The typical job hunt is fraught with frustration, second guessing, and the monotony of reading one job description after another until they all seem to blend together. Job candidates are often too hard on themselves, doubting their credentials and qualifications. They may forget to dream about what job they want or ponder what job they could be qualified for, often just searching for the job they’ve always had. 

What if all that could change?

What if the candidate experience could be a positive and transformative one? What if we could remove self-bias, and set candidates free to find the right job based on their skill set and previous experience? 

What if the candidate didn’t even have to job search at all?

Reducing the Job Hunt from Months to Seconds

These aren’t merely hypothetical questions. All of this is actually possible through powerful artificial

Hiring season has arrived and you’ve just been handed lofty hiring goals with an aggressive timeline. So, what’s next? 

Like many, you begin with a frantic call to your agency or media vendors. Typically, this is when questions begin swirling: Do billboards still work? Are there any hot new tools or job boards we can leverage? Which vendor should we partner with for hiring events? Is radio a viable channel? Programmatic, what is that?

New phrases and technology are constantly surfacing, and keeping up with it all has its challenges.  

Finally, the various media channels are agreed upon, and media contracts and creative assets are expedited. Let’s face it, there is no time to waste. 

Before you know it, you are inundated with applicants. So many in fact that industry standards suggest only about one third can be reviewed. What