Scaling our team remotely with 9 hires in 5 months

Attracting and engaging new talent

We have been using over 10 different job boards, with LinkedIn being our primary and most frequently used site. However, the highest conversion rate we reached on LinkedIn was only about 30%. On cord, it reached 64%. The other challenge we faced when we reached out to prospective candidates on LinkedIn and other tools was that people were not necessarily actively looking to start a new role.

Efficiency in transparency

cord grants us access to live data featured on candidate profiles relating to transparency on their activity and usage of the tool. This includes the candidate’s average response time, their availability timeline and the last time they were active on the tool. If someone that we’re interested in was online 2 hours ago, we know we can easily reach them as they are active and likely to engage with us on cord. This has helped structure and inform our outreach to potential candidates and has helped make our process more efficient.

Strong candidate volume, clear UI

What I really loved about cord is when we joined and started using the tool, we instantly got access to a really large pool of candidates. What usually happens on other job boards is that you go through the candidate pool without the guarantee that you’re going to get any definite output.

From the get-go, we found value in cord due to having a flow of new candidates joining the tool every week, which broadened the pool of people we had access to. The layout and design of profiles is clear and highlights key information allowing us quickly identify whether or not they’re a good fit. The information featured provides a clear idea of what a candidate is looking for in a new role and we are immediately able to evaluate whether we are a good fit for them as a company and if we’re likely to match their needs and expectations.

Proactive and engaged candidates

Quite a lot of candidates reach out to us proactively and show interest in chatting about our positions and the opportunity to join kevin. An interesting anecdote from our cord journey was when a candidate took interest in one of our roles and reached out to us directly saying he’d like to have a chat. I reviewed his profile and scheduled a call - our first conversation went so well that I immediately saw him as a part of our future at kevin. After going through a pretty speedy hiring process, he joined the kevin team and has now been at the company for about 3 months.