campaign
(12:24):
for customer service in Dallas,and you can set budgets and you
can set target cost perapplication goals within each of
those campaigns.
Once we sync the jobs and, ofcourse, whenever a new job is
open that fits those rules andthose requirements in the
applicant tracking system, oursystem will automatically load
that job into the platform.
(12:45):
So the idea of ad hoc campaignsto focus on what's important
and what you're missing from ahigher perspective is really
important.
And then we're essentiallyconnected to the applicant
tracking system, so we're notasking you to use another system
.
Right, the candidates are goingto be delivered into the
applicant tracking system.
So that's the first thingthat's interesting.
When people are like, oh, I getit now right, these jobs are
(13:05):
ads, they're integrated into ourplatform.
The other thing that'sinteresting is we have a job
title we call it smart jobtitles where if a job title from
your applicant tracking systemis a applicant tracking style
job title, because of all of ourdata and because of our
insights on job seekers, we canhelp you instantly optimize that
(13:27):
job title and expand that jobtitle based on job seeker
behavior and what we're seeingfrom search results.
That's a benefit of having asearch engine.
Empowering a search engine,empowering search and matches.
We have access to behavior.
That's interesting as well.
The second thing that I wouldsay in the job sector, we think
about the optimizing job titles.
(13:48):
We also think about qualifyingquestions.
You can add qualifyingquestions within your job
families and your job campaigns.
You have to answer thosequestions before you interact
with the job, which I think isreally important.
Going back to this idea of hey,let's try to actually get some
information from a job seeker,to try to connect them before
they grow through this longprocess of answering all of
(14:09):
these questions applying for ajob and only to find out they're
not qualified.
That's the jobs area, the otherarea that I think is really
interesting, and we havereporting and analytics and
that's somewhat table stakes.
The last piece is our insightsdata.
That's the AHA moment, whereall of the behavior that's
happening the searches, the rank, the top companies, in some
(14:32):
cases prices all of these thingsare available for talent
acquisition leaders in ourplatform.
In 2019, we run HrTech productof the year for that insights
product.
When you think about systemstoday, all of these systems are
very different.
Indeed has their ecosystems, arecruiter has their ecosystem,
(14:54):
we have our ecosystem.
But to be able to surface allof this data in this idea of
talent supply and what'savailable and what do you need
to be competitive, I think isvery different and interesting.
That's the AHA moment becausewhen we work with traditional
programmatic systems that areusing the bidding tools, a lot
of this data isn't available inthose systems because they don't
(15:16):
necessarily power the searchand match needed to be able to
understand that supply side,Unlike when traditional
advertising, you've got Googleand others that have.
They're powering the match,they're powering the ad serving,
similar to us.
They have access to that supplyside information.
Speaker 2 (15:35):
They care about it because that's what they sell.
There's a different.
Incentives are a bit different.
I know our market will catch up.
I feel strongly that we're acouple of years behind ad tech,
but we'll get there.
Questions go ahead.
Speaker 3 (15:55):
I think you're right If you think of who today goes
and says I want to buy an ad onYahoo.
Right, yahoo has a lot ofpeople, but they have a lot of
people go to Yahoo a day, but noone says I want to go buy an ad
on Yahoo.
What happens today is that'sactually what still happens when
people buy job advertising.
They're like I want to buy anad on insert job board but
(16:18):
that's not what happens.
And it's about the audiences isabout.
They say I want people inmarket to buy a home.
I'm not really concerned whereit comes from, but I want people
in market to buy a home.
Speaker 2 (16:28):
They might have a price, they might have a ceiling
in which they don't want thetraffic if it goes above that,
but they want people againpre-qualified.
If you could script questionsfor prospects to ask of your
sales team and TauRu, what wouldthose questions be?
What do you want people to beasking TauRu?
Speaker 3 (16:49):
Yeah, I want.
We engage with prospects andcustomers.
One of the things that we havea lot of conversation around is
your cost per hire.
How are you measuring cost perhire?
What is your cost per hire?
What does that experience looklike?
We embed that into our salesprocess.
How we think about it is.
Recruiting is more like sales.
(17:10):
It's a contact sport.
Timing is everything.
Speed is everything.
Speed to Canada is everything.
From our standpoint, the biggestneed when we're engaging with
prospects and potentialcustomers is have a conversation
about what your goals.
We're not trying to be in asituation where we're trying to
line with your goals.
(17:30):
We're not trying.
I know it takes time to getsome of that really important
information from a customer orprospect, but we're truly trying
to partner by partnering arounda cost per hire goal or by
partnering around even a costper interview goal.
Something that helps us reallyunderstand what you're gauging
is what's so important in tryingto think of the way that we can
(17:51):
help and we can provide thisadditional talent pool that's
outside the other, the currenttalent pools you may be working
with.
Speaker 2 (17:59):
I love that.
Okay, last question it's aboutyour latest and greatest, your
favorite success stories,customer success stories,
without mentioning names.
That's not really the importantpart.
The important part is the story.
Maybe they were skeptical tostart with and then you got them
in, you got them on board andthen boom, life changed.
(18:19):
So take us into a couple ofthose if you can.
Speaker 3 (18:23):
Yeah, absolutely so.
The first thing, as I saidearlier about cost per hire, we
like to think of cost per hirein many customer conversations
with our North Star.
Where we're going, where weneed to optimize, we want to be
partners and what we in somecases what we typically find is
that sometimes it's hard to it'shard to understand cost per
hire in many cases.
Sometimes that information isnot on the front lines, it's
(18:43):
within a different leadership, adifferent leadership segment,
so to speak, if we're working inmore of a decentralized hiring
process.
But that is truly what we'relooking to optimize around.
And a great example is that wehave a staffing firm that we've
worked with for a fair amount oftime, terrific partner of ours.
(19:03):
And what's interesting aboutthat staffing firm is lifetime
value of a candidate is veryimportant for them, right?
Because they're looking to putthe candidate on assignment and
as they put the candidate onassignment, they're generating
revenue from billings,essentially from that candidate.
And having a good ROI, aterrific ROI for a staffing firm
(19:25):
, is so important to continuehaving that customer renew and
continue having that customer tocreate a raving fan.
And we've been very fortunateto have a lot of customers like
that where the LTV.
The lifetime value of acandidate on assignment
continues to pay off, and sothat's been a great story as
well.
One of the other stories we havea number on our homepage you
(19:48):
can check out under customerstories is it's all about hires.
For us and you'll see this timeand time again in a lot of the
conversations and a lot of thecase studies it's you know,
we're hiring people because oftower.
It's about hires.
It's not about applicants,right, it's about outcomes.
It's about outcomes for jobseekers and it's, of course,
about outcomes for employers,because great people truly grow
(20:12):
great companies, and you need tothink about your talent as not
a cost center, but as a profitcenter.
And the companies that thinkabout talent as a profit center
are the ones that change thegame.
They try new ways to find newtalent pools and they're the
ones, in my opinion, that willconstantly be on the leading
edge of any business or anysector.
Speaker 2 (20:33):
Drops.
Mike walks off stage and thankyou so much for coming on the
podcast.
I absolutely love what y'all doand just appreciate your time.
Speaker 3 (20:42):
Thank you so much.
I really appreciate the inviteAbsolutely.
Speaker 2 (20:46):
Absolutely, and thanks everyone for listening to
the podcast Until next time.
Speaker 1 (20:51):
You've been listening to Recruiting Daly's Use Case
Podcast.
Be sure to subscribe on yourfavorite platform and hit us up
at RecruitingDalycom.
Welcome to Recruiting Daly's Use Case Podcast, a show
dedicated to the storytellingthat happens or should happen
when practitioners purchasetechnology.
Each episode is designed toinspire new ways and ideas to
make your business better as wespeak with the brightest minds
in recruitment and HR tech.
That's what we do.
Here's your host, WilliamTincup.
Speaker 2 (00:25):
This is William Tincup and you are listening to
the Use Case Podcast.
Today we have Thad on fromTauRu and we'll be learning
about the business case or theuse case for why his prospects
and customers use TauRu.
Thad, would you do us a favorand introduce both yourself and
TauRu?
Speaker 3 (00:44):
Thanks so much, william.
Great to be here and I'm reallyexcited for the opportunity to
tell our story.
So I'm Thad Price.
I'm CEO here at TauRu.
Previously I was VP of productand I've been in the job board
industry for almost 20 years,and today TauRu was focused on
helping companies attractfrontline applicants and
essential workers for their openrecs through more of a talent
(01:07):
matching platform that usespardon the term programmatic
plumbing.
Speaker 2 (01:14):
Okay, so let's define programmatic loving
Programmatic plumbing yeah.
What is the now?
I'm curious, because now I gotto know what this term means.
Speaker 3 (01:25):
In the job advertising world.
There's been a lot of movementin the last few years with
building a programmatic jobadvertising platform and a lot
of the recruitment advertisingagencies leverage programmatic
job advertising to help ensurethat you're reaching the right
candidates at the right price atthe right time at the right
place, and what we've seen inour business is that's been very
(01:47):
helpful for companies to bemore efficient in advertising on
Indeed and ZipRecruiter andother job boards.
And when we think about ourtalent matching platform, the
whole idea when we were thinkingabout building TauRu was
because when we started as a jobboard, so we started.
We own and operate a job searchengine, jobs2careerscom, and we
(02:08):
were going to market.
What was challenging with thatis we were one of many job
search engines and one of manyjob boards and typically what
happens in the industry is a lotof that buying is brand based.
We were talking about thisearlier.
It's the individual that spendsa lot in brand.
If we think about the originstory of Indeed many years ago,
(02:28):
we think a monster career board,everything that happens, a lot
of investment in brands to getto the gravitas that a lot of
the businesses are in today.
And so when we started thinkingabout the TauRu.
The thesis behind TauRu it washey, could we open up a lot of
our plumbing, a lot of ourjobs2careers matching, and could
(02:49):
we create a way that we couldallow companies to reach the
right candidate at the righttime at the right place, based
on candidate profiles, and beaction oriented around
attracting candidates within oursearch and match, which is the
TauRu product.
And so, if you think about theagency products you think of, or
(03:10):
you think of Appcast, or youthink of Pandologic and some of
the traditional programmaticsystems today, all which we work
with and that we're partneredwith, those systems are
basically collapsing all of yourjob advertising services into
one platform, even what you dowith Indeed, even what you do
with ZipRecruiter.
And our thought process waswhat if we can build that
(03:30):
plumbing, that programmaticplumbing, in our ecosystem that
we're powering, in our talentmatching platform?
So we could still work withAppcast, pando, other
recruitment marketing agenciesthat we work with, but allow us
to be more effective at reachingthe right candidates in the
search that we're powering andin the match that we're powering
.
And so that was the power andthe move behind a single
(03:53):
destination, which wasjobs2careerscom job search
engine, to this idea of TauRu asa talent matching platform and
be more effective at reachingright candidates at the right
time at the right place, basedon downstream signals happening
at the applicant tracking system.
Speaker 2 (04:09):
What's your, what's your take on there's
programmatic in the way that wesee it in the recruitment space
Versus programmatic in the waythat ad tech people see it?
Speaker 3 (04:22):
and Go ahead.
Yeah, that's a terrificquestion.
So, in in the job advertisingworld, in the talent acquisition
world today, programmatic isseen as a job distribution
Engine right, a way to ensurethat you're being more effective
at making rule-basedassumptions or bids on, indeed,
(04:43):
or on Zip, recruit or other jobboards right, how we think about
, when you think of, like,online advertising in general,
programmatic is about rule-basedbuying.
Right, it's about rightaudience, right time, right
place.
However, the thing that's stilla little different, that hasn't
hit how an acquisition todayand job advertising today, is
this idea of audiences.
And what I'd like to, what I'dlike to share, is that, if you
(05:07):
think about the idea ofaudiences today, if you go to,
if you say, hey, I want toadvertise to Find people that
are looking to buy a home Right,all of these companies have
built Audience groups of peoplethat are in market to buy a
house, and so realtors want toadvertise to that audience of
(05:27):
homebuyers.
Speaker 2 (05:28):
And it's more or less real time.
Speaker 3 (05:30):
It's more.
Yes, absolutely, it's more realtime.
Yeah, in today's world,programmatic job advertising
isn't there yet, right, it's?
I'm still buying on, indeed,I'm still buying on a job board.
I want to be more effective and, believe it or not, that's how
we are different, in that, whenwe think of how we're as a
talent matching platform, itreally is that idea of Real-time
(05:53):
, based on apply signals,reaching audiences we have.
We like to think of talentaudiences and talent audiences
can be.
This market is in, this groupis in market for a warehouse job
, this talent audiences inmarket for a receptionist job,
and so the idea of bringingaudiences to this idea of job
(06:14):
advertising, I think, issomething that's unique and Will
be where this goes in thefuture.
And so, from our perspective,is when we think about tower and
what tower means.
Is it really means Bringingtalent and recruiters together
and providing a great match, andthat's at the end of the day,
when we think about thetraditional Programmatic systems
(06:34):
, that's what they're missing.
They're not really controllingthe match, right, the match
between the candidate and thematch between the candidate and
the employer.
They are controlling, like bids, how much you're spending, but
the match and the real-time bidand the connection is what's so
powerful?
Because, at the end of the day,it's about quality and it's
(06:55):
about cost per hire For talentacquisition professionals and
recruiting teams.
Speaker 2 (07:02):
So I'm assuming everything we do, obviously with
the market that we care aboutis mobile first.
Right, that's right.
Okay, I'll lead off with the mybias.
I hate software categories,despise them.
But I also know that HR andrecruiting budgets are built in
Excel.
So when in the budget are do weput programmatic plumbing like
(07:26):
where do they?
Where does people like carvebudget out for you?
Speaker 3 (07:30):
Yeah, so we would fit in job board job or advertising
Okay.
So when we think about jobboard advertising, it's
important for us to think abouthow to win in.
Job board advertising is aboutbeing a more effective product
than what's in the market today,and we think by powering match
if you think of profiles, peoplebringing people together more
effectively, focusing on qualityof match that's what it's all
(07:51):
about to win more market share.
So a great example is somethingthat we've all been talking
about for years In this industry, and it's one of the things
that we're we're looking atsolving and investing pretty
heavily in is when I say thepower of match is when people
apply to a job.
Today, even on very large jobboards, job sites, we ask so
(08:12):
many questions at time of applythat I have to answer over and
over again as a job seeker right, and we've been talking as an
industry about this idea of theblack hole right at Plotow a job
and I never hear back or Idon't know since the beginning
of Folks applying for a job andwhat I think one of the things
that happens is if we think oftown acquisition teams, we think
(08:38):
of human resources in general,it's a nice industry.
It's an industry of nice people.
It's hard to tell someone no,it's hard to tell someone I
don't think you're quite a fit.
So what I think happens isbecause a lot of the
qualification happens let's callit during the apply process and
(09:03):
not before the search happens.
I think what happens is we justare in this interesting cycle
where people are applying to thejobs over in Oregon that
they're not qualified forbecause they're not reading job
descriptions or whatever thecase is.
Speaker 2 (09:16):
Yeah, it's spray and pray, but it's the opposite,
right, exactly, it's candidatespray and pray Exactly.
Speaker 3 (09:22):
So what we could be doing is we could be surfacing
the requirements of the jobs andnormalizing all that data in
the front of the process atsearch time, right.
So at search time, if you canfilter at search time, if you
can create great matching andensure that you're connecting
the candidates to the right jobs, then what happens is you can
(09:43):
drive higher qualityapplications, which should drive
a lot more efficiency in theecosystem.
And so I think everything thatwe're doing is studying jobs,
normalizing jobs, being able tosurface the right types of
features on an individual job tojob seekers to be more
effective when the power ofchoice happens and when I say
(10:04):
the power of choice, it's thatwhen a job seeker's at time of
search, we're powering searches,we're powering search and match
when they're looking to make aselection and engage with the
job.
We want to surface as muchinformation at search time and
filter as much as we can atsearch time so that the
downstream experience is betterfor the employer, a lot more
(10:24):
quality applicants, and then, ofcourse, the other benefit of
that is that for matching jobseekers to the right jobs, then
the applicants we are generatingare going to have a better
experience because we all haveless of the black hole
phenomenon that's been hittingthe industry for years.
Speaker 2 (10:41):
Well, there's several things that either the front
end of the funnel is filled witha bunch of garbage and then
recruiters get frustratedbecause they have to find their
way through the garbage, oragain the spray and pay on both
sides.
We've all had volume relatedproblems, and so I think one of
the things I love about this isit solves not necessarily
(11:03):
quality of hire, quality ofapplicant and, like it knocks
people out, whether, however youwant to phrase that, and it
brings.
Okay, you're going to have20,000 people apply to your job
Check Great, your ego is stroked, fantastic.
But really you're only going toneed to interact with 100 of
them because those are the only100 that are qualified and
(11:24):
that's manageable for mostrecruiters.
Okay, out of 100, I'll get to20 that I really think are
awesome, and I'll get to fivethat I can pass over to the
hiring manager.
Great, got it.
Let's do some buy side stuffreal quick.
When you demo and when yourteam demos, what's the aha
moment or your favorite part ofthe demo?
Speaker 3 (11:42):
I think probably, when we dive into our insights
product, a couple of things thatwe provide, that's pretty
unique.
The first is, when you look atour demo, when you look at the
TauRu ad platform, it looks alot like.
It looks a lot like a verysimple version of Google AdWords
.
Right, I've got my jobs.
My jobs have been synceddirectly from the applicant
(12:02):
tracking system that you'reusing.
Once the jobs have been syncedfrom the applicant tracking
system, scraped, synced into thesystem, then our team or you, a
talent acquisition leader, canactually create campaigns and
say here's my campaign for salesin Austin, here's my campaign
(12:24):
for customer service in Dallas,and you can set budgets and you
can set target cost perapplication goals within each of
those campaigns.
Once we sync the jobs and, ofcourse, whenever a new job is
open that fits those rules andthose requirements in the
applicant tracking system, oursystem will automatically load
that job into the platform.
(12:45):
So the idea of ad hoc campaignsto focus on what's important
and what you're missing from ahigher perspective is really
important.
And then we're essentiallyconnected to the applicant
tracking system, so we're notasking you to use another system
.
Right, the candidates are goingto be delivered into the
applicant tracking system.
So that's the first thingthat's interesting.
When people are like, oh, I getit now right, these jobs are
(13:05):
ads, they're integrated into ourplatform.
The other thing that'sinteresting is we have a job
title we call it smart jobtitles where if a job title from
your applicant tracking systemis a applicant tracking style
job title, because of all of ourdata and because of our
insights on job seekers, we canhelp you instantly optimize that
(13:27):
job title and expand that jobtitle based on job seeker
behavior and what we're seeingfrom search results.
That's a benefit of having asearch engine.
Empowering a search engine,empowering search and matches.
We have access to behavior.
That's interesting as well.
The second thing that I wouldsay in the job sector, we think
about the optimizing job titles.
(13:48):
We also think about qualifyingquestions.
You can add qualifyingquestions within your job
families and your job campaigns.
You have to answer thosequestions before you interact
with the job, which I think isreally important.
Going back to this idea of hey,let's try to actually get some
information from a job seeker,to try to connect them before
they grow through this longprocess of answering all of
(14:09):
these questions applying for ajob and only to find out they're
not qualified.
That's the jobs area, the otherarea that I think is really
interesting, and we havereporting and analytics and
that's somewhat table stakes.
The last piece is our insightsdata.
That's the AHA moment, whereall of the behavior that's
happening the searches, the rank, the top companies, in some
(14:32):
cases prices all of these thingsare available for talent
acquisition leaders in ourplatform.
In 2019, we run HrTech productof the year for that insights
product.
When you think about systemstoday, all of these systems are
very different.
Indeed has their ecosystems, arecruiter has their ecosystem,
(14:54):
we have our ecosystem.
But to be able to surface allof this data in this idea of
talent supply and what'savailable and what do you need
to be competitive, I think isvery different and interesting.
That's the AHA moment becausewhen we work with traditional
programmatic systems that areusing the bidding tools, a lot
of this data isn't available inthose systems because they don't
(15:16):
necessarily power the searchand match needed to be able to
understand that supply side,Unlike when traditional
advertising, you've got Googleand others that have.
They're powering the match,they're powering the ad serving,
similar to us.
They have access to that supplyside information.
Speaker 2 (15:35):
They care about it because that's what they sell.
There's a different.
Incentives are a bit different.
I know our market will catch up.
I feel strongly that we're acouple of years behind ad tech,
but we'll get there.
Questions go ahead.
Speaker 3 (15:55):
I think you're right If you think of who today goes
and says I want to buy an ad onYahoo.
Right, yahoo has a lot ofpeople, but they have a lot of
people go to Yahoo a day, but noone says I want to go buy an ad
on Yahoo.
What happens today is that'sactually what still happens when
people buy job advertising.
They're like I want to buy anad on insert job board but
(16:18):
that's not what happens.
And it's about the audiences isabout.
They say I want people inmarket to buy a home.
I'm not really concerned whereit comes from, but I want people
in market to buy a home.
Speaker 2 (16:28):
They might have a price, they might have a ceiling
in which they don't want thetraffic if it goes above that,
but they want people againpre-qualified.
If you could script questionsfor prospects to ask of your
sales team and TauRu, what wouldthose questions be?
What do you want people to beasking TauRu?
Speaker 3 (16:49):
Yeah, I want.
We engage with prospects andcustomers.
One of the things that we havea lot of conversation around is
your cost per hire.
How are you measuring cost perhire?
What is your cost per hire?
What does that experience looklike?
We embed that into our salesprocess.
How we think about it is.
Recruiting is more like sales.
(17:10):
It's a contact sport.
Timing is everything.
Speed is everything.
Speed to Canada is everything.
From our standpoint, the biggestneed when we're engaging with
prospects and potentialcustomers is have a conversation
about what your goals.
We're not trying to be in asituation where we're trying to
line with your goals.
(17:30):
We're not trying.
I know it takes time to getsome of that really important
information from a customer orprospect, but we're truly trying
to partner by partnering arounda cost per hire goal or by
partnering around even a costper interview goal.
Something that helps us reallyunderstand what you're gauging
is what's so important in tryingto think of the way that we can
(17:51):
help and we can provide thisadditional talent pool that's
outside the other, the currenttalent pools you may be working
with.
Speaker 2 (17:59):
I love that.
Okay, last question it's aboutyour latest and greatest, your
favorite success stories,customer success stories,
without mentioning names.
That's not really the importantpart.
The important part is the story.
Maybe they were skeptical tostart with and then you got them
in, you got them on board andthen boom, life changed.
(18:19):
So take us into a couple ofthose if you can.
Speaker 3 (18:23):
Yeah, absolutely so.
The first thing, as I saidearlier about cost per hire, we
like to think of cost per hirein many customer conversations
with our North Star.
Where we're going, where weneed to optimize, we want to be
partners and what we in somecases what we typically find is
that sometimes it's hard to it'shard to understand cost per
hire in many cases.
Sometimes that information isnot on the front lines, it's
(18:43):
within a different leadership, adifferent leadership segment,
so to speak, if we're working inmore of a decentralized hiring
process.
But that is truly what we'relooking to optimize around.
And a great example is that wehave a staffing firm that we've
worked with for a fair amount oftime, terrific partner of ours.
(19:03):
And what's interesting aboutthat staffing firm is lifetime
value of a candidate is veryimportant for them, right?
Because they're looking to putthe candidate on assignment and
as they put the candidate onassignment, they're generating
revenue from billings,essentially from that candidate.
And having a good ROI, aterrific ROI for a staffing firm
(19:25):
, is so important to continuehaving that customer renew and
continue having that customer tocreate a raving fan.
And we've been very fortunateto have a lot of customers like
that where the LTV.
The lifetime value of acandidate on assignment
continues to pay off, and sothat's been a great story as
well.
One of the other stories we havea number on our homepage you
(19:48):
can check out under customerstories is it's all about hires.
For us and you'll see this timeand time again in a lot of the
conversations and a lot of thecase studies it's you know,
we're hiring people because oftower.
It's about hires.
It's not about applicants,right, it's about outcomes.
It's about outcomes for jobseekers and it's, of course,
about outcomes for employers,because great people truly grow
(20:12):
great companies, and you need tothink about your talent as not
a cost center, but as a profitcenter.
And the companies that thinkabout talent as a profit center
are the ones that change thegame.
They try new ways to find newtalent pools and they're the
ones, in my opinion, that willconstantly be on the leading
edge of any business or anysector.
Speaker 2 (20:33):
Drops.
Mike walks off stage and thankyou so much for coming on the
podcast.
I absolutely love what y'all doand just appreciate your time.
Speaker 3 (20:42):
Thank you so much.
I really appreciate the inviteAbsolutely.
Speaker 2 (20:46):
Absolutely, and thanks everyone for listening to
the podcast Until next time.
Speaker 1 (20:51):
You've been listening to Recruiting Daly's Use Case
Podcast.
Be sure to subscribe on yourfavorite platform and hit us up
at RecruitingDalycom.
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