Save 50% of your recruiting costs

Did you know that our AI-driven recruiting service can help you save 50% of your recruiting costs? Not only will our solution save you money, but it will also save you time – more than 170 recruiting hours per hire, to be exact.

Download this Data Sheet to know more about what we do, how we drive results, and how you can hire faster and smarter with AI-powered recruiting.

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How Onesignal Boosted Its Talent Pipeline By 65% With An AI-Powered Solution

Like many companies hiring for software engineering roles, OneSignal was having a hard time filling their candidate pipeline with traditional recruiting channels. They decided to partner with Celential.ai to increase their talent pool and hire for critical roles more quickly.

Within the first three months of our partnership, OneSignal saw significant results:

  • 65% increase in warm engineering candidates
  • 68 ready-to-interview candidates
  • 4 critical hires were closed

Read the case study to learn more about how OneSignal filled its critical engineering roles with ease.

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AI Talent Graph: New Frontier In Recruitment Tech

While hiring is one of the most important functions of the workplace, its processes haven’t seen much innovation in decades. At Celential.ai, our goal is to change that — that's why we’ve developed our proprietary AI-powered Talent Graph.

By combining advanced AI algorithms with massive data from thousands of signals and hundreds of sources, our Talent Graph uncovers deep insights about individuals, organizations, and their mutual fit. Here's an example:

Read our blog to learn the ins and outs of our Talent Graph, and how it can enable precise talent matching and hyper-personalized engagement at scale.

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AI-powered Proprietary Talent Graph

New Frontier in Recruitment Technology

Hiring is arguably the most important job at any workplace, yet the process hasn't undergone much innovation over the last twenty years. At least, that was the case before the AI-powered talent graph. This article explains Celential.ai’s proprietary talent graph in detail and how it can supercharge your recruitment efforts.

Download the data sheet to learn:

  • How the proprietary talent graph is created using massive data and machine learning algorithms
  • The breadth and depth of insights it can uncover with a real candidate example
  • Four ways the proprietary talent graph can empower your recruitment process

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Creating An Exceptional Candidate Experience For Tech Recruiting Success

Insights & Best Practices To Better Attract, Engage and Close Candidates In The Competitive Market

Many of us know the pain of the current tech talent squeeze, but are we in touch with what matters most to candidates in the hiring process? A stellar candidate experience directly translates into recruiting success — it helps companies boost employer branding, retain talent through every stage of engagement, and increase the possibility of a successful closing.

In this webinar, talent leaders from high-growth teams shared their best practices for improving candidate experience in the tech recruitment process and actionable tips for thriving in the remote hiring environment. Key topics include:

  • What tech candidates want to see from you
  • How to create a memorable first impression to attract talent
  • How to minimize friction in your hiring process
  • How to maintain a "human touch" in virtual interactions
  • How to leverage technology to enhance the candidate experience

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Building A Strong Tech Talent Pipeline

7 Strategies To Hire Faster and Smarter For High-growth Teams

2021 has been a boon for venture capital investment, post-pandemic growth, and available human capital via remote work. Consequently, the demand for tech talent is exploding with no signs of slowing down. How can hiring teams attract quality and diverse tech employees in this competitive landscape?

Over the past few years, we’ve worked with 100+ high-growth teams with the same core need: getting the right people into their organization as fast as possible. Here, we’re sharing what has worked best for these companies.

Download our ebook for actionable strategies, tips, examples, and resources about:

  • How to drive candidate engagement with your brand across multiple channels
  • How to use GitHub, Stack Overflow, and professional networks to source quality candidates
  • Where and how to find candidates with diverse backgrounds
  • How to get more passive candidates to respond
  • How to improve your candidate experience to make closing easier

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2021 Silicon Valley Software Engineering Talent Report

Exclusive Insights Into The Supply of This High-demand Workforce

The talent war for software engineers is ramping up across the globe, especially in highly competitive markets like the San Francisco Bay Area. To help hiring managers and talent leaders better navigate the evolving landscape and develop targeted recruiting strategies, here we are sharing unique insights on the supply of software engineer workforce in Silicon Valley. This report is developed from Celential.ai's rich talent graph of 5M software engineers in North America and an AI algorithm for a deep understanding of individuals and companies.

Download our full report to learn about:

  • How many software engineers are in the Bay Area
  • Workforce size and structure across a variety of roles (frontend, backend, full-stack, QA, DevOps, mobile, security, data, etc.)
  • Quantitative breakdowns of experience, tenure, education, and salary for each role

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Recognizing And Addressing Hiring Biases

When you’re a part of a hiring team, your job is to find the best candidates. However, this becomes a challenge when unconscious biases come into play.

Fortunately, there are a number of strategies that you can employ in order to shut down bias before they creep in.

In this pre-recorded webinar we met with Kehsi Iman Wilson, a DE&I and social justice trainer and educator, and CEO of High Quality Talent.

Key takeaways from the webinar:

  • Actionable steps you can take to provide recruiters with training on biases and hiring
  • Examined strategies to manage the unconscious biases we all hold
  • How to make the hiring process more inclusive
  • The effectiveness of blind recruitment, and whether it should be implemented
  • How to come up with an impersonal resume review system
  • Diversity and inclusion job boards that recruiters should be looking at

Learn how to recognize and address hiring biases at your organization!

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Recruitment Metrics to Power Your Hiring Strategies

Did you know that 71% of companies see people analytics as a high priority, but only 8% report they have usable data, according to Deloitte?

Utilitizing recruitment metrics allows you to evaluate your hiring process and ensure that you stay on track with your company’s strategies and goals.

In this pre-recorded, 45 minute webinar, we were joined by Richard Brown, Lead Talent and DE&I Business Partner at McLaren Racing, to discuss the recruitment metrics that have helped them to improve their DE&I progress.

Brown deep-dives into the following:

  • How recruitment metrics are set up at McLaren Racing
  • How these metrics impact everyday business decisions
  • Ways to recruit more intelligently using real-life examples

Learn how to use recruitment metrics to power your hiring strategies!

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How To Get Your Employer Branding Right

The best talent has plenty of options, so differentiating your organization is critical. The time to start thinking about positioning your company as a great employer is long before you ever post a job or interview a candidate.

In this pre-recorded, 45 minute webinar, we were joined by Maria Rodriguez, Global HR Director of HireRight, where we discussed:

  • How companies can maintain a strong employer brand during times of crisis and the story they should be telling
  • How recruiters and hiring managers who don’t have buy-in from management can get support for employer branding initiatives
  • How can hiring professionals ensure their employer branding is both authentic and compelling
  • The best ways to measure the success of employer branding campaigns

Learn how you can shape your employer brand so that it is both authentic and compelling to candidates and employees.

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Hire Better Together – An Introduction to Collaborative Hiring

For many companies, the key to success in today’s candidate driven market is adopting a collaborative hiring process, turning their hiring practices into a team sport.

Collaborative hiring creates a better candidate experience, which will help you to attract and retain great talent.

What is collaborative hiring? Collaborative hiring is a team-based hiring method that structures the recruitment process to get colleagues from other parts of the company more involved.

To introduce you to collaborative hiring, this ebook covers:

  • A step by step explanation of the collaborative hiring process
  • Tips on setting up a collaborative hiring strategy at your organization
  • Insight’s from Perry Oostdam, Recruitee’s CEO and Co-Founder on the outcomes and rewards of collaborative hiring

Download this ebook to learn how to hire better, together.

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Hiring In 2022: From Home to Hybrid

The last few years have brought about a new reality of working from home all around the world. Now, many companies are going hybrid.

New remote and hybrid policies and technologies take time to create and implement. So what should we do to be better prepared for the future?

To help you navigate these new ways of work, this report is covers:

  • A look forward to the future of hybrid hiring
  • A synopsis of remote hiring since 2020 from the perspective of recruiters, executives, and HR professionals
  • Actionable tips on overcoming challenges in implementing a remote or hybrid hiring plan

Download this report to learn how to better adapt to the changing hiring landscape: be it remote, in the office, or hybrid.

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5 Step Framework On: A Winning Candidate Pipeline

The longer your hiring process is, the higher the cost of hiring. 40% of industry professionals said it takes them more than four weeks to hire new talent. With a carefully curated and well-maintained pipeline, you can ensure you always have access to a network of top-quality talent, making it easier to recruit when the need arises and reducing your cost and time to hire.

To help you optimize your pipelining efforts and make the best use of your time, here is a five-step framework for building and nurturing high-caliber talent and providing a great candidate experience to all.

This framework covers:

  • Identification of candidate profiles and pipeline goals
  • Strategies for building a stand-out employer brand
  • Proactive sourcing techniques
  • Steps to engage your pipeline
  • Top HR Tech tools to help you measure progess

Build a candidate pipeline that’s fit for purpose.

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Reimagine Your Employer Brand: The Current State of Employer Branding

A successful employer brand will bring the right talent to your organization. With the candidate-driven market that has emerged in the era of the Great Resignation, employer branding has become even more relevant.

Employer branding can help you attract, engage, and retain the right talent. However, 60% of companies lack an active employer branding strategy. Dedicating time and energy to your employer brand pays off - it makes your company an even better place to work! It's time for an employer brand refresh.

To help you on your way to success, this guide is packed with:

  • Practical advice on how to build a strong employer brand
  • Key industry statistics
  • Actionable insights to elevate your careers site

Make sure you’re the brand employees love and applicants can’t wait to be part of.

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Build a Case for an HR System for your Business

Make the case for your company to invest in an HRIS

Let us help you create a shareable business report to make the case for using GoCo at your company.

This downloadable document will address how an HRIS can solve all of your current pain points, and highlight areas you’re looking to gain efficiency. You'll also be able to see the ROI from implementing an HRIS based on the size of your company.

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