Despite being one of the first users to use the World Wide Web to disrupt the way his business is conducted and connect with more potential clients, the recruiting industry ironically remains one of the most fragmented and lagging behind. when it comes to using new cloud-based technologies. services to work more efficiently. A new startup is hoping to change that, and it has secured funding on early signs of traction.
Dover, who built what CEO and co-founder Max Kolysh describes as a “recruiting orchestration platform” – aimed at recruiters, helping them juggle and aggregate multiple candidate pools to automatically find candidates and then manage the outreach process (including using tools to automatically rewrite job descriptions, as well as write recruit and rejection letters) – raised $ 20 million from a list impressive number of investors.
Tiger Global led Series A, with Founders Fund, Abstract Ventures and Y Combinator also investing. Dover was part of YC’s 2019 summer class (which debuted in August 2020), and Founders Fund led his round. Since leaving the incubator, he has taken on over 100 clients, mostly from the tech world, including ClearBanc, Lattice, Samsara and others, even bigger companies that you might have assumed. would have their own orchestration and automation platforms in place. already.
“Orchestration” in the business world Computing is commonly used for software designed for the areas of sales and marketing: in these two areas there is a lot of fragmentation and work involved in finding the right prospects for business. become potential customers, and therefore technology companies. have built platforms both for finding interesting contacts and for handling some of the initial steps required to contact and engage them.
It turns out that this is also a very apt way of thinking about the recruiting industry, not least because it also involves, to some extent, that a company “sell” itself to candidates to interest them.
“I would say recruiting is sales and marketing,” Kolysh said. “We are like sales operations, but sales are 5-10 years ahead in terms of technology. “
Recruiters, especially those who work in industries where talent is paramount and therefore proactively hiring the right people can be a challenge, face a lot of busy work to find interesting candidates and get them to consider vacancies. , then manage the larger process. screen, contact and potentially reject some while making offers to others.
This is mainly because the process of doing all of this is usually very fragmented: there are not only different tools designed to handle these different processes, but today there is an almost endless list of sources where the people will look for work or get their names there.
Dover’s approach is based on accepting this fragmentation and making it more manageable. Using AI, he leverages platforms like LinkedIn, Indeed, and Triplebyte – a likely list, given his initial focus on technology – to seek out candidates who he thinks fit a particular role well. In a company.
Dover does this with a mix of AI and understanding of what a recruiter is looking for, as well as additional metrics if they’ve been set by the recruiter to do this (e.g., diversity screening, if the employer wishes to have a pool of candidates in line with a company’s inclusion objectives).
Dover also uses data science and AI to help calibrate a recruiter’s communications with potential candidates, from opening job description to job posting or rejection letters. (Why dwell on rejection letters? Because these applicants are already on the shortlist, and so even if they didn’t get a particular job, they’re probably good prospects for future roles.)
“No human wants to write 100 cold emails a week, but on the other hand, there are a lot of people to contact,” Kolysh said of the challenges recruiters face. “When a business experiences strong growth, it has to move quickly. You can’t do that with a human anymore. Kolysh – who co-founded the company with Anvisha Pai (CTO) and George Carollo (COO) – said the three founders experienced this firsthand by working at previous startups and trying to recruit while developing other aspects of the company. (They are pictured above, with founding engineer John Holliman.)
Given the extent of orchestration in the sales world, there is a strong opportunity here for Dover to bring a similar approach to recruiting, based on what appears to be a very narrow understanding of the flawed recruiting process such that it exists today. Whether this brings more competitors into the space – or more tools from some of the bigger players, say, candidate search – will be a factor to watch out for, as will how and if Dover manages to make the leap to it. other industries beyond technology.
But for now, it’s also its usefulness for a particular segment of the market that has caught Tiger Global’s attention.
John Luttig, the partner who led the cycle for Tiger Global, noted in an interview that most recruiting tools on the market today could be best described as point solutions, addressing planning or interviews, for example. .
“It’s the full stack here that’s attractive,” he told me. “And it’s automated, which is especially useful for early-stage and mid-term technology companies, to keep applicants from falling through the cracks. It also saves time by not having to set up large recruiting departments. And because Dover has all of this work, those who work in recruiting can instead focus on building culture or assessing candidates. “