4 direct hires made on cord with a 82% positive response rate

Looking for engagement

When we started using cord, we had just raised our Series A and we were set to grow.
We were planning to grow very quickly and we wanted to find something that allowed candidates to be a bit more proactive in wanting to join us as a company. Breaking into the job-seeking market

At the point of joining cord, we were an unknown startup, competing in a market with big names such as Google, Facebook and so on. We wanted to get to the same level of candidates without having the same marketing budget as those companies. cord gave us a way to access a similar pool of candidates, and put us right in front of them.

Active, responsive candidates

Having access to motivated, job-seeking engineers on cord means that people are engaged and ready to switch roles when we approach them. In turn, that means that the response rates from our outreach messages are much higher. I would say we’re above 80% in response rates. Relevant information, upfront

My favourite feature is the ability to see visa status for engineers. We’re hiring mainly in the UK and visa processes can take a long time, so sometimes if we have a hire that is time-critical, cord allows us to filter out candidates who might not be right for our visa situation.
To add to this, the fact that you can easily discern who is  and isn’t looking for a remote role adds a lot of value to using cord. We are easily able to filter through attributes like primary technical skills, salary, remote preference, visa status and experience level. Paying for access, not hires

We made our first hire just over a month after we joined, and since then we’ve made another three. What surprised us was the cost. It’s a flat monthly fee rather than fee per hire, so if we hire one person or if we hire five people the cost is the same.