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At -- I -- to San Francisco right now -- not taking a break and get my notes together over here.
-- tonight though man here's another 100 dollar last name no last name say -- -- maybe it.
It's Kaczynski Lauren up date our balance much easier -- are is all we had a guest sees -- says he's -- eight.
-- Angie would be a terrible name if they were put together.
Okay -- -- founder of talent and then.
Thank you for coming on and we're talking today about transforming the web into the largest ever talent sourcing database how do -- -- So the way to think about -- that is essentially -- talent search engine we help our hiring managers and recruiters okay find you know find the best talent that he had the White House offer and then.
It's essentially the way to think about us is a kind of like Google before.
Professionals trying to show -- if you're hiring manager your -- anyone -- know.
You know find -- me -- specific to a -- that you're looking higher for what we do is we scoop up all the professional information that people like you and myself and everyone else contrail -- on the Latin.
You can put that into a search engine to help help recruiters and hiring managers find the folks they need to fill that job slots and with sorts of companies -- work wet.
-- -- -- -- -- -- toll so I'm were really popular technical recruiting companies right now under a -- down a lot of the stuff that we're focused on -- -- for engineering specific sort of before folks like.
-- FaceBook or Groupon or Yahoo! or into -- these folks all use our software defined down.
To find really -- to -- engineers that they wouldn't necessarily be able to find them places like.
Monster or -- and simply because these folks really aren't looking for jobs necessarily.
Yet you obviously more tailored I had do you know how many weeks through that.
You're -- job candidates before you recommend them.
-- employers yes.
So the way to think about it again is telling Google what we end up doing as you know crawling most of the -- the web.
And then -- you know using algorithms in order to tease out the professionally relevant activity that people are engaged in.
On sites like.
-- interest or Twitter or into the ground or meet up or -- are what have you.
So you can imagine your previous -- was talking about the different places where people should be present on line for the business.
When people are on Twitter talking about you know.
Being -- a television producer or -- being a iPhone engineer or being a product manager.
That's sort of information to be picked up by these algorithms.
And put in north search engine and submit that information -- -- -- -- be present on that person's Linkedin profile.
But because they're engaging in that activity.
You know more implicitly on these other sites.
It makes for a richer kind of exhausted if you well had -- -- some more discoverable.
My co-founder and I come from hiring manager background he -- -- myself and -- VMware I have to valley companies.
And don't you know we're always kind of -- came -- in -- what's the best way to find the right person for the job.
A lot of times the right person for the job isn't looking for a job so they're not going to be a -- they're not gonna be on career builder what have you been -- hill looking ahead of the right -- not looking.
Yeah it's one of those things were -- -- you could only find the right person and then so you go and let you go looking for that right person and maybe you go look coming thin but Lotta times they haven't put much information on their profile so.
If you're looking for very specific type -- role like a mobile product manager or an iPhone engineered and they haven't put that there and iPhone engineer on -- Lincoln provoked.
You're kind of you know that's a problem.
But if they're costly tweeting about it you know.
Being an iPhone and -- You can find them that way so that that was kind of the idea here that you could use this implicit information to find the right person for the -- you charge prayer services.
Yeah we do we I'm not not to any of the candidates or anything like that openness is obviously we don't much like -- were hit her pretty much like Linkedin is recruiting tools that we we charge the recruiters and hiring managers.
For access to this powerful.
This powerful search functionality.
Pete stay right there -- -- wanna talk about coming on line today with your company the first guy gets the chat.
We asked earlier is social media distracting and Chris.
As a truck driver.
Social media is not an option meanwhile Oregon one -- for a lightning get out -- Go ahead if all the roles I don't have a hard core -- -- I guess can expect Romney.
And you say you're very distracted we've -- -- -- track and Chris Christie running again.
Wife is subject matter of jobs always aimed at those of management college degree professionals is fox where there are people who are looking for any kind of work.
To enable and take care of their family as well yeah that's that is true.
The Census Bureau actually Chris just did a study saying that the average.
In the US fell to just about 67000 dollars -- is decline of 35% believe it or not between 2005.
And 2000 intent.
At the same time.
You're gonna if you have a college degree believe or not if you have a bachelor's degree.
He'll make at least three times more than some with just a high school diploma and if you have a professional or graduate degree make about double with a college degree makes so like.
In some ways you gotta say listen to your parents and you can't get a job about school in this educate yourself as much -- -- But Chris thank you we really do appreciate your your comments and that's something we will take note of -- back -- what's gone today.
With your company.
-- public wants is done right.
I'm actually we've been out for a little bit -- -- -- out today.
It it out really what we're just focused on it is.
You know engaging with as many of these these organizations that are having a hard time finding the -- they need.
In order to feel BZW's very tough to find that -- -- to fill roles.
As possible and you know -- really focus on taking this right now as we were mentioned earlier talent and it is very useful for hiring.
-- for engineering talent and kind of technical talent.
Were really looking forward taking that to.
Other disciplines whether that's mechanical engineering are -- petroleum engineering or even you know.
Television production professionals are what have you.
Really when it comes down to is our belief is that everyone's going to be online engaging professor relevant activity and we wanna do -- really amazing job.
Of helping you know the jobs find them.
That's and I -- I note -- that you reference to earlier today kind of specialized software.
-- center and San Francisco.
The budget address Chris -- comment do you Taylor any.
Anything towards people who don't have -- for various.
Yes I do way that I would think about that and it in the feedback is the Chris and also doing relevant to the person who is on -- before me.
If if recruiters and hiring professionals are going to be using these search tools in our defined the folks that they're looking for.
And also when you apply for a dollar if they're going to be hopping on to tools in order to you know check you out.
The important thing is to be proactive in and creating a -- you know creating a professional presence on the web.
And that doesn't necessarily mean being on you know having a very static profile on a place like -- then that just means posting articles that are professionally relevant.
You know to Facebook or pantry -- are engaging in conversation on Twitter just to demonstrate.
-- your professional capacity.
-- I and I think that applies all across the into the job spectrum of -- -- whether that was the gentleman who is driving trucks earlier talking about how.
I you can increase fuel efficiency or some lag time that somebody in a fire higher -- while this -- here you know knows -- stuff about chart driving.
-- -- thank you so much for coming on again co-founder of talent within.
Dot com -- shown your -- say really appreciate your time.
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