hireEZ

Formerly Hiretual

They have more than tripled their price without letting us know. They refuse to honor the old price - not sure how that is a good practice. We've been with them for over 3+ years.

We use hireEZ in our sourcing of potential candidates. We source from operations, to sales, to engineering roles. This allows for us to utilize one sourcing platform to aid in finding the most qualified people, versus having to use multiple platforms.

Sourcing is not easy, especially in a competitive talent market. We decided to implement hireEZ as the platform offer mores robust features than other traditional sourcing tools we had previously used. Features such as diversity search filters, automated reach out sequences, robust reporting and role specific data insights to drive strategic hiring decisions sets hireEZ apart from other tools. So far, the team has been enjoyed utilizing hireEZ, we have made some great hires and are excited to see the impact hireEZ will have had in the coming months and years.

I use hireEZ as a sourcing tool, to help find qualified candidates to reach out to. I use it in two different ways when sourcing. The first way is within the website, I use the AI features to find qualified candidates that I then will setup email sequences with (and commonly go to their LinkedIn profile and message that way as well). I also use the hireEZ chrome extension when I am sourcing in other tools (mainly Linkedin Recruiter) as I am able to find phone numbers and email addresses via the chrome extension. I am able to send out email sequences in a couple clicks right off of their LinkedIn profile, which is super convenient and by far my favorite feature of the tool!

hireEZ has become our go-to source for candidate sourcing, particular pools of passive candidates. Our company requires security clearances for most roles and hireEZ makes that, well, easy. hireEZ has great DEI filters where we can focus on veterans, our bread and butter. We are still using Linkedin Recruiter, but we've found more success using hireEZ as our primary source and LI Recruiter as more of an ancillary product to send InMails to candidates whose contact information doesn't populate. hireEZ is a little pricey, but not as expensive as Linkedin Recruiter, and even Indeed is now costing me more. We also use Clearance Jobs and Cleared Jobs, but we find that we identify a lot of the same talent with hireEZ. We are probably not going to renew our contract with ClearanceJobs when that comes up for renewal because we have some redundancy. Overall I highly recommend hireEZ. They have superb service and I believe it is money well spent. The only thing I would change is having it integrated with our ATS, but we use an obscure ATS and would have to pay to have an API built.

I use to source for positions. Its hard to find the areas to fill out when you are sourcing. For example, to put industries is under, "companies". You get used to it after a while but it is not very sensibly organized for a busy recruiter. Need to be more user-friendly and the general appearance could be better. Also, information on candidates is generally outdated. It would be nice if there was a indicator with last date the info was updated. This would tell me a lot.

We use hireEZ in order to help identify talent as part of the corporate Talent Acquisition team.

Our resources include Indeed, Linkedin Recruiter, and now hireEZ.

Of these three tools, I find hireEZ absolutely essential in sourcing talent. There is an option to integrate with our ATS and MS Exchange but we haven't availed ourselves of it.

And even with this limited functionality, hireEZ is leaps and bounds more helpful as a sourcing tool than Indeed and LIR put together. While LI can boast 875M+ members as of the last quarterly report, hireEZ boasts over 1B profiles, and rather than a sometimes clumsy and confusing interface, builds Boolean expressions.

Because we do not have the integration with MS Exchange, I am dependent on LIR for my messaging, and I do regret not having that option available--but even so, its Boolean expressions are fantastic, and the filter that helps avoid candidates who might require sponsorship--for us a significant consideration, especially in hiring IT talent--is an option that our other tools simply do not support, meaning that InMails are not wasted on recipients we wouldn't be able to hire.

We typically see 150 or so reqs/year.

Our team utilizes hireEz as a part of our outbound sourcing strategy. I like that it aggregates data from the open web, so saves time having to search all these individually. The search features are very advanced and intuitive, however not always 100% spot on. You will always find some stragglers in your list who don't truly match your search criteria. The insights feature is great if just starting out on a new position, or to share back internally with the hiring team so they have a better understanding of the current candidate market for a particular role. The in-app messaging system is great, however, beware if your organization has strict emailing security guidelines, you may not be able to use it.

We use hireEz to send outreach to relevant candidates in niche areas of emerging tech. The contact information is the most accurate we’ve seen among various other tools that we have tried in the past. This value alone allows us to maximize our efforts and stay targeted with our approach. Big fan of the platform!

hireEZ is a potent sourcing tool. I have worked with many different sourcing tools in my career thus far and hireEZ accomplishes the same things as the competition with varying degrees of success. Finding Candidates from more than just LinkedIn: hireEz is great for this Building out sourcing campaigns: hireEz does well here but isn't a leader User Experience and User Interface: middle of the road, but they are working on this. Customer Support: I always receive timely response from the customer success team and they are also experts in the field. hireEz does particularly well in Technology in my experience. Anecdotally from colleagues it doesn't do as well in Go to Market or G+A. There are some unique functionalities within the sourcing campaigns that I haven't seen elsewhere like providing the option for a poll.

At Amdocs, we use hireEZ as part of the tools Talent Acquisition teams globally use for sourcing candidates. It offers additional data on candidates as well as more candidates than only using LinkedIn. In addition to the sourcing capabilities, hireEZ provides market insights that can assist with sourcing strategies.

hireEZ is a very efficient sourcing tool that helps manage the sourcing process, share projects, set up email campaigns and gather relevant market data. The insights tool provides powerful data that help our recruiters have insightful conversations and advise our business partners. hireEZ can also help with diversity initiatives and support with market data for job leveling. Its powerful AI makes recommendations even when not actively recruiting for a role. We've leveraged it by creating candidate pipelines and helping our business leaders prioritize desired skills and experience in any given role.

Adoption time was minimal, and the experience with sales through implementation was fantastic. It performs Swiss Army Knife sourcing functions, is quick to configure and launch a project, quickly returns results, and frankly, I couldn't ask for a better sourcing partner. I am a big fan of resume parsing, profile cloning, extensive filtering, industry specific sourcing, AI search precision, and messaging from within the platform. Works great as an integrated or standalone tool.

hireEZ has been a game changer for us. Before implementing this outbound recruiting tool, we relied on several open-source tools and social media platforms which can be very time-consuming. This tool combines open-source data from 65+ platforms and aggregates information into over 600 million+ profiles, most with email and phone numbers. For an enterprise-level Talent Acquisition team like ours, it has saved us countless hours since we acquired it in June, we find it superior to Linkedin Recruiter, and for the price, it is a great value. The machine learning AI allows for more results when compared to Boolean searching, it makes suggestions that help expand your search and provides insights on salary, turnover, and more. We especially appreciate the email campaign function. It augments our ATS very well since, being public sector, we are tied to an ATS with limited functionality that does not have a way to automate email outreach. The product team has been fantastic, providing invaluable support and training to all of our license holders. We are very pleased with this tool!

We use hireEZ for outbound recruitment across Canada. We needed a quicker way to find passive candidates and to reach out to them outside of the normal methods such as Social Media. We needed a way to find candidate contact information and to automate the initial contact of the passive candidate.

We actively use hireEZ within our recruiting department to identify IT talent in a very competitive hiring arena. The application allows for us to identify the passive candidate that are not readily available on other job boards or formats. We were presently surprised to find more candidates in geographic areas they we didn't know about.

We use HireEZ as a tool in our sourcing process. Not only do we directly source from the HireEZ platform itself with great success, but we also use it to find candidate information when we source on specialty sites. In the veterinary field, candidates are not typically found on LinkedIn and Indeed, so we love that HireEZ is able to use a variety of sources to gather info.

We use hireEZ to source candidates for recruiting purposes. I personally don't find it as user friendly as its competitors.

This is a great tool for sourcing talent, finding talent can be difficult at times, and the ease of use for how you can plug in skills, and other attributes of the candidates you are sourcing for hireEZ makes it so simple. The data that hireEZ pulls from are LinkedIn, GitHub, Facebook, Twitter, Stack, and more so you are getting a variety of sources of useful info on talent which in turn assists with the outreach to each candidate when designing outreach campaigns with your messaging.

Hiretual is currently used by myself, a recruiting specialist/sourcer, to source candidates for direct hire positions. It helps give me another avenue to search through and turns up more candidates than just my searches on LinkedIn and Indeed. By linking me directly to most LinkedIn profiles as well, it helps reduce redundancy in my searches and saves time.

I sample several products to see what platforms will find civil engineering candidates. Hiretual was recommended by various recruiting boards. I used it as part of my recruiting efforts to fill positions for our clients. My goal was to see if the search features would find the specific and narrow niche of candidates we require.

Our recruiting and sourcing division currently uses Hiretual to source and contact candidates based on our job order/requisitions. Currently there is a drought in our economy of qualified talent that actually want to work. So Hiretual has been an important tool (partnered with our ATS) in helping us dig around the internet and find contact information on hidden talent and email them, quicker than average.

Hiretual is used across my organization by recruiters in different verticals of the business. It is utilized to identify and engage with a wide variety of talent, with a large emphasis on technical personnel that the business is looking to recruit. It is used to identify social sites, contact information, and a broader understanding of a prospect's backgrounds, professional experience, education, etc.

I was apart of Hiretual's beta testing and ever since I have been a user, supporter and a fan! I use Hiretual on an almost daily basis to build Boolean search strings and in some cases candidate management.

It started out that I was the only recruiter using it for a while at our agency but as I had more success I introduced it to the team and we were able to make the decision that we should all begin to integrate it into our workflow on a daily basis.