Recruiting CRM

The Best Recruiting CRM With AI Sourcing

Loxo's Recruiting CRM and AI Sourcing platform is the most advanced recruiting and sourcing technology in the marketplace

This week, Loxo introduced their next generation Recruiting CRM. The Recruiting CRM is now available in different package options including a version specifically built for the world’s largest enterprise organizations designed to bi-directionally integrate with an existing applicant tracking system or HRIS.  Loxo also unveiled a new product called Deals, designed for executive search, RPO and recruiting agencies.

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.

Why do recruiters use an ATS?

In 1998,  the ATS was created to manage the influx of applications from job boards. For more than twenty years, the applicant tracking system has remained the system of record for recruitment centered around screening inbound job board applicants. LinkedIn, career sites and other sourcing tools provide access to an ocean of passive talent, but the problem is all of the data lives outside of the core ATS and none of these sourcing tools integrate across their entire workflow.

What is a Recruiting CRM and how does it compare to an ATS?

In recent years, the Recruiting CRM has grown in popularity with the promise of being able to manage everything in the “pre-hire” process. The intent was to make it easier to build a talent community and talent pipelines and then nurture candidate relationships until it was time to move a candidate into the ATS at the interview stage.

Despite strong KPI improvements, traditional Recruiting CRMs have the same fatal flaws that ATS have – they were designed to manage inbound applicants and are exceptionally weak at search, sourcing and recruiting activities. In other words, the Recruiting CRMs available on the market today handle recruitment marketing and corporate branding activities, exclusively for the pool of applicants who have opted-in to their talent community. Talent acquisition leaders realize this is not an effective model and they are demanding better outcomes.

What is a Talent Intelligence Platform?  How does a Talent Intelligence Platform compare to a legacy ATS or Recruiting CRM and why is it so much better?

Loxo solves these decades old problems and redefines the role of a CRM in modern recruitment.

Loxo’s Recruiting CRM includes AI-driven candidate sourcing, ranking and matching technology coupled with a proprietary database of over 560 million people.  Since Loxo includes data, workflow automation and artificial intelligence solutions it becomes the ultimate in both inbound and outbound recruitment. Recruiting organizations are able to automate candidate opt-in, screening, sourcing and engaging candidates, freeing up recruiters to focus their time on interviewing only the very best candidates with the highest probability of being a perfect fit. This drastically improves the quality-of-hire, reduces time-to-hire and frees up resources to focus on more strategic efforts like diversity and inclusion.

Recruiting CRM offering both Inbound and Outbound Recruitment

“We wanted to take a holistic view of talent acquisition, and explore how we could simplify everything, automate as many steps as possible and create the easiest to use, yet most powerful recruiting platform in the marketplace for both agencies and the enterprise,” said Matt Chambers, Loxo cofounder and CEO. “There will always be recruiters in HR with skills limited to posting jobs, screening in-bound applicants and randomly filtering profiles on LinkedIn, but world-class recruitment teams utilizing Loxo are running circles around their traditional peers by harnessing the power of an automated pipelining and outbound recruitment platform.”

“The business requirements and product design challenges to seamlessly interweave everything we do in one system is extraordinarily complex. Building completely different CRM versions for each of our customer segments made this an order of magnitude more complicated and was our biggest software code release in history. We couldn’t be more excited to see the impact this has for our customers in the years ahead.”

Recruiting CRM for Executive Search and RPO

The agency version includes Deals, which is tightly integrated with Loxo’s state-of-the-art applicant tracking system. The combined platform offers an unrivaled end-to-end system of record for executive search, RPO, recruiting and staffing agencies. Deals manages the business development and marketing activities for agencies, so they no longer need a separate sales CRM like Salesforce, Hubspot, or Pipedrive.

Recruiting CRM for in-house talent acquisition teams

The in-house corporate version was specifically developed for enterprise sourcing and talent acquisition teams and was designed for bi-directional integration into existing HRIS or ATS products such as:

·     Workday - Workday's ATS it the Top Choice for Enterprise Fortune 500
·     Oracle    Workday is the #1 ATS system used by Fortune 500 companies, narrowly beating Taleo
·     SAP - Source, engage and hire the best talent
·     UltiPro
·     SuccessFactors - Leader in Gartner Magic Quadrant for Human Capital Management
·     ADP
·     IBM Kenexa BrassRing - Listed in the top 10 best ATS for 2020 for Enterprise
·     BambooHR
·     Paylocity
·     Greenhouse - Best SMB Mid Market ATS.
·     SmartRecruiters - The best talent acquisition software
·     JobVite - Applicant Tracking System and Recruiting Software
·     iCIMS - Recruiting platform and diversity products

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 thousands of top recruiting organizations and talent acquisition teams across the globe trust Loxo at

person using boolean logic

The Power of Boolean: Improve AND Simplify Your Recruitment Search

If the idea of powering your 21st century recruiting with 19th century mathematical theories sounds crazy, it is. Crazy smart, that is. Boolean is one of the most effective tools you can use to drastically streamline your search process, and it's also one of the simplest to learn.

What is Boolean?

Way back in 1847, an English mathematician named George Boole formulated the rules for a new type of thought that merged logic and algebra. Essentially, Boolean algebra uses true/false statements—known as "truth-values"—instead of numbers. By manipulating those truth-values with various logical operators, you can do some pretty cool things.

How did Boolean become so relevant today? Because we happen to live in a world powered by computers, which, at their most basic level, operate on true/false statements: a circuit can be either open or closed. (We're not talking quantum computing here, obviously. We'll leave that to the R&D folks.) By using Boolean logic to communicate true/false statements, we can talk to our computers (or our CRM, or a search engine) in their native binary tongue and get vastly better results.

How to Use Boolean?

So, how can you tap into the power for yourself? It starts with understanding the most basic premise: Statement 'a' can be either true or false, as can statement 'b.' By combining the two, you can get a third statement 'c' that is true when a and b are both true, as well as a statement 'd' that is true when a and b are both false, a statement 'e' that is true when a is false and b is true…and so on.

To use Boolean for your own recruiting efforts, you need to understand the few operators that make the logic tick.

The Three Basic Boolean Operators

Boolean logic relies on three fundamental operators.

a AND b: The AND operator requires both a and b to be true.

a OR b: The OR operator requires either a or b—or both!—to be true.

NOT a: The NOT operator requires a to be false.

Wait—that's it? Yep. Those are the three main operators that can power everything from your computer to your recruitment. It's all about clarifying what results you want from a search, whether in resolving ambiguities like "architect" versus "data architect" or in specifying exactly what kind of experience you want a candidate to have.

For a closer look at how Boolean works for recruitment, check out our [5 Boolean Operators You Need to Know].

Why Use Boolean?

Using Boolean to filter your recruitment search can help you [find the best candidates] (Loxo blog: How Do You Find the Best Candidates) faster. Instead of wading through an entire ocean of applications, you can quickly narrow down your results by including or excluding a few simple terms from your search.

The advantages Boolean can offer is similar to the difference between trying to find gold by sticking your hands in the stream versus using a pan to capture the right particles. It's like dialing your way through the entire phone book versus emailing a listserv of qualified candidates. It's like searching for a needle in a haystack versus using a magnet. It's like…

You get the picture. Boolean is your magnet, and, when used properly, it's going to lead you straight to the talent you need.

Ready to put Boolean to work for you? Check out our webinar for more of the nuts and bolts of using Boolean effectively and prepare to watch your hiring game get better AND quicker.

(See what we did there?)

people working in an office

Winning the Talent War: 8 Reasons Why You Need a Recruitment CRM

Currently, the labor market is very competitive. Unlike in the past, where employers chose candidates, today, the opposite is the reality. Candidates have more power and freedom when hunting for a job, and hence choose their employers.

As such, businesses need to differentiate themselves in the job market. They need to find ways to engage candidates in the entire recruitment process and offer a great candidate experience. The question that follows is, 'how can enterprises provide candidates with an incredible experience and keep them interested in their organization in the recruitment process?'

The simple answer is 'recruitment CRM.' The software allows companies to manage and nurture candidates, and subsequently, attract top talent and fill positions quickly and cost-effectively. This article examines what recruitment CRM is and why your business needs it. Also, it explores signs that you need recruitment CRM to streamline your hiring efforts.

What is Recruitment CRM?

Recruitment CRM is a software that allows businesses to engage candidates when they apply for employment opportunities in their companies. It aims to offer timely and relevant communication with candidates in a bid to nurture them and preserve relationships with them over time in a central location. In recruitment, CRM stands for candidate relationship management.

What Does Recruiting CRM Do?

In a nutshell, a recruiting CRM enables recruiters to find –and hire top-notch candidates. With a recruitment CRM, you can retrieve a candidate's file in the talent database, and access their skills, qualifications, and previous employers. Recruiters can use the data stored in the database to establish relationships with candidates and reach them on a personal level.

A recruiting CRM enables you to;

  • Create a talent network in a single searchable database
  • Nurture and manage candidates – you can track a candidate's journey from application to starting their job.
  • Organize and manage vast applications, particularly during large-scale recruitment
  • Facilitate recruitment activities such as conducting qualification screening, scheduling interviews, and performing background checks.
  • Track the effectiveness of recruitment strategies.


Why You Need a Recruitment CRM

A recruitment CRM is vital in providing an excellent candidate experience in the hiring process. It also makes your job as a recruiter easier. Below are the benefits of a candidate relationship management software.

1.      Create Detailed Candidate Profiles

With a recruiting CRM, you can access all relevant information on a candidate, ranging from skill sets, interests, social accounts, and previous employers. You don't have to spend time searching through records and databases to get candidate data.

2.      Keep Candidates Engaged

A recruiting CRM helps keep candidates engaged and excited about the probability of joining your company. You can interact with candidates seamlessly in the hiring process.

3.      Build Talent Pools Quickly

When you have a central place to store candidates' information, you can create talent pools. This way, you can identify the best candidates for your open roles.

4.      Foster Timely and Personalized Communication

Recruitment CRM allows you to send timely and personalized updates on the progress of the recruitment process. Research shows that 82% of candidates expect employers to update them throughout the hiring process.

5.      Streamlining the Application Process

Nowadays, candidates don't want to spend hours filling application forms. Fortunately, a good recruitment CRM streamlines the application process. Candidates can even apply for a job through social media.

6.      Establish Relationships with Future Hires

While you may not hire every qualified candidate who applies for a position, you may want to build a relationship with them for future hires. A recruiting CRM allows you to maintain a network of candidates for future opportunities.

7.      Save Time

Forget about the time-consuming and laborious manual recruitment processes. Recruiting CRM automates most mundane tasks saving you time –and money.

8.      Track the Performance of your Hiring Efforts

A recruitment CRM helps you to determine what is working and what is not in the hiring process. You can establish your total time to hire and channels driving quality applicants to refine your recruitment strategy.

Signs You Need a Recruitment CRM

Although you may argue that ATS or spreadsheet is working for you, it is no longer the most efficient option. The time has come to adopt a recruiting CRM and take your recruitment efforts to the next level. Here are the indicators that you are ready for recruiting CRM.

· You Actively Source Candidates

ATS is primarily reactive –you only use it when candidates have applied. When actively sourcing candidates, ATS is ineffective. You need a recruiting CRM to find and manage prospects.

· You use Spreadsheets to Manage Candidates

While people use different tools to manage candidate data, ranging from sticky notes to Outlook tasks, spreadsheets are the most common. However, spreadsheets are useful for accounting and terrible for recruiting. With spreadsheets, updates are done manually, and you have to use them together with other tools like email.

· You are Recruiting Hard-to-fill Roles

While some roles have numerous applicants, others do not. When handling hard-to-fill roles, you need to create a pipeline of candidates and nurture relationships. Recruiting CRM can help you build a talent pool.

· You Devote Loads of Time to Processes and Workflow

If you waste much time with ATS processes and workflows, you deserve better. Modern recruitment CRMs save time by automating most of the processes and workflows.

· You have Several Profiles of the Same Person

Numerous situations can lead to duplicate profiles in your ATS. This is mainly because ATS' design compromises visibility while managing things from a requisition approach. Below are several scenarios that can lead to duplicate profiles for ATS and not CRM.

  • Sourcing a candidate already in the system
  • A past candidate re-applying
  • A candidate applying for two separate jobs at the same time
  • An employee referring an applicant already in the system

· Your ATS is a Candidate Graveyard

You probably have thousands of candidates' data in your ATS. Unfortunately, the data is rotting away because it is outdated and hence, unusable. A recruiting CRM turns a candidate graveyard to a goldmine where you can source candidates in the future.

Bottom Line

As the talent market becomes more competitive, more employers and recruiters are focusing on candidate experience. Whether your organization is recruiting two candidates or tens of them, one thing is for sure –you require a system to manage and nurture every one of them. Recruiting CRM offers a way to make hiring efforts efficient and build relationships with candidates. Learn more about Loxo's recruiting CRM.

someone using ai recruitment

How to Automate Your Company's Recruiting Process

Have you ever wondered how to automate your company's recruiting process? Today, most recruiting is still accomplished using traditional methods such as posting job ads on job boards, hiring people we know on a personal level, hiring based on recommendations, or turning to networks to locate the ideal candidates. While these methods can yield good results and help businesses find the right candidates, they can be disorganized, difficult to manage, and lead us to some candidates who turn out not to be a good fit.

To help mitigate some of the issues around the recruiting process and improve upon it, Loxo is here to organize the big data needed for centralized sourcing. At the same time, Loxo is coding an algorithm that helps narrow down candidate selections to the best possible choices for each job opening.

What Is Recruiting Automation?

Recruiting automation is the process of efficiently utilizing all of your recruiting tools, along with AI-driven sourcing and automated outreach. As a result, recruiting automation creates a more seamless recruiting flow that enables you to easily add candidates and place them in matching positions. With so much big data out there to improve people's lives, many businesses are neglecting to use that data to help find people land the perfect jobs, but automation would make that process far simpler while maximizing accuracy.

Can Recruiting Be Automated?

With today's technological capabilities, it's easier than ever to automate the recruiting process. Subsequently, firms that don't implement recruitment automation will suffer from less efficiency as they struggle to find and place the right candidates for each position. You no longer need to rely on outdated methods and questionable data to help you find the ideal candidates.

How to Automate the Recruiting Process

If you want to benefit from recruitment automation, Loxo makes it easy for recruiters to pinpoint the ideal candidate for every position. We use an algorithm that's based on billions of data points collected, which helps identify cultural fit and next logical career moves. The algorithm also helps map position requirements with experience to ensure that candidates have the level of experience you need to fill the position.

Using Loxo's various tools that involve AI recruiting and ATS automation, you'll be able to easily automate the recruiting process, maximizing both efficiency and accuracy.

person working on the laptop

How Loxo Source Uses AI Recruiting to Help with Recruitment Automation

Through the use of Loxo Source recruiting technology, you can use AI for sourcing in lieu of job boards. Using a combination of big data and AI, the system ranks hundreds of millions of prospective candidates based on a number of factors. Our recruiting software looks into each candidate's cultural fit within the prospective organization, his or her next logical career move, and many other elements that help determine which candidates are the best matches. You no longer need to pick from candidates who simply look good on paper with so much data in your hands.

Loxo Source offers a number of capabilities for recruiters, including:

  • Conduct searches by boolean keywords, or choose from different filters including title, location, experience, or tenure to find the perfect candidates anywhere in the world.
  • Benefit from a significant reduction in cost-per-hire by saving more money that would ordinarily go toward various recruiting tools, external sourcing, or additional hires.
  • Locate candidate contact details for phone calls, emails, or texts.
  • Quickly add more people into job pipelines, drip emails, and tagged lists that increase ease of communication.
  • Save recruiters as much as thousands of hours annually by cutting data entry.
  • Maintain compliance with reliable data security including U.S. Department of Commerce Privacy Shield and GDPR.
  • Automate follow-up and recruitment marketing campaigns.
  • Remain competitive throughout the recruiting and hiring process by retaining IP and critical marketing intelligence.

Use the Chrome Extension for Quick Connections

You can make the recruitment process even easier using the Loxo Chrome extension, which allows you to input people directly into your system from LinkedIn, parsing their profile and enriching their information for use within Loxo. Simply download the extension and add it to your Chrome browser with a single install. You can then click on the icon when on a potential candidate's profile, and the sidebar will pop up, enabling you to create a new record for the person. It will also let you know if the person is already in the system to avoid duplicates.

If you're ready to contact the individual, you can also send an email or SMS directly through the extension as you add him or her to a specific job, campaign, or deal. You can also easily update information about each person to keep everything up-to-date.

Use Loxo Connect to Access Personal Contact Information

We also understand that talent acquisition entails a lot more after final submittals, and the ability to establish and grow relationships with candidates is crucial. It can be a challenge to increase engagement via LinkedIn communications or other unconventional channels, as texting is proven to perform better. With the help of Loxo Connect, you can further automate the recruiting process by locating personal contact information with one simple click.

All personal information such as personal emails and mobile numbers, along with company emails and phone numbers, will give you everything you need to contact candidates. With Loxo Connect, you'll experience even more efficiency as you eliminate more data entry and administrative research tasks in order to automate your company's recruiting process.

someone using ai recruitment

Use Loxo Outreach to Automate Follow-Up

Relationship management is also vital to succeed with candidates and clients alike. Using the Loxo Outreach tool, you can easily follow up with candidates through a series of customized communications. You can also set up communications collectively or add people as they enter your database.

Loxo Outreach makes it easier than ever to create an outreach campaign from templates or from scratch. You can then choose from stages such as email, SMS, call queue, voicemail drop, LinkedIn tasks, or Loxo tasks. From there, add as many stages as you want for each campaign, and create delays to avoid contacting the same person multiple times within a day.

Loxo Outreach also makes it easy to change any aspects of your campaign prior to adding people.

Optimize and Automate the Recruiting Process with the Help of Loxo's Solutions

By utilizing Loxo's tools and state-of-the-art recruiting technology, you can supercharge the recruiting process through automated sourcing and much more. If you would like to learn more about the capabilities of Loxo and learn how to automate your company's recruiting process, demo Loxo today and you'll see how our solution can help you successfully find and connect with the perfect candidates.

best applicant tracking system

Best ATS Systems: A Look at Modern ATS Features

There’s no doubt that Applicant Tracking Systems have contributed to the technological transformations sweeping through the recruitment world. They’ve provided recruiters with valuable repositories where they can manage, organize, and connect with candidates in ways that were decades ago unimaginable.Read more

Why You Should Never Build Your Own Recruiting ATS CRM

Building Your Own Recruiting Software is A Fools Errand

When your leadership in your recruiting organization tell you that you're going to be building your own recruiting software.

But it's "proprietary" and gives us market differentiation with our logo on it, and we can resell it... "We are the experts, we can do this better"...

Those leaders will not be leading 5 years from now and they will have wasted tens of millions of dollars, a decade of opportunity cost, and will watch the majority of their recruiters walk out the door. Trust me. I have seen this happen literally hundreds of times over the the last seven years. Not one single time over seven years has it ended well.

If it were a good idea, surely there would be at least one recruiting organization who had created a revolutionary software product???

But hey, what do I know.....

What about building on top of Salesforce or another CRM

Whether you attempt to have something built by a consulting web development shop or build it entirely in-house by hiring back-end and front-end engineers and machine learning and AI engineers and data scientists, product managers, etc. conceptually either option will ultimately lead down the same path.  Building enterprise software is akin to "shaving a yak."

That includes building sourcing automation, and candidate engagement or candidate enablement solutions.  These are core recruiting activities. My main argument is that technological innovation moves so fast in the open market that it is impossible for a recruiting agency, RPO or executive search firm to build a software product that outperforms the open marketplace. It is a fool’s errand.

Also, in my opinion building on top of an existing database is the worst possible option. Just ask Robert Half recruiters after almost a lost decade, they are still struggling with “customizing salesforce” to do what they need and they have UNLIMITED resources.  This was supposed to be the easiest option for them to get “their own custom ATS + CRM.” Now it is SUPER old and they’ve invested too much to stop now…..

A recruiting team with their own software is going to be at a major disadvantage and waste a lot of time and resources trying to maintain something that builds technical debt immediately, and doesn’t have the open market pressures to polish it on a daily basis.

The velocity of innovation in the open market moves so fast that a new product launch today is late and already falling behind.  In a modern world now with AI and machine learning sourcing solutions, can you afford to fall years behind?

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