free ats software

FREE ATS: What You Need to Know

Applicant tracking systems (ATS) are software that allows recruitment needs to be handled electronically.

An ATS can be installed and accessed on the internet and can scale functions from small business to enterprise levels in order to meet a company’s talent needs. These systems are akin to customer relationship management (CRM) systems but are designed for the explicit purpose of recruitment tracking. Read more


integrated talent management

Integrated Talent Management: Everything You Need to Know

As companies expand, become more interconnected, and develop ambitious long-term models, their talent management strategies must also expand, connect and develop.  

Siloed talent management approaches, those which isolate the demands of talent management into individual departments, result in miscommunication, unsuccessful hires, and the neglect of top talent already in your company. Integrated talent management works to solve these problems.Read more


candidate sourcing strategies

Sourcing Strategies for Today’s Recruiting Firms

Companies today list effective recruitment and developing effective sourcing strategies as one of their top priorities, but also as one of their biggest pain-points. This article is designed to answer some of the questions you may have in regards to different sourcing strategies and candidate sourcing tools,  such as:Read more


recruiting business development

Business Development for a Recruiting Firm

Business development is a crucial component of building a successful recruiting firm or staffing agency. Becoming involved in commercial associations and developing strategic relationships with other organizations can make or break agencies, and business development must be front-of-mind for partners and owners.

Before we discuss the specific business development pipelines for recruitment firms, let’s first take a more general look at what business development is, and dispel some common misconceptions about its practice.Read more


how to use a 9 box assessment

How to Use a 9 Box Talent Assessment

The 9 box grid talent assessment is an individual assessment tool that gauges an employee’s talent level and potential for contributing to the organization.

A 3x3 box matrix is set up, with the vertical columns representing an employee’s growth potential and horizontal rows being an appraisal of their current performance. Depending on the square they end up in, the 9 box grid performance potential will help you to determine if an employee is ready to move up in the ranks or needs to undergo reassessment in their current position.

9 box grid talent assessment is a widely popular method of performance assessment for both it’s simplicity and reported effectiveness. This graphic exercise of evaluation is an ideal starter for constructive dialogue and in turn, can help develop discussion and teamwork.

What Do 9 Box Grid Talent Assessment Scores Mean

According to the 9 box talent management mode, the people who score in box 1 should be ready for top leadership within 6 months to a year. Those in boxes 2, 3, or 6 have a longer timeline but can be groomed for future leadership positions. Scores on the lower side have either reached their potential, need to be coached more actively or need to be reassigned to a position that better fits their skill set and job performance capabilities.

A good HR Professional should have as many tools as they possibly can to measure the performance of individuals in their company. 9 box talent management has time and again proven to be a useful resource in both gauging employee’s potential for upward mobility and assessing pain-points for underperformance.

9 Box Matrix Talent Management Example

Underperformance Effective Performance Outstanding Performance
High Potential 5

Experienced professional who is fit for a higher role, but may be dealing with performance issues that require coaching and mentoring.

2

Very high performance in current position. Provide stretch assignments to help them develop to the next level.

1

Consistently performs and exceeds expectations on assigned projects. Extremely reliable self-directed creative thinker and problem solver.

Medium Potential 8

Could progress in their skill level with the proper mentoring; test potential of this employee with stretch assignments and goals.

6

Potential for expanded responsibilities, but may need coaching in several areas before role expansion.

3

Their current role provides opportunities for growth. Training focus on improving strategic thinking and problem solving ability.

Low Potential 9

This employee should be evaluated for reclassification of role/responsibilities or to be removed from  the organization.

7

Effective performance, but this employee may have reached their career potential and may suited for advancement.

4

High performer who has reached full potential. Valuable employee who can grow communications and delegation skills.

 

Benefits of 9 Box Grid Talent Assessment

Here are the main benefits that are offered by this simple, effective method of talent assessment.

Simple

This straightforward skill assessment can be used by anyone in a management or HR position without extensive training. It’s simplicity also means that the results of the assessment are easy to understand and communicate for both the person administering the assessment and the person taking it.

Free

9 Box Assessments are not proprietary and therefore free for anyone interested in using them. This gives companies the flexibility to invest in paid assessment tools and use 9 Box Assessments as supplemental assessment tool to compliment more analytically driven solutions.  

Facilitates Structured Dialogue

A 9 Box Matrix will help start a dialogue between employees and managers about mutual expectations for performance and mobility. Just as important, it will provide a structure to these discussions with summarized assessments of performance data laid out for both parties to see. Both of these factors help to create a more efficient and communicative workplace.

Is A 9 Box Assessment Enough?

The biggest detriment to this sort of matrix assessment is human error. Results can be skewed or flat out incorrect due to miscommunication or personal bias. Ideally, you are working at a company in which everyone is constantly striving to do their best, but even then mistakes happen. With that in mind, you may want to add another tool to your arsenal that helps to take miscommunications out of the equation. This way, you can use an analytically driven assessment tool to systemize performance evaluations and use 9 box talent assessments to provide a summary of multiple performance data sets, such as those gathered from your data-driven performance tool and assessments from managers.

Loxo is an all-in-one recruitment platform that makes it easy to gauge the skill level of candidates that you source. Powered by AI and combining your ATS and CRM, Loxo sources the best candidates in your industry while you sleep and populates your ATS with their information from multiple online sources.

Sign up for a demo here to see how Loxo will help you source better candidates faster and more easily than any other recruitment platform.


recruiters choose Loxo ATS

Loxo Introduces Web 3.0 AI Recruiting Platform With Free Version

The Visually Stunning AI-Based Recruiting Platform Will Be Irresistible to Recruiters Across the Globe

Loxo, a leader in the emerging web 3.0 era, today introduced a stunning new version of their artificial intelligence recruiting platform while also announcing a completely free plan.

Loxo is a best-in-class enterprise recruiting SaaS company that specializes in using AI and machine learning to help drive better recruiting decisions. The Loxo platform also creates a unified and seamless experience by combining the features that recruiters need on a daily basis such as: ATS, CRM, email automation, SMS texting, VoIP calling, personal contact information and candidate sourcing automation.

“If Salesforce, IBM Watson, SalesLoft/Outreach.io, and the world’s most comprehensive professional directories were to combine forces and launch a recruiting technology company in 2020, the end result would be Loxo,” said Matt Chambers, Founder and CEO of Loxo. “The modern recruiting organization requires a much more sophisticated technology stack to stay competitive, however technology’s only job is to increase productivity. We are obsessed with solving our customers problems in the most efficient and simple way possible.”

The six-and-a-half-year-old company is highly focused on innovation and releases more than 200 product enhancements a year. Among the exciting recent developments from Loxo:

  • New Product Design: Redesigned user interfaces (UI) and user experience (UX) to deliver a product that users love and find enjoyment using just as much as it streamlines their workflow.
  • AI Enhancements: Users can adjust the criteria in their own private database and receive recommendations for the best candidates. The AI can be custom tailored for each organization on the Enterprise plan.
  • Email Automation: Drip marketing campaigns to nurture talent communities, engage passive talent, manage recruitment marketing, or generate new business development and top of funnel sales pipeline.
  • SMS Text Messaging: Send SMS text messages directly from the platform as standalone messages, as part of integrated text and email campaigns, or both.
  • Find Personal Contact Information: Find both personal and work phone and email from inside Loxo, giving recruiters multiple options to engage new prospects, while having centralized historical communications.
  • Built in VoIP Calling: Allows users to click-to-dial eliminating manual data entry, manual call tracking, and unnecessary phone systems.
  • Reporting Analytics: Real-time analytics and KPI’s are available in the management dashboard. Enterprise customers have the option to add custom reporting or integrate with external systems.

The latest developments, come on the back of triple digit growth from 2018, including doubling the number of employees over the last five months. With overflowing demand, the company plans to see rapidly accelerating growth in its next fiscal year.

"I invest hundreds of hours each year researching the latest in recruiting technologies and have demoed thousands of tools. I selected Loxo for my own organization out of more than 1,100 applicant tracking systems in the marketplace,” said Tim Sackett, Top 10 Global HR Influencer, President HRU Technical Resources, President Association of Talent Acquisition Professionals and Author. “Loxo is light-years ahead of its competitors. Team's leveraging Loxo will have an immediate strategic advantage and see productivity and recruiter effectiveness skyrocket."

About Loxo

Loxo is a best-in-class enterprise recruiting SaaS company specializing in AI and machine learning, combining an ATS and CRM, and includes email automation, SMS texting, VoIP calling, personal contact information and candidate sourcing automation all-in-one easy to use platform. Loxo’s cloud platform makes every aspect of modern recruiting and talent acquisition simple, so companies can find and hire the very best possible talent faster. Learn why more than 950 recruiting organizations across the globe trust Loxo at loxo.co


diversity recruitment strategies

Diversity Recruiting Strategies

Diversity in companies isn’t just important from an ethical standpoint, it’s important for the bottom line.

A diversity of backgrounds, ethnicities, nationalities, viewpoints, genders and experiences will always lead to stronger results than a monoculture (a company with predominantly one demographic) where everyone shares similar strengths and limitations. Read more


how do recruiters find clients

How Do Recruiters Find Clients

New and repeat clients are essential for the survival and success of recruitment agencies, and finding new clients and new ways to serve clients should be high on your priority list.   

By finding new clients who are perfectly suited for your agency’s focus and finding new ways to provide value for existing clients, you can increase the size of your clients served portfolio and increase industry/overall stature of the clients you serve.

Whether you are an independent recruiter or run a large agency, focus on finding clients who are especially suited to your company’s focus, who have a good level of stature in your industry or who contract you repeatedly will contribute to your long term success.

This way you can present faster time to fill, new hire performance and higher client satisfaction metrics to new clients, further increase your ability to sign new clients and your number of inbound leads.

This post will give you ideas for finding new clients and give you answers to common client finding questions like:

  • How do recruiters get clients?
  • How to get clients for job consultancy?
  • How to get clients for recruitment agency?
  • How to get clients for recruitment consultancy?

How do Staffing Agencies Get Clients

If you have been finding clients for years or read our last post on how to get into the recruiting industry [internal link], then many of your initial questions on the nuts and bolts of finding clients for your staffing agency have likely been answered.

So, how do recruiters find clients? There is no magic bullet for finding new clients, but there is also no limit to the strategies you can employ for finding more business for your agency.

For a client to feel confident in contracting your agency’s there’s a few things clients must know:

  • That your agency has the expertise, resources, technology and track record to deliver a high quality hire they can’t source themselves.
  • That your assigned recruiters are highly qualified for the candidate search.
  • That you will deliver a hire in their required time frame
  • That you are respected and recommended highly in your industry

However a potential client arrives at all of these conclusions (your website, a recommendation in their professional network, a direct pitch, etc.) all are must be met before a client will feel confident in contracting you, not just reasonably comfortable.

If a client has a great first impression which is backed up by great results (because you closed a client with recruiting needs in your agency’s wheelhouse), they will be more likely to:

  • Recommend you.
  • Agree to providing written/video testimonials.
  • Assist with case studies .
  • Contract your agency again.
  • Get your agency on retainer for recruiting, executive coaching and other services.

So, what is the best way to get clients for your staffing agency in the most efficient and successful way possible? Playing to your strengths

It may seem daunting when you're first starting out, but just remember that for every question you have, there is an equal amount of resources, platforms, and guides out there to help you along the way.

How to Find and Approach Clients for Recruitment

As great as it would be for businesses to approach you with their recruiting needs, you will more often than not find yourself needing to find with new clients.

Here are several of the most common answers to the question, how do recruitment agencies get clients?

Job Boards and Aggregators

A good way to see who's hiring in your area is to look at the various digital job-posting platforms and identify businesses that put repeated listings.

Companies with high turnover or within a rapidly growing market, like software for instance, that are posting on these websites, are more than likely going to be receptive to a pitch that offers to help mediate and facilitate the process of hiring new talent.

When scanning these sites, look at industry-specific job boards. These will help narrow your search, thereby allowing you to hone your pitch, and lead you to companies that best match your recruitment specialties.

If you have focused on recruited in a specific industries, roles and skill sets, you will have a leg up in pitching clients on your ability to deliver talented candidates. This is an effective method of sourcing clients, especially if you are exploring  how to get clients for software companies, or how to get clients for a temp staffing company, or any other skill-specific market you are hoping to establish a foothold in.

Note: while not as cutting edge, applying this same method to the job listings in your local paper can open you up to clients that are locally-focused and may otherwise slip under the radar.

Social Media

We are living in a time where over 90% of surveyed businesses acknowledge that social media plays a fundamental part in their marketing and sales models. Because of this, almost any business, in any market, you can imagine will have a presence on social media. Don’t be afraid to source prospects from sites like Facebook, Instagram, Twitter, etc. as these platforms are some of the ripest grounds for making connections. Just be sure to check out which social platforms potential clients are the most active one to find your best contact channel.

If you were hoping to make a more formal introduction than through social media, LinkedIn is an invaluable resource. The reason why so many recruiters use LinkedIn to find candidates is that you are able to list your qualifications on your public profile for everyone to see, reach out to potential clients in a more professional context, and also source candidates from the same. As far as recruiting in the digital age goes, there aren’t many better places to start than on LinkedIn.

Referrals

Referrals are an underutilized method of prospecting new clients, but word of mouth is one of the most effective methods of getting new clients.  Having a previous client refer you to a new one is how recruiters find clients once they have started to build up their reputation and the number of client’s they’ve served in an industry. It will always be easier to close on a client if you were sent to them by someone they know and trust.

How do I Prospect for New Clients

The following section is a list of questions you can ask yourself when considering how to approach clients for recruitment. By answering these questions, you can create the building blocks of your client acquisition strategy.

Prospecting New Clients

If you can answer these questions definitively, then you are well on your way to knowing how to get clients in the recruitment business.

  • What industries do you focus on?
  • Which clients that you’ve served can be provide the most valuable referrals because of their business relationships or stature?
  • How many placements can you handle at once?
  • Have you had clients of their size/industry standing in the past?
  • Do you have the candidate connections/sourcing technology to present candidates who will meet a potential client’s skill/seniority/experience requirements?
  • How are you using your presence on Social Media and do you have access to groups and demographics that will yield quality clients?
  • What are some potential pain-points of potential clients you evaluate and what can your agency do to alleviate them?
  • What benefits will your agency provide that they won’t find anywhere else?

Closing New Clients

If you identify clients who have needs perfectly suited to your agency’s recruiters, tech stack and track record, then they will conclude that you’re the perfect agency to hire.

To help them reach this conclusion in your initial discussions and pitch, answer these questions to define what criteria this client has for this recruitment project and how to meet them.

  • What do companies in the client’s industry expect from recruitment companies in terms of technical/industry knowledge and role specific experience/knowledge? (if the type of role is newly created, a year or two year’s experience can easily make you an expert)
  • How will you differentiate yourself from competitors your prospects will be researching/meeting with?
  • What are some potential questions or concerns that your prospects may raise, and how will you respond to them?
  • Do you have any counter-offers prepared in case the prospect rejects the initial offer? How much can your prices be adjusted?
  • Which clients in your portfolio will be the most effective case studies for proving your ability to serve this new client or provide new services to an existing client?

We hope that this guide has helped to shed some insight on how recruitment consultants find clients, and will aid you in finding your next big client.

If you’re looking for tips on speeding up the time to fill for all of the new client’s you’ll be signing, check out our post : Executive Search and Placement: Ways to Speed Time-to-Fill


CRM for Recruiting

CRM for Recruiting: Tracking Client and Candidate Relationships

Relationship building and maintenance is key for any business, but none more so than recruitment agencies. As a service provider that creates relationships between great candidates and great companies, the tools you rely on to create these connections need to be suited to the task at hand.

By using a CRM for recruiting, one that tracks both client and candidate relationships in the same platform, you can streamline your client-candidate connection building process and save the time you used to spend bouncing from platform to platform.

What is a CRM for Recruiting?

The best way to facilitate the needs of both clients and candidates is to have constant, up-to-date information and communication lines between them at all times. If you have solid communication control between your firm and your client’s/candidate’s needs, you can ensure a steady relationship maintenance and nurturing, predict future services, and bolster your agency’s relationships for long-term success.

In recruitment, firms are able to maximize their technological efficiency by combining a customer relationship management (CRM) system and an application tracking system (ATS) into a single, all-encompassing tracking program. While a CRM will allow your firm to manage all your company’s interactions with current and potential clients, an ATS automates and organizes all recruiting and staffing operations, providing a central repository for your customer tracking system and candidate database.

Because recruitment depends entirely on managing relationships with candidates and clients, combining these platforms into a simple, overarching system will give you a huge advantage and strengthen your relationships on both sides of the recruitment equation.

Strong Relationships With Clients + Strong Relationships with Candidates = Successful Hires

Best Practices for  Recruiting CRM Software

Having a CRM for recruiting is a big advantage, but you still need to use communication best practices to ensure your investment in this tool pays off. Use these best practices to ensure that your CRM for reciting is being put to use effectively.

Stay in Touch

Utilize your CRM to stay in touch with clients and candidates, and track their activities. CRM tracking gives you insight into how and when you last reached out to your new, existing, and potential clients, as well as passive and active candidates. By tracking the last time you contacted a client or candidate and their preferred method of contact, you can ensure that you’re maximizing outreach effectiveness and not over contacting some while leaving others in the dark.

Active and engaging lines of communication will help strengthen your business ties and remind your clients that your services are there whenever they need them. Additionally, this high level of communication is essential for building candidate connections that are strong enough to convert into placements.

Keep Your Records Updated

Since your CRM is only as good as the data stored in it, it’s important to keep your records and customer tracking database up-to-date and accurate. This means implementing processes that remove duplicate records, clean data with updated firmographic variables, and review emails and contact information so you can flag invalid lines of communication.

While it's important to constantly review the efficacy of your data, it’s also important to understand changes in the industries you serve. If changes to industries and companies mean new hirings needs, then updating those search needs to fit new demands will be an essential step that keeps you ahead of the competition.

Being up-to-date on both existing and potential data, as business needs fluctuate and shift, will guarantee your firm is in the best position to hit your short and long-term goals.

Use Critical Events to Your Advantage

Critical events occur all the time in business. CEOs get replaced, company acquisitions and mergers take place, and new product lines are announced perennially. What this means for your firm is that new opportunities present themselves to serve existing and potential clients.

Mergers can indicate that an existing client will have new hiring needs and require new candidates for you to reach out to. New product lines can lead to needs for new product designers, marketing teams, and technology development groups.

Utilize critical event client/prospect information in your CRM and customer tracking program to take advantage of these developments. Paying attention to the activities in your clients’ industries will guarantee that you’re on top of these shifts as they progress throughout the year.

Anticipate Client Needs

The best way to beat the competition is to approach clients with solutions to needs that they themselves didn’t see coming. The more information you have about your clients, the better you can anticipate client needs and pitch them solutions to fulfill those needs.

In order to anticipate client needs--referring to your recruitment CRM as a starting point--you need a deep understanding of your client’s history, their benchmarks and KPIs, and the field they’re working with. Look through your data to track seasonal hiring trends with specific clients. If technological innovations are introduced to certain industries, let your clients know that you have the infrastructure to accommodate those services.  

Having the most up-to-date tracking systems, knowing the industry you’re serving, and constantly communicating with your clients to know where they are and where they're headed are all important parts to anticipating your client’s needs.

Look for New Opportunities to Expand Services

Your CRM is your primary resource for storing information and presents a myriad of unique ways to provide service opportunities for clients. Reviewing a CFO’s executive history, for example, could show that they have 5 years less experience than other executives, giving your firm an excellent opportunity to offer additional coaching/benchmarking services.

Think outside the box and try to find new ways to utilize your CRM to create new opportunities for expanding services. Your CRM is a tool that’s utility is only as effective as the recruiter handling it.

Whether you’re using the customer tracking software for small business or corporate-level clients, Loxo has all the tools you’ll need to source, connect, and engage with your clients. Loxo’s state-of-the-art recruitment CRM and ATS system guarantees a simple, elegant, and smarter recruiting experience so you can streamline your workflow and maximize productivity on all levels. Further than collecting all of your candidate/client data in one platform, Loxo’s sourcing AI automatically gathers data on all candidates and client contacts in platform from across the internet, automatically populating this info under each candidate and client profile.

To see how Loxo’s all in one ATS+CRM for recruiting can better support your agency with AI sourcing, you can schedule a demo here.


Executive search and placement increasing time to fill

Executive Search and Placement: Ways to Speed Time-to-Fill

Time to fill is always front of mind for clients and always a close second behind making a hire who is qualified for the job and a good fit for the role. By speeding up your agency’s time-to-fill metric, you can improve your executive search business model and catch the attention of more prestigious clients who are searching for an agency proven to hire top talent faster than others.

Here are some of the most effective ways to speed your agency’s time-to-fill for executive placements:

Target Clients Your Agency will Excel at Serving

Part of any business’s success is understanding and executing the core competencies required for successful creation of that business’s product or service and delivery of their product or service to their target consumer. When it comes executive search and recruitment, a lot of these same business principles apply in creating an efficient time-to-fill business model.

Understanding the compatibility between your firm's capabilities and your client’s needs is one of the first steps in achieving an efficient and quick time-to-fill record. By focusing on where you excel, your firm can identify and gravitate towards clients and fields that are conducive to more efficient and faster executive search projects.

It might seem counterintuitive, but avoiding recruitment in certain industries or fields might be the best option if your firm isn’t geared toward those potential hires. Not only will this allow you to be more selective and efficient with your target clients, it will also help close out projects at a higher rate and lower your time-to-fill metric, leading to similar projects in the future.

Ultimately, this strategy will help drive down your overall time-to-fill average and allows you to bolster your competitive edge by presenting a history of successfully completed projects to future clients.

Improve Client-Recruiter Match Accuracy Projects

A big part of identifying your firm’s niche in the executive placement market comes down to finding ideal matches for client-recruiter compatibility. Better matches between clients and recruiters within your firm will ultimately lead to faster executive search and placement rates.

Of course, evaluating where individual recruiters have had the most success is a good place to start when predicting compatibility with the executive search needs of potential future clients. There are, however, other strategies and techniques to consider when working with clients.

A simple but understated practice that helps connect your clients with your most compatible recruiters is transparency. A lack of transparency between clients and recruiters can lead to further complications in the future. If a client doesn’t effectively communicate their company’s benchmarks and KPIs for executive candidates, for example, it becomes difficult to know if an individual candidate is best suited to fit their needs. Similarly, miscommunication between clients and your agency can lead to assigning recruiters who are less compatible than other recruiters in your agency.

Defining goals, presenting compatible recruiters, agreeing on an executive search plan, and having a clear and steady line of communication will help your firm asses potential clients and only assign recruiters to projects where their background and skill sets will result in quick placements.

Use Advanced Recruitment Software

Even with leading strategies and procedures in place, your firm needs the best tools to ensure your executive search projects are moving towards a high quality placement at an accurate and steady pace. This comes down to providing your team with the best recruitment software to make every step of the recruiting process as swift and easy as possible.

With respect to time-to-fill, you need recruitment software that’s precise and swift, allowing you to reach the best candidates before your competitors do. Loxo improves time-to-fill by automatically sourcing candidates and getting you their contact information without the tedious search for this information. Loxo’s ability to provide all the information you need, close at hand, will allow your team to seamlessly gauge and contact candidates in a timely manner.

Ramp up Client Onboarding

Part of transparency, client-to-firm rapport, and building long-term success is maintaining strong client onboarding practices to create stronger relationships with clients. Strengthening your client onboarding process will better define your executive candidate search parameters and help you get a better sense of your client’s needs, which ultimately leads to more qualified candidates that you can present at a faster rate.

Communicate with clients, take the time to understand their company and executive KPIs, and make sure that their goals are at the forefront of your candidate search. When you put time into understanding your client’s strategic vision, they can begin to see your firm as a valuable partner in line with the long-term success of their business. Not only are you earning the trust of your client, but you’re gaining a deeper understanding of their needs and, as a result, which candidates will meet their needs and lower your time-to-fill averages.

Once you’ve set your goals with clients, maintained ongoing communications, and shown your dedication as a partner, measure your success asking for and reviewing client feedback, identifying points of friction, and tracking metrics to know what’s working and what isn’t with your client service model.

Facilitating Offer Negotiations

By understanding the needs, qualifications, and capabilities of both your clients and candidates, your firm has the unique opportunity to facilitate offers in a quick and effective manner. With an understanding of both sides of the hiring process, the onus is on recruiters to present candidates with the right background to clients with the appropriate needs. Similarly, it is also the duty of recruiters to negotiate on behalf of candidates for the job conditions and compensation that they have been looking for in an executive role.  

While tempting, never try to sell either party an offer that doesn’t fit their best needs or interests. This leads to diminishing returns on your efforts and an ineffective system that hurts everyone in the long run. By facilitating offer negotiations, you can help both clients and candidates more quickly reach a middle ground that works for both parties, thereby speeding up your time-to-fill.
While you want to be quick in your time-to-fill turnarounds, you always want to be precise. Trust your tools and rely on your best practices to produce solid matches, build trust and loyalty with clients, and build a reputation as a leading recruiter in the industry. Loxo is an all-in-one recruitment platform that combines your ATS and CRM, and provides automatic sourcing powered by AI to improve your agency’s time to fill metric. Instead of spending weeks searching for executive candidates, you only have to choose between the top candidates that have already been sourced into your ATS. To see how Loxo improves the speed of executive search projects, just schedule a demo here.