How to Make Recruiting 50x Faster with a Talent Intelligence Platform (proven by 4,300+ clients)


Game Changing Innovation Strategy

“The most important, and indeed the truly unique, contribution of management in the 20th century was the 50-fold increase in the productivity of the manual worker in manufacturing.”

— Peter Drucker, Management Challenges for the 21st Century

The most respected management thinker in history isn’t just talking about fiftyfold productivity for the smartest people. He’s talking about fiftyfold productivity on average for 100 million-plus people.

To put this in context, imagine if you could get an entire weeks’ work done in less than an hour? Or if you could work a full work week, but got 50x the results of everyone else?

But, oddly, after this huge societal boost in productivity, something very strange happened.

At the exact point where you’d think there would be another boost in productivity due to the introduction of the internet, there was stagnation. The evolution of the web should have led to dramatic improvements in productivity, yet they are invisible in the data. This is known as the productivity paradox.

This paradox led Drucker to issue a challenge for our generation:

"The most important contribution management needs to make in the 21st century is similarly to increase the productivity of knowledge workers."

Over the last 9 years in my rapidly growing recruiting software company, I’ve taken on Drucker’s Challenge and succeeded. We’ve gone from zero to tens of millions of dollars in revenue with 4,300+ customers. More so, we’ve achieved this through a very methodical process.

What I learned boils down to two sentences: At first, gaining a 50x productivity boost sounds impossible. But, if you have the right process and use the 50X playbook, it’s realistic for almost any knowledge worker.

In this article, I will share two things with you:

  • The step-by-step workflow I used to get a 50x productivity boost in the recruiting industry.
  • The little-known process that originally gave the 50x boost in the industrial revolution, but was then forgotten. 

By the end of the article, you’ll have what you need to take the 50x Challenge yourself.

From First-Time Entrepreneur To Tens of Millions In Revenue: How I Got A 50x Boost In The Recruiting Industry

In 2010, I was a 29-year-old vice president of operations at a high-growth SaaS software company. It was high time to found my own startup. The core theme that consumed my thoughts was that artificial intelligence (AI) would revolutionize every industry in the decades to come.  The notion that you could develop software that would learn on its own and improve performance for the people who relied on that software to perform their job inspired me.  That was the future.  I wanted to go create it.

For 24 months leading up to launching my company, I spent two hours per day after work and on weekends minimum:

  • Reading. Sharpening the saw.
  • Exploring 50-plus markets to identify patterns and opportunities.
  • Studying business models.
  • Breaking down the workflow process each industry used to deliver its product or service.
  • Testing potential concepts.

In other words, rather than winging it, I spent the equivalent of nearly a year of full-time work turning over every pebble (not stone) in order to find and validate the business idea that I could go all-in on.  I was looking for a huge market opportunity that would combine artificial intelligence and software and had the potential to change the world in some small way.

After this long discovery process, I finally settled on the recruiting industry for two reasons:

  1. Massive Impact And Market Size. Besides your health and family, your career is the next most important thing. It impacts every human and determines so much. It determines who you become, your income, your impact, your lifestyle, your network, your development, and ultimately how you spend one-third of your waking hours. In other words, your career determines you and your family’s destiny, and I saw that if I could make the recruiting industry function a little bit better, the trickle-down effect would be enormous.
  2. Opportunity To Transform An Entire Industry. There was a massive gap between what I knew was possible and how recruiters managed their day-to-day workflows.   For example, when I looked at their processes, I learned that executive recruitment firms spent a whopping 80 hours performing manual steps just to get one candidate on the phone for an interview. Another epiphany was that recruiters spent the majority of their time jumping inefficiently between disconnected general-purpose tools (i.e., Gmail, MS Word, MS Excel, LinkedIn) rather than an integrated recruiting tool. Dozens and dozens of recruiters I spoke to were even using alphabetized index cards or huge, printed-out stacks of resumes. 

Now that I had the vision and business model, I spent the next 18 months methodically integrating Stanford Professor Steve Blank’s lean startup methodology and launchpad. A key part of this process involved meeting with and learning from hundreds of recruiters. Simultaneously, I actually started recruiting on my own. This allowed me to intimately understand how things worked from a first-principles perspective.

In 2013, after more than 18 months in the discovery phase, I brought together the initial team and we finally began building the first prototype of a software that reinvented the entire recruiting workflow rather than simply improving the existing one. I called the software Loxo

Since then, I’ve conducted 5,200+ discovery sales conversations with recruiting organizations of all types and sizes. Our Loxo software has continually improved to the point where market demand is pulling us faster than we can keep up.  We will exceed 150 employees in the next year, have 4,300+ clients across the globe, and recently expanded into Europe with our first international office.

More importantly, the result has been a fiftyfold boost in productivity for the average recruiter using our software.

Now that you understand my general process, it’s important to understand the historical precedent that caused the 50x productivity boost. By understanding my approach and the historical approach, hopefully, you’ll see an underlying process you can use in your own business.


High performance

Revisionist History: What Really Caused The 50x Productivity Boost In The Industrial Revolution

What we’ve been taught about productivity is wrong. Technology is NOT the fundamental cause of productivity. Mastering the latest and greatest tools will not take you to the promised land of productivity.

What I learned and what history shows us is that what really matters is workflow optimization. In other words, it’s about perfecting the step-by-step workflow first, then harnessing technology to turbocharge.

Technology with a bad process is similar to pushing a boulder up a hill. Technology with a great process can result in a 50x productivity boost.

This brings me to Frederick Winslow Taylor, one of the world’s first management consultants and author of Principles Of Scientific Management.

The core thesis of the book boils down to one sentence:

Replace work by the rule of thumb, habit, and common sense with the scientific method in order to boost productivity.

Later in the book, Taylor explains why this is important…

  1. As a field evolves, it develops best practices. Best practices are passed down from generation to generation.
  2. These best practices go unexamined. “Practically in no instances have they been codified or systematically analyzed or described,” explains Taylor.
  3. There is a lot of diversity among practices. Taylor adds, “Instead of having only one way which is generally accepted as a standard, there are in daily use, say, fifty or a hundred different ways of doing each element of the work.”

This diverse body of practice based on the “rule of thumb” is far from optimal. You might think that if a profession has been around for decades and even centuries that it would discover the optimal processes and pass those down. However, Taylor’s work showed that this doesn’t happen.

Taylor describes what it means to apply the scientific method to work with these three steps: 

  1. Develop a science for each element of each person’s work to replace the old rule-of-thumb method.
  2. Use machines where possible to increase efficiency.
  3. Scientifically select and then train, teach, and develop each employee rather than each employee developing their own system.

Using this system, Taylor achieved astounding results for tasks you would think are impossible to improve. Let’s take something as simple as shoveling as an example.

First, Taylor questioned basic assumptions: 

For a first-class shoveler, there is a given shovel load at which he will do his biggest day's work. What is this shovel load? Will a first-class man do more work per day with a shovel load of 5 pounds, 10 pounds, 15 pounds, 20, 25, 30, or 40 pounds? 


Next, Taylor answers these questions via experimentation. He varies the shovel load and has managers trained in the scientific method document the results. After several weeks of experimentation, he found the optimal shovel load was 21 pounds.

The example above is not just hypothetical. Taylor helped create a science of shoveling at Bethlehem Steel Company for its 600 shovelers. That science included thousands of stop-watch observations and experiments on: 

  • Different kinds of shovels (they settled on 8-10)
  • Shoveling techniques (testing various distances, weights, heights, and minerals)
  • Management system (new system of educating employees on what works, tracking methods, reporting results, and providing bonuses to individuals rather than having a common group wage)

What was the end result of these shoveling experiments? 

Within three years, the output per man doubled. As a result, employees earned 35% more on average while the company paid significantly less. 

All of this from turning the simple act of shoveling into a science. 

Taylor gives other fascinating case studies in the book. One amazing example is bricklaying. This trade has literally existed for 10,000 years. There had been almost little for hundreds of years. Yet, one company was able to improve efficiency by 3x. Using the principles of scientific management, they…

  1. Reduced the number of motions from 18 to 5. 
  2. Created a simple apparatus that held the bricks at the same height as the wall so they didn’t have to constantly bend down to pick them. 
  3. Taught people to use their hands simultaneously rather than in sequence.

Taylor was not alone in using scientific management principles. Henry Ford used the same principles to invent the assembly line realizing that much of a worker’s time was wasted simply walking between materials and tools.

The following quote from Ford captures the implication, “He gets small pay because pedestrianism is not a highly paid line.”

So, Ford, had the work come to workers rather than them walking to the work. This innovation was called an assembly line. Second, Ford noticed that a lot of time was spent stooping over to pick up materials from the ground and putting them on the assembly line, so he made multiple assembly line heights based on worker height. 

In the industrial production workshop, the robot arm of the automobile production line is working car production line stock pictures, royalty-free photos & images

The most fascinating part of Ford and Taylor’s insights is that easy-to-understand, simple-to-implement changes in the process could have dramatic improvements, yet went undiscovered by others. It conjures up the surprising detail that a suitcase with wheels wasn’t invented until the 1980s.

The need for scientific management rings true just as much as 100 years later.

One hundred years later, most knowledge work is still done via the rule of thumb, habit, and common sense. Most of a knowledge worker’s time is spent doing things other than those activities that yield the highest business impact.

Today, knowledge workers spend an average of 41% of their time on unimportant discretionary tasks and 55% of their time on managing across, up, or down within the organization.


Happy business woman with multitasking skills sitting at his laptop with office icons on a background. Freelance worker. Multitasking, time management and productivity concept. Vector illustration. business efficiency stock illustrations

In my story, in Taylor’s work, and with Ford’s insights, we see the same lessons again and again: 

  1. Break down your work processes into their fundamental components
  2. Use the scientific method and first principles to find the optimal process for each step
  3. Reinvent, don’t just improve
  4. Use modern tools to gain leverage
  5. Integrate all of the steps and tools so that all efficiencies build on each other and everything works together seamlessly (rather than it just being stitched together)


Now that you see that there is a proven and doable process to get a 50x productivity boost for you specifically and your company more broadly, it’s time to ask yourself a fundamental question...

Will you take the 50x Playbook Challenge?

Imagine the business impact and competitive advantage if knowledge workers were given a software platform integrated with a playbook designed for that specific industry. The end goal should always be to have workers spend the majority of their time on the highest value tasks.

When you use this logic, align incentives, and then add in artificial intelligence, a 50x productivity boost no longer seems crazy. In fact, it feels the opposite. It feels inevitable.

Celebrating Team Success

The original article was first published on available to view here.

Special thanks to Michael Simmons for his collaboration in co-developing the ideas in this article. If you want to go deeper into how Michael developed his own article from our collaborations, then read this article In 1911, a genius revealed a forgotten science how to be 50x more productive without working more hours.

man using ats automation and workflows to save time during work

ATS Automation and Workflows Benefits

Advancements in technology have done wonders for the recruiting world and ATS automation is just the beginning. Recruiters can now reach millions of potential candidates online, create comprehensive pools of talent, and develop hiring strategies that implement social media and apps to reach younger hires. With a growing industry and growing capabilities comes more time-consuming steps, complex procedures, and expectations on the recruiting side. This is where an applicant tracking system (ATS) comes into play.

ATS technology automates, simplifies, and streamlines the time-consuming procedures in the recruiting process. Surviving as a recruiter in today’s market isn’t a question of whether or not to use an ATS; it’s a question of how best to use it.

Save Money and Time with Automation

Lowering the time-to-hire and cost-per-hire are two of the most important metrics that recruiters pay attention to. Implementing ATS workflows and automation processes can help to improve both of these. According to GetApp, 86% of recruiters said that using an ATS helped them reduce their time-to-hire. With ATS automation, routine tasks that previously took hours can now be executed with much less time. Candidate sourcing, screening, resume parsing, scheduling interviews, and reaching candidates and clients can all be automated with an intelligent ATS.

Additionally, an automated ATS will help reduce your cost of hire. With less time spent on time-consuming, mundane tasks, recruiters can create a greater economy by utilizing their time elsewhere in the recruiting process. An ATS will also provide you with valuable data and tools so you can make smarter decisions. ATS automation comes with several features, one of which is an evaluation of the source of hire. If you know the most effective source of hire for a certain field or position, you can save time and money by focusing on only the most effective sources. 

ATS Marketing Automation

Outside of staffing and recruiting, an ATS can be an extremely valuable marketing tool. One of the few ways recruiters reach out to candidates, both passive and active, is through emails. ATS marketing automation can create customized email campaigns to reach out to specific categories or groups of candidates. If you’re attending an event in a state or city, you can use your ATS to create a list of prospective candidates. Moreover, schedule a time to connect with them ahead of time using the data in your system.

You can also create instant notes and rankings of talent pools, share those notes with other recruiters who have access to the ATS, and begin to prioritize outreach to talent pools or candidates. Additionally, whatever information or contacts you gather along the way can be saved and organized in your ATS, making it easier for you to come back to old talent and build a foundation for the future. 

ATS Automation and Candidate Quality

The hiring market is competitive and it's important to use an ATS to connect with top talent before your competition. By automating ATS workflows, recruiters will not only have an easier time connecting with candidates but will also improve the candidate experience. Candidates will find recruiters quicker to respond, more organized, and generally easier to communicate with. A happy candidate translates to more referrals and greater brand awareness. Inevitably, this leads to a higher quality of candidates. 

Remember that top talent, because of their exceptional qualifications, are only on the market for a limited time. Speeding up the process, communicating, and ensuring the best candidate experience are all ways to maximize your chances of making a placement. ATS automation comes with several benefits that are crucial to your company’s long-term success. As technology and automation continue to pervade the recruiting world, it behooves recruiting agencies to start building their foundation and implement an ATS into their processes. 

Loxo’s ATS+CRM provides you with all the necessary tools to eliminate data entry, maximize productivity, and simplify workflow. Loxo is dedicated to helping you unearth top talent in a timely fashion and at the lowest costs. Streamline your recruiting procedures and schedule your free Loxo demo today.

Using AI to Find and Recruit the Right Executive Talent

The Best Executive search firms use AI to recruit faster with Loxo's Talent Intelligence Platform.

October 28, 2021 – Matt Chambers is the co-founder and CEO of Loxo, a global provider of artificial intelligence recruitment automation software. The company helps 125,000-plus recruiters identify, engage and hire the very best possible candidates for every job while eliminating 80 percent of the work over traditional recruitment methods. The best executive search uses AI to recruit faster with Loxo's Talent Intelligence Platform.

Mr. Chambers recently sat down with Hunt Scanlon to discuss his company's services and how they can help recruiters find top candidates.

It was quite the honor to sit down with Hunt Scanlon Media and be featured in their latest Executive Search Review's Private Equity Recruiting Special Issue.

To read more from the original post, go to the Hunt Scanlon Executive Search Review  Private Equity Recruiting Special Issue, visit

Matt, can you explain Loxo and how it works?

Loxo is the global leading talent intelligence platform. The company's AI-driven recruiting CRM and best-in-class ATS offer the most advanced recruiting and sourcing technology in the marketplace. The platform includes a talent graph of over 1.2 billion people, with contact information including verified mobile phones and personal and work emails. The instant AI sourcing, ranking and matching, and multi-channel drip campaign solution make identifying, engaging, and hiring the best possible talent more accessible. More than 4,000 executive search and professional recruitment agencies across the globe are using Loxo to become hiring machines. The best executive search uses AI to recruit faster with Loxo's Talent Intelligence Platform.

For executive search firms, how can this software improve the search process?

We help an executive search and professional recruitment agencies by replacing their entire "tech stack," which is composed of a legacy ATS/CRM and typically three to eight additional bolt-on tools (none of which were natively designed to work together) that are required to be successful and performing at the highest level. Think of a talent intelligence platform how you would compare today's leading smartphones with their original first-generation mobile phone.

Smartphones offered such a leap forward in utility that it is evident to everyone to justify the importance of having a smartphone device over a first-generation mobile phone that could only make and receive calls. The same shift will happen away from ATS and CRMs towards the talent intelligence platform. The best executive search uses AI to recruit faster with Loxo's Talent Intelligence Platform.


Can you discuss Loxo's database?

Loxo's proprietary database of over 1.2 billion people called Loxo Source is one of the most impactful data solutions. Our partners have immediate access to well over 100 data sources within one system without view restrictions, throttles, or the extraordinary ongoing costs of paying for subscriptions to other sourcing data providers or Linkedin Recruiter licenses for each recruiter. Recruiters are able to find talent that may otherwise not have been accessible.

The talent graph includes social network data including publicly available LinkedIn, Github, and Facebook data, healthcare, life sciences, insurance, nursing, sales, SaaS, engineering/technology and another industry-specific premium, association and government data sets. These are examples of how Loxo is working hard to future-proof executive search firms and drastically increase performance and profitability. For its clients, Loxo has generated outstanding results.

The platform has led to a 74 percent decrease in cost across the entire lifecycle, including source and hire costs. Sourcing and workflow automation has drastically increased speed and reduced time to hire by around 80 percent. Customer satisfaction surveys have revealed that Loxo has earned plaudits for 98 percent of its client base.


How has the pandemic affected the recruiting industry, and how has this made AI tools more essential?

The candidate-driven market, mass resignations, and shift to remote or hybrid work make it more challenging than ever to recruit and retain talent. Demand from hiring organizations seeking professional recruitment partners is at an all-time high. However, due to fierce competition and the high stakes involved, professional recruiting organizations feel pressure to deliver exceptional results faster and more cost-effectively without increasing headcount.

The only way to do that at this point is through technology. Executive search firms who have competencies with the latest technology and tools are not only increasing performance and profitability, but they can win more business through differentiation against competition and deliver an enhanced experience for consultants, clients and candidates.


The best executive search uses AI to recruit faster with Loxo's Talent Intelligence Platform, but how has data changed the recruiting sector? 

Harnessing data from disconnected, disparate data sets in recruitment is always much more complex and expensive than most people ever expect. Due to the challenges and costs involved, up until recently, everyone in recruiting has been using the same data sources and relying almost exclusively on LinkedIn.

Executive search and recruiting agencies don't have the level of product expertise or time required to build their talent intelligence platform. Those who have attempted to develop their software are realizing it's not possible to keep up with the pace of innovation in the open HR-tech marketplace. So it's not only the data. Data is only one piece of the giant puzzle.

Suppose there is still a desire to create a digital business for the future. In that case, many larger agencies are building client-facing software, internal tools, and custom dashboards on top of the talent intelligence platform's open API. That is where the future of this market is heading.

Regardless, professional recruiting organizations embracing talent intelligence platforms will see accelerated business outcomes, better experiences, and much more robust growth by orders of magnitude more than those who remain committed to duct tape a half-dozen bolt-on tools to their traditional ATS/CRM vendors. The best executive search uses AI to recruit faster with Loxo's Talent Intelligence Platform.


Can you provide some recruiting automation tips?

The key thing to understand about recruiting automation is no simple answer. Gaining breakthrough performance requires the right software solutions, utilized in a specific step-by-step playbook at each phase in the workflow.

The area search firms should focus on is reducing the effort and resources required at the top and middle end of the search lifecycle, particularly with name generation, sourcing, and candidate outreach. Those steps alone can reduce resources, cost, and time by 500 percent if you have the proper tools and playbook. We will be publishing our playbook and sharing it publicly for the first time in early 2022. The best executive search uses AI to recruit faster with Loxo's Talent Intelligence Platform.


Have PE outfits funded your company?

Loxo is a closely held private company. Up until this point, we have chosen not to raise institutional capital despite extraordinary interest. We believe in building a sustainable company that emerges as the undisputed category leader are we're prepared to do whatever it takes to ensure that happens.

Loxo is a profitable company. We've grown more than 200 percent year over year for several years, so we don't need capital. Capital does not impede achieving our objectives anymore. We've tripled the team size and anticipate being over 100 employees with several global offices in 2022. We are, however, always interested in establishing strategic partnerships with others that can bring significant added value to customers and all stakeholders.

Loxo: Recruitment Software For Strategic Recruiters

No longer do strategic recruiters need to leave their success up to chance. As the recruitment and talent acquisition spaces evolve, those who continue to rely on passive recruitment will fall behind. Gone are the days of posting jobs online and hoping the right candidate applies. With new advancements in recruitment and HR software, recruiters now have the right tools at their disposal to actively find and land top candidates.

Many new solutions have emerged to help recruiters access these tools all under one roof. Below, we provide you with a list of all solutions you would need if you didn’t harness the power of Loxo’s talent intelligence platform.

Legacy ATS 

An Applicant Tracking System is a staple for recruiters. With a Legacy ATS, the process of candidate management has never been more swift, efficient, and streamlined. This tool gives recruiters a birds-eye view of their talent pipelines, open jobs, and previous candidate engagements. All candidates' past applications, contact info, work experience, and notes are stored within this digital database. These solutions can be immensely valuable for a recruiter's organizational efforts, however, it is essential that you choose the right tool for your needs.  

Most legacy ATS systems are built on older code, requiring consistent updates and iterations to meet 2021 standards. Because of this, many platforms that dominated over the previous decade are now struggling to stay afloat. Modern recruiters need modern solutions, and Loxo's new-age system has been built as an innovative platform to address the modern-day recruiter's workflow.

LinkedIn Recruiter 

Used by over 1.6 million active talent professionals, LinkedIn Recruiter has long been the industry standard for sourcing candidates. However, the social media site has recently cracked down on recruitment and sales activities within the platform and continues to raise prices for its solution. Check out our "LinkedIn versus Loxo" article to explain why talent professionals are making the switch away from saturated tools like LinkedIn Recruiter.

The social platform provides recruitment and talent acquisition professionals with up-to-date insight into a large pool of candidates. This data, however, is subject to the user's discretion and only uses one source: Itself. Recruiters can use advanced search filters within the system, but it only allows for 40 pages of results, limiting your search efforts. From there, you can connect with a limited number of candidates via LinkedIn's personalized Inmail or connection requests. 

Furthermore, LinkedIn Recruiter used to support bulk messaging, and the saved templates help reach further and faster, but now with newer regulations, all of that is changing. 

Sourcing Tools 

90% of professionals globally are open to discuss new employment opportunities. Strategic headhunters can now take a proactive role in candidate acquisition through strategic talent sourcing. With sourcing tools, a headhunter can control their talent channel and initiate engagement with potential candidates who may not actively be seeking new roles. These tools support the use of AI, Boolean strings, and standard filtration to return more options from a wider breadth of sources. Research shows that 31% of talent pipelines are a product of active sourcing. If a recruiter sources a candidate, that candidate is also two times more likely to be a good fit than those who apply. 

Recruiting CRM 

Sadly, some recruiters are still stuck in the days of yore with the old post and pray recruitment model. They post a position on job boards or social media platforms and hope the perfect person finds it and applies. Consequently, only those candidates who are actively seeking roles engage with the open position. On the flip side, the modern recruiter actively manages their candidate pipeline through a Candidate Relationship Management tool. This recruitment strategy allows headhunters to create candidate databases and keep constant communication to build and nurture relationships with top talent. 

In today's candidate-centric workspace, recruiters need to provide a smooth and positive experience while nurturing a cordial relationship with candidates, whether active, passive, or former. In short, recruiting CRM allows headhunters to treat all candidates like their clients, enabling them to improve engagement while proactively sourcing and nurturing top talent. 

Job Boards 

A job board is a search engine where potential employees find various open employment opportunities. Let's face it, searching and hiring the perfect candidate for a position is challenging, even for a strategic headhunter. Job boards have been around the block for a long time. However, evidence shows a sharp decline - about 10% from 35% - in their effectiveness over the years. Currently, most employers and headhunters are straying away from the job board approach. Similarly, statistics show 85% of potential employees favor networking over job boards as a means to getting open employment opportunities. 

Contact Info Tools 

Like B2B sales and marketing teams, headhunters can use contact information tools to engage with top candidates and market their open positions. These intelligent, cloud-based platforms provide comprehensive and detailed candidate info that headhunters can use as means of outreach.

There are plenty of tools that will give you a candidate's information to contact them directly. However, most require integration to your ATS or recruitment CRM. 

Drip Email Campaigns or Automated Outreach Tools

In addition to a contact finder, the modern recruiter uses automated outreach tools to maximize their engagement strategy. Because of this, recruiters can engage with more candidates across more mediums. Oh, and did we mention it is completely automated? In other words, recruiters are learning to work smarter, and not harder.

Creating a multi-channel outreach sequence can help recruiters market their open positions to a larger pool of talent. Manually reaching out to hundreds of potential candidates is an uphill and time-consuming task. This was also the norm for years. With new innovations, recruiters can now gain a massive edge with their active, automated outreach. 

Loxo: A Single Recruitment Software Platform With All Strategic Functionalities A Headhunter Needs 

Each of these tools provides a specific function and value for the recruiter. However, with so many tools tailored to one feature, recruiters are left with a large and scattered tech stack. The future of recruitment is having an all-in-one, complete talent intelligence platform for all your needs and workflow.

So, if you are a recruiter looking for a platform that provides all of these features under one roof, consider Loxo. Now is the time to streamline your workflow, automate your processes, and become a hiring machine.

Loxo Talent Intelligence Platform and #1 AI-Based Recruiting CRM Continues to Strengthen Its Commitment to Security and Privacy

Leading AI Recruiting CRM and AI sourcing platform Receives SOC 2 Type II Certification to Further Protect Customer Data

Denver, Colorado April 20, 2021.  Loxo,  the #1 AI-based Recruiting CRM and a global leader in artificial intelligence recruitment automation software, today announced the company has received its SOC 2 Type II certification.  SOC 2 is one of the most comprehensive evaluations of a company's information security controls, attesting to the highest data privacy, data protections and security extent possible.   This achievement in security compliance validates Loxo’s commitment to the confidentiality, integrity, and availability of the data and personal information of its clients and their candidates.

Executive Search RPO and Enterprise Talent Acquisition Teams Require Data Security

"We take data privacy and security very seriously at Loxo,” said Ilia Cheishvili, Loxo’s Chief Technology Officer. “Our customers and their data are incredibly important to us.  Everyone who touches our platform should feel, and know, that their information is secure and private. The security architecture of our platform goes well beyond compliance to safeguard our customers’ and company’s assets and information.  We’re proud to be independently recognized by an accredited third-party for the high standard to which we hold our solution and our company. Receiving these formal certifications confirms Loxo’s ownership and diligence to meeting these important security standards.”


Best Recruiting CRM and AI Sourcing Platform With Enterprise Grade Security


Conducted by Johanson Group LLP, a Colorado-based advisory firm, the audit confirms that Loxo’s information security practices, policies, procedures, and operations meet the rigorous SOC 2 requirements. SOC 2 Type II is a deep audit lasting a minimum of 6 months, where an accredited third-party auditor closely examines a company’s information systems, business processes and designs to ensure they meet five principles of trust established by the American Institute of CPAs (AICPA): security, availability, processing integrity, confidentiality, and privacy. SOC 2 certification is awarded to businesses who demonstrate their ability to meet the institute’s high standards in each of those categories. The certification underscores Loxo’s commitment to safeguarding customer data—and their candidates’ data—over time. 


The SOC 2 Type II certifications compliment Loxo’s established commitment to privacy and security measures Loxo has incorporated into its infrastructure. Loxo already emphasizes GDPR (General Data Protection Regulation) and CCPA (California Consumer Privacy Act) compliance, but this latest one is very exciting.  SOC 2 Type II is an important industry standard, and the highest level of third party security and data privacy auditing possible, which a company can get.  This certification verifies that Loxo’s current and future customers can be confident about their data security and integrity. 


Recruiting CRM, ATS and AI Sourcing Platform is Fully GDPR Compliant

To coincide with SOC 2 Type II, Loxo recently introduced new systems and tools to help their customers effortlessly maintain compliance under the GDPR and eliminate much of the administrative burden while processing the sensitive data of EU and US citizens.

As talent organizations continue to digitize their workflow processes, it’s increasingly critical for technology partners to maintain secure systems and internal controls that are an extension of its clients’ infrastructure and the individuals they interact with daily. These recent achievements in security allow Loxo’s clients’ peace of mind, knowing their platform can deliver “out-of-the-box,” enterprise-grade security that adheres to industry-leading standards.


About Loxo

Loxo is the #1 AI-based Recruiting CRM and global leader in artificial intelligence recruitment automation software. Loxo’s best-in-class enterprise SaaS platform combines proprietary data solutions, AI candidate sourcing, ranking and matching with a state-of-the-art ATS and Recruiting CRM. The platform includes personal contact information and a talent graph of over 600 million people. Loxo makes finding and hiring the very best possible talent faster and easier than ever before. Learn why more than 4,000 organizations and talent acquisition teams across the globe trust Loxo or for more information on Loxo's GDPR guidelines and best practices, visit Loxo.

GDPR compliant AI-powered Recruiting CRM

Loxo’s AI-Powered Recruiting CRM Automates GDPR and Data Privacy Compliance

This week, Loxo, the #1 AI-Powered Recruiting CRM and a global leader in artificial intelligence sourcing software, announced a new data privacy compliance product to help the recruiting industry effortlessly manage the increasingly arduous data privacy regulations around the globe, including GDPR and CCPA. All organizations in the recruitment and hiring domain must develop and adopt data privacy and data management practices to remain compliant or risk a fine of 20 million euros or 4% of a companies global annual turnover, whichever is higher.

Loxo is the #1 AI-Powered Recruiting CRM and a global leader in artificial intelligence sourcing software. Loxo’s state-of-the-art product suite and proprietary data solutions offer the most advanced recruiting and sourcing technology in the marketplace.

Loxo’s solution is especially relevant as recruiting organizations and sourcing teams are looking to adopt a next-generation Recruiting CRM which will allow them to much more efficiently and effectively manage both inbound and outbound recruiting activities in one place.  Loxo’s solution automates the end-to-end compliance workflow for executive search, professional recruiting agencies, RPO, and enterprise talent acquisition teams, while offering the flexibility to replace their legacy Applicant Tracking System (ATS) or bi-directionally integrate with their existing ATS.  

The new features will enable Loxo customers to manage candidate data without violating GDPR or CCPA requirements. The automated system takes the headache out of compliance, allows candidates to manage their data privacy, and further establishes Loxo as the global leading enterprise-grade Recruiting CRM. The platform centralizes all data and offers a purpose-built product to easily manage candidate’s data privacy in one-place providing a comprehensive and updated dashboard of all candidate's status in real-time. It also provides candidates with full control of how their data is used.  The Recruiting CRM can be automatically updated by the candidate or applicants themselves so that recruiters using Loxo can use candidate data without the concern of breaking regulations.


About GDPR And Implication for Recruiters and Employers

The General Data Protection Regulation (GDPR) is an EU regulation requiring organizations that process EU citizens' data to comply with privacy regulations. GDPR is a set of rules covering personal data governance for all organizations, irrespective of their location.  GDPR and CCPA have impacted how recruiters and employers capture, store, move and share personal data. Consequently, all organizations in the recruitment and hiring domain must develop and adopt private data management practices that adhere to the regulatory provisions. GDPR has given individuals comprehensive and actionable rights and control of their data in recruitment agencies' and prospective employers' hands. Job applicants and prospective candidates have the right to access, delete, or modify the information agencies or prospective employers hold about them. Candidates also reserve the right to be informed when the data is accessed, appropriated, or altered. 


Key Features of the New GDPR CCPA Data Privacy Module in Loxo's Recruiting CRM

  • Classifying Candidates
    • Choose to include all candidates or only those from the EU to be included in the feature.  Those who have business operations and personal consumer data in California are now also going to be responsible for being compliant with the CCPA.
  • Seeking Candidate Consent 
    • Loxo requires customers to either seek Candidate Consent or fill the request under Legitimate Interest. Recruiting and hiring organizations operating in these jurisdictions need to have permission to store candidate data. The Legitimate interest button enables customers to collect and store data from all active candidates. The system automatically assesses if a candidate is active based on engagement.
  • Additional Retention Periods 
    • GDPR requires that recruiters and hiring organizations only keep personal data if they have a valid business or legal reason. Loxo has addressed this requirement by providing an entry for the additional retention period. This feature allows customers to preserve candidate data even after the consent period has expired. Customers can keep the data for up to 5 years in some cases, depending on their business needs, and always need to check with their own legal counsel to define their specific policy and data retention periods.
  • Privacy Policy 
    • The GDPR settings allow customers to transfer their privacy policy link to their Loxo accounts. This feature will appear whenever candidates come to apply for jobs. Users will receive notice of cookies at the bottom of their webpage once the GDPR setting is on. The privacy policy will only be visible to candidates protected by the GDPR when applying for a job.
  • Managing Candidates 
    • After turning on the GDPR, all candidates who are protected by the GDPR will have a GDPR included at the bottom right-hand side of their user profile. Send consent, requests to edit/update, and contact preferences automatically through the system.

The Bottom Line - A AI-Powered Recruiting CRM that manages GDPR compliance with ease

Loxo understands that complying with the GDPR requires a practical solution that is easy to implement without hiccups. Their commitment to making GDPR compliance easy for customers has seen them develop a platform that is both intuitive and highly resourceful. They have created a user-friendly platform and help customers learn how to use the platform with comprehensive guides. The guides and technical information aim to solve customers' most pressing compliance problems to focus on recruitment.


Legal disclaimer:

This is not meant to be legal advice.  All information provided is for general information purposes only.  Consult with your own legal counsel and representatives to understand the laws and regulations in your jurisdiction, and reference your privacy policy to adhere to your organization's legal requirements.


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 drip email automation, SMS texting, VoIP calling, personal contact information, and candidate AI sourcing all-in-one easy to use platform. Learn why over 8,000 top recruiting organizations and talent acquisition teams across the globe trust Loxo. For more information on Loxo's GDPR guidelines and best practices, visit or talk to a consultant:


Person smiling at laptop using Loxo ATS software for remote recruitment

Remote Recruitment Tips From Loxo ATS

Over the last decade, the world has made incredible technological advancements that have enabled us to work from anywhere and complete our daily tasks virtually. It is no surprise that remote recruitment is becoming more virtual. Employees have proven that they can work remotely and still achieve their goals and be productive.  Companies have had to adopt virtual hiring and onboarding as a way to remain competitive. Thankfully, with the help of technology, companies can connect with potential employees remotely. Using technologies like Loxo ATS recruitment software is essential to managing your recruitment process virtually. Below is a look into remote recruitment and tips to consider when hiring virtually.

What is remote recruitment, and why is it important?

As the name suggests, remote recruitment is the process of finding employees virtually, scheduling interviews with job applicants from different locations. Also, companies want to hire the best possible talent without restrictions. According to Global Workplace Analytics, the number of remote workers has increased by 159% in recent years. 

During this Covid-19 pandemic, many companies are encouraging employees to work from home. However, these businesses have moved to a completely remote workforce and continue with online recruitment and hiring practices. The American Psychological Association has even recommended remote work saying that it has led to increased job satisfaction.

Remote recruitment tips 

Identify critical traits for potential employees.

One of the essential processes of remote recruitment is finding the right candidate. However, as much as most people would love to work from home, not everybody has the right set of skills and experience for a particular job. Some traits that remote recruiters should look for in a candidate are:

  • Strong communication skills
  • Time consciousness
  • Self-discipline
  • Proactive

Ask the right questions. 

Unlike the typical office setup, remote work requires candidates interested in the job, hardworking, and can work remotely without supervision. As such, you should ask the right questions during the recruitment process. The questions should relate to the preferred attributes that your candidate should possess. Based on the traits of your preferred candidate listed above, you can ask these questions.

  •  How does your candidate communicate with the management or their coworkers?
  •  What strategy does your candidate use to manage his/her time?
  • Has your candidate worked on a project independently?
  • Is your candidate up to date with trending topics? Also, has he/she engaged in a project that required communication to update the team on a project's status?

Choose the right tools.

Choosing the right recruitment software for your business ensures that you get a perfect fit for your job. However, technological advancements have led to software creations such as Loxo ATS Remote recruitment software that matches you with the right candidates for your job listing. Familiarizing yourself with the software is beneficial in speeding up the process.

 Engage your candidates through structured multichannel communications 

Undeniably, multichannel communication approaches are more reliable as compared to using single communication channels. Determining which channel to use for different stages of the recruitment process is essential. For example, emails should be used to send out offers to candidates, whereas calls and text messages should give urgent information such as shortlisting applicants.

Crafting excellent job ads 

The purpose of a job ad or listing is to help candidates understand what your remote job entails. To achieve this, you should ensure that your job descriptions are clear and accurate. Moreover, According to a CareerBuilder survey, posting a video for your ad can also boost views by 12% and raise applications by 34% compared to ads based on images and text. Moreover, running online tests are a great way to shortlist and screen candidates. As a remote hiring manager, looking beyond technical skills by creating open-ended questionnaires is vital. In conclusion, these quizzes assess skills, personality, and leadership skills while at the same time giving your applicants a great experience.

Data privacy 

The importance of data privacy in remote recruitment is overlooked. Similar to a company's data, you should prioritize safeguarding current and potential employee data. Furthermore, guaranteeing the confidentiality of potential employees maintains your company's integrity.

 Remote recruitments, as seen, run smoothly with the right set of tools to help with your recruitment strategy. It is time for companies to accept that remote working is the new norm by redefining their recruitment structure. Visit our website to learn more about how we can help you and your team streamline your workflow through our Loxo ATS recruitment software customized for your daily needs.

GDPR in recruitment

What Does GDPR in Recruitment Mean?

The GDPR is an EU policy that aims to protect people's personal data from misuse by others, especially organizations. It requires those who collect personal data to comply with stringent regulations. This law has profound implications for recruitment activities as they depend on the firms to manage massive amounts of personal data. So what does GDPR mean in recruitment?

Who Does GDPR Affect and What Are the Penalties?

The GDPR affects all organizations that collect and process personal data within the EU, including all European organizations and the non-EU firms that operate in the EU or collect data from EU residents. The European Union required all these organizations to be compliant with the law by 25 May 2018. Firms that fail to comply with the GDPR will incur a fine of up to 4% of annual turnover or revenue for global operations, or €20 million. Firms can also have their reputation damaged by fines and reprimands related to non-compliance.

What are the Terms, and How Do They Relate to Recruiting?

What does GDPR mean in recruitment? The GDPR considers employment candidates to be "data subjects." Recru. For instance, resumes often contain names, email addresses, phone numbers, and physical addresses. The GDPR aims to protect against the misappropriation of this data. The employer or their employees are "data controllers," meaning that they determine the objective of collecting personal data. They are fully responsible for the safety of the candidates' data and complying with the law when using it. The technology or agency that the recruiter uses to collect and process candidate data is also part of the "data processors" because they process candidate data on behalf of the company.

How Has GDPR Compliance Affected the Recruitment World?

The GDPR requires employers to collect candidate data with explicit, specific, and legitimate reasons. This means that recruiters can only compile job-related data to contact the candidate within 30 days or less. Recruiters must get the candidates' consent to obtain and process sensitive personal data. Recruiters must get permission from candidates when processing biometric, disability, cultural, and background data. When collecting such data, the recruiter must seek consent clearly and inform the candidate of the right to withdraw consent. Firms must be transparent and create clear privacy policies. They must disclose to the candidates their intention to store the data and clarify that it is to be used for recruitment purposes only. Recruiters must demonstrate the ability to comply with the GDPR and that all the third parties they are working with are compliant and accountable in their use of personal data.

How to Ensure Compliance for GDPR in Recruiting?

Ensure Software Vendors Are Compliant

Third parties who manage the company's recruitment information have access to all the candidates' information. That is why you should ensure that all your vendors comply with all the GDPR policies regarding data protection. Ensure that your Applicant Tracking Systems (ATS) provider is fully compliant because they handle candidate data, modify information, and send emails to candidates. Learn more about Loxo's GDPR compliance promise. It is prudent to have an ATS for secure data management. Spreadsheets lack security and are at risk of breach due to their weak audit trails and insufficient access controls. Further, spreadsheets can be copied, modified, and shared without your knowledge.

Be Transparent

Only ask candidates for personal data that is necessary and relevant to the job they are seeking. When writing job adverts, let prospective candidates know that you will only use the recruitment data only and explain how long you will keep the data. If you intend to gather more information about the candidate during the screening process, state your intentions explicitly, and justify this action. When communicating with candidates, provide links to your privacy policies. Further, inform the candidate that they can request you to stop using, modifying, or sharing their private data. Once the preferred candidates are identified, you should delete the candidates' data that didn't cut. However, if you retain the data, inform the candidates of your intention.

Create A GDPR Compliance Policy 

The recruiter should create a transparent privacy policy elaborating how they collect, process, and safeguard candidates' data. They should also explain to the candidates how to request their data to be deleted or rectified. The firm should also create a privacy notice for all its recruitment activities. This notice will directly address the candidates, informing them of the measures they have taken to protect private data. The policy should include details about how long they intend to store candidates' data, candidates' rights, who will access the data, and how they will protect the data. 

Review Talent Pools 

GDPR covers all personal data the company holds, including collected before the law was introduced. This means that recruiters have to review their databases and files that store candidate data for compliance. Recruiters should update their talent databases and make sure the information they have accumulated is relevant and accurate. Further, they should determine the candidates whose profiles match current and future recruitment needs. They should delete the files of those unqualified candidates or who are no longer relevant to the organization's current needs. If you retain a past candidate in the database, contact them, and inform them of your intention to keep and process their data. Send them an email explaining all the data you hold about them and where you have stored it. The email should also include links to company privacy policies.

Get Ready to Listen to Candidate Requests When It Comes to Their Data

Recruiters must be ready to delete and stop processing the candidate's data if they exercise the right to be forgotten. The recruiter must delete that data within one month after getting the request. Recruiters must be willing to reveal the type of data they hold about a candidate and accept rights to rectify inaccuracies. The recruiter must comply with the requests within a month and give the candidate a free electronic copy of the records. The GDPR has had a profound effect on recruitment practices. Loxo has a fully automated GDPR feature that reduces the legal complexity of recruiting. Click here to learn more about how Loxo helps companies remain compliant. 

Learn more about how Loxo helps recruiters remain compliant here.

Recruitment Technology

What is AI Recruitment? What are the Benefits?

You hear the term "AI recruitment" thrown around all the time. Everyone talks about it, but does anyone know what it means? Due to modern technology advancements, this word is no longer just a term you use to impress your friends and co-workers. It has developed into a genuinely revolutionary tool within the recruiting space. The standard recruitment practice has involved tedious processes that require manual workloads and endless tasks for far too long. As novel innovations break onto the scene and artificial intelligence becomes a staple tool within the workplace, recruiters start to work smarter, and computers are beginning to work harder.

Just think about it, how many hours are spent sifting through thousands of resumes and cover letters each day? How many hours do recruiters spend reaching out to ideal candidates and tracking that outreach manually? This no longer has to be the case with the use of modern technology. With AI recruitment, recruiters can streamline their workflow, drive efficiency within their day-to-day operations, and ensure the perfect talent match with each hire. So let's get to it! Here are the top benefits of AI recruitment.

Spend More Time on Higher-Value Tasks and Reduce Time to Hire.

Did you know that 78% of job seekers apply for positions they are completely unqualified for? This means that, without the help of artificial intelligence, a recruiter can waste time parsing through resumes that they will ultimately reject. With AI recruitment, recruiters can utilize automatic screening to ensure that only the best candidates are moving down their pipeline. It is that simple! The deep learning technology will automatically source, filter, and rank best-fit candidates for the role you are looking to fill. While your AI recruitment platform does all of the dirty work, that frees up time on your end to focus on what is most important: finding the perfect candidate match.

Not only does AI recruitment free up time within your inbound recruiting efforts, but it also helps streamline and automate your outbound recruiting efforts. Automated outreach campaigns are an excellent tool for recruiters to engage with massive pools of candidates. They help enable recruiters to get in front of far more potential candidates at a fraction of the time and resources. Like in inbound, this automation only further enables recruiters to drive efficiency within their workflow and free up time within their everyday recruiting efforts.

Use AI Recruitment Software to Find High-Quality Talent.

As we all know, recruitment is about finding the perfect candidate match. That's the goal. As simple as that sounds, we all know how daunting that task can be. Many variables can go into what makes a good caliber candidate, and many times it can be entirely overwhelming for recruiters. With AI recruitment, recruiters can automate their sourcing and ensure only the highest caliber of candidates are making it onto their desks. Based on the specifications and job descriptions provided, the AI recruitment platform will automatically identify the best-fit candidates for the open position you are looking to fill. Not only that, but AI solutions are continuously learning the more that you use the platform. The more roles you fill with artificial intelligence and machine learning, the better the platform will become at predicting the optimal candidate for you to reach out to.

The Platform Grows with You.

As mentioned in the previous paragraph, AI recruitment platforms will continuously learn and grow to utilize their features and functionalities. This doesn't mean that the platform grows on its own; it is growing with YOU based on the data and information you provide. This means that your AI recruitment platform will continue to learn and develop to tailor to your specific recruitment needs completely. The more data you feed into the solution, the more individualized and tailored the results become.

Your AI recruitment platform will soon be identifying candidates who are, based on extensive data analysis and machine learning, the perfect match for your specific organization, and your role. It does not get easier than this. Just like how Spotify gets better at recommending songs for you and dating apps can find the ideal partner based on interest and profiles, AI recruitment platforms can provide you with the best candidates to fill your open roles.

Stop Overlooking Candidates with AI recruitment.

Human biases and large volumes of applications often lead to the disqualification of extraordinary candidates. Human recruiters can, consciously or subconsciously, misjudge candidates based on certain irrelevant factors. The use of AI recruitment software enables recruiters to avoid these biases and ensure they find the most objectively qualified candidates available in the market. Considering far more variables and data than any human recruiter ever could, these solutions will bypass any human error within recruitment and present the best candidates impartially and analytically. With AI recruitment software, you never have to worry about top candidates falling through the cracks again.

Long gone are the days of sifting through LinkedIn profiles and job boards. No longer do you need to send hundreds of manual emails a day to potential candidates. Life has gotten more manageable for the recruiter, and it is all thanks to AI recruitment platforms. Loxo's AI recruitment platform enables you to passively source the best available candidates, automate your outreach across multiple touchpoints, and track your progress across pipelines. As the perfect scalable solution, Loxo will grow with your recruiting efforts and set you up with an immediate advantage over the competition that will only widen over time

To learn more about how AI recruitment can help your team of recruiters work smarter and not harder click here! 

Another top firm chooses Loxos best ATS executive search

Another Top 20 Executive Search Firm Moves to Loxo

ON Partners  went live across all 9 offices on Loxo after a seamless implementation and pain-free data migration from Invenias by Bullhorn

Denver, Colorado (PRWEB) September 21, 2020

This week, Loxo announced that ON Partners has become the latest retained executive search firm to successfully implement Loxo’s Talent Intelligence Platform.  ON joins several hundred other executive search and recruitment agencies who have moved to Loxo in just the past six months alone.

Almost overnight, Loxo has become the platform of choice for the world’s leading recruitment organizations, including increasingly the largest retained executive search firms, which represent the upper echelon and highest levels of recruitment quality standards.

Best ATS and CRM for Executive Search Firms

Loxo is the #1 Talent Intelligence Platform and global leader in artificial intelligence recruitment automation software. Loxo’s state-of-the-art product suite and proprietary data solutions offer the most advanced recruiting and sourcing technology in the marketplace.

ON Partners had the highest organic growth rate among the nation’s top 20 executive search firms. Year after year they continue to rack up the accolades:

● Partners grew 44% over the past 12 months
● The firm ranked 17th in market research firm Hunt Scanlon’s annual roundup of the top 50 recruiters in the Americas
based on revenue
● Top 50 Healthcare & Life Sciences Search Firms by Hunt Scanlon
● Private Equity Recruiting Power 75
● Recognized by Forbes as one of America’s Best Executive Recruiting Firms

Validating its commitment to the client and candidate experience, ON chose to partner with Loxo, enabling ON’s consultants to quickly and easily identify the entire addressable executive market for a given search. Loxo’s proprietary platform offers advanced recruiting and sourcing technology – complementing ON’s existing expertise and ultimately providing a more diverse, collaborative and accessible experience for clients and candidates.

“What our consultants bring to the table is experience, and it’s the main reason our clients and candidates continue to work with us – and that ON continues to be recognized as a leader,” noted ON Partners co-founder and managing partner Tim Conti. “Adding the Loxo platform to the search equation gives our team a powerful yet fast tool to elevate that experience.”

AI Sourcing and Recruiting Automation in Executive Search

Matt Chambers, CEO, Loxo said, “We are delighted that a firm the caliber of ON Partners has chosen Loxo’s Talent Intelligence Platform to run their entire business from end-to-end. Loxo’s proprietary data solutions, artificial intelligence and suite of workflow automation products combined in one system will be transformational for ON’s business performance in the years to come. We are honored to take this journey with ON and contribute towards elevating the executive search experience for their consultants, their clients, and the candidates they represent.”

About Loxo 

Loxo is the #1 Talent Intelligence Platform and global leader in artificial intelligence recruitment automation software.  Loxo’s best-in-class enterprise SaaS platform combines proprietary data solutions,  AI candidate sourcing, ranking and matching with a state-of-the-art ATS and Recruiting CRM.  The platform includes personal contact information and a talent graph of over 560 million people. Loxo makes finding and hiring the very best possible talent faster and easier than ever before. Learn why more than 1350 recruiting organizations and talent acquisition teams across the globe trust Loxo at