3 direct hires and increasing our response rate to 45%

We originally tried to hire engineers via LinkedIn but quickly realised that candidate quality wasn’t up to the standard that we required.

The issue with using a mainstream platform like LinkedIn is that it can be really painful to reach out to people as you don’t know if they’re actually interested and actively seeking a new role.

Responsive candidates

The main advantage of cord is that you can actively reach out to candidates. You already have a portfolio of potential candidates with certain skills and interests whom you can send direct-messages to. People are engaged and the response rate is usually pretty good. I log on to cord on a weekly basis and review candidates in the streams we set for our roles in which we included slightly different criteria to broaden the pool of candidates.

Clear and simple UI The way people’s profiles are set up on cord is really convenient. High-level information, such as primary and secondary skills, a summary of engineers’ experience and interests, as well as data around candidates’ activity on cord, is clearly displayed, highlighting key elements right away.

What makes cord stand out is the filters available to refine candidate searches, providing results tailored to match the requirements for a role. You're also able to view people you've already sent a message to and the profiles you've archived. This helps us save time while sourcing quality candidates. It has simplified engineering hiring for us by enabling direct access to active engineers.

Direct-sourcing made efficient

We receive email alerts from cord when new engineers sign up whose profiles matching our hiring requirements, and these have been really helpful. You’re able get a sneak peak at engineers’ profiles and get a clear understanding of their experience and background, as well as their expected salary. The number of conversations they’ve started with other companies on cord also appears, which makes it more transparent and efficient for us.