cord
2.5 weeks to first hire on cord with 44% of messages sent to engineers replied to
"cord has been amazing, I really love it - I want to use it forever."
2.5 weeks
To make first hire on cord after a 3 month-long search via other hiring methods44%
Messages sent to engineers were replied tocord usage
1 direct hire
16 people sourced
3 positions
1 user
New York
About Confiant
Confiant is a US-based company that protects publishers' and platforms' reputations, revenue, and resources with always-on anti-malware software that provides protection for desktop, mobile, and video ads.
View websiteView cord profileTheir sole focus is on helping advertising platforms and publishers rid the world of malware. This focus enables Confiant to evolve quickly and meet their client's needs for defeating the bad actors trying to undermine the online publishing industry.
Our Goal
Confiant have been growing steadily and we have needed to hire several roles into our Engineering team, ranging from Full Stack Developers to DevOps Engineers.
Our Situation
Our search for relevant, quality candidates
Confiant is a growing business and my role as Senior Operations Manager involves overseeing all of our HR and Recruiting. Recently, about half the open roles we've been hiring for have been Engineering roles. It's always a struggle finding good Engineers, and as a 1 person hiring team, I'm always on the lookout for new sourcing tools because of the constant struggle to find quality candidates. I've tried a variety of other sourcing tools and using job boards, but there are a few problems that I encounter:
- Difficulty filtering out people who aren't relevant for our roles
- The lack of quality candidates that I get from sourcing tools
- A low response rate when reaching out to relevant candidates
Using cord
Quality US Candidates
As an early adopter of cord in the US, I was pleased with both the volume and quality of the people I was shown in my US-specific hiring streams. The response rate I've got from messaging people has been really high, roughly 40% of the people I message respond positively - even if someone isn't interested, they'll reply and let me know, and thank me for reaching out.
Cutting my sourcing time by 1/2
I don't have to spend a lot of time sourcing on cord in my day-to-day hiring because the search parameters are easy to set up and I don't have to compose a new message for each person I message. I can send a templated message and automated follow-up that have variables such as name, previous experience and job titles injected into them before sending.
When I start doing my recruiting for the day, I'll look and see if there are any candidates that match my search criteria - something which I've narrowed down to be incredibly specific to the roles that I'm hiring for. As I review the new candidates that are presented to me, I'll quickly send them a pre-templated message to see if they're interested and then I go about my day. People will message me back when they have time, It's super easy.
As new people that match my roles join cord, I'll be notified so I can quickly send them a message, I don't have to log in and check manually, cord does the work for me.
Hiring, simplified
It's hard to find a sourcing platform that has quality candidates like you can find on cord. Usually, with other tools, you'll have roughly 80% of the candidates don't fit your roles at all - and it's hard to filter them out. With cord, it's easy to find candidates right away, getting that pool of people that you need to be looking at fast.
It's kind of mindless, people are there for you to review, if they don't fit your requirements, you can hide them or if they do look like a good match, you can message them go on with your day.
I don't know lots of people in recruiting and HR but anyone I get the chance to, I recommend cord because it's been so helpful for us as a business.