Overall Satisfaction with SeekOut
I use SeekOut as a recruitment/ candidate identification tool. It allows me to create tailored search queries and narrow the talent pool to manageable candidate slates. I then export candidates into Gem to do email campaigns. I also use the contact information that SeekOut lists for candidates. I am currently working on 15 open requisitions across our five service lines (SOX & Internal Controls, Accounting & Transaction Services, Internal Audit, IT Advisory, and Financial Industry Services). I generate, on average, 40-50 candidates per requisition for the initial slate and then add candidates as I expand my search.
- Combining Boolean search on free words with preset filters
- Displaying summary candidate profiles for an easy and quick scan
- Providing access to expanded candidate profiles
- On LinkedIn, actively looking candidates are tagged with "Open to Work." It would be nice to see that tag also displayed in SeekOut
- Otherwise, I haven't used SeekOut long enough to pinpoint additional desired functionalities
- Ability to search for candidates with highly technical skills
- Integration with Gem which we use for candidate relationship management
- Ten hires out of candidate searches with an average saving of $25,000 per hire. In one case, it was a senior executive position where the agency fee would have been close to $75,000.
We are still using LinkedIn Jobs for postings and LinkedIn Recruiter for searches. However, it looks like we will be moving off of LinkedIn to SeekOut based on the preliminary results. We have been using SeekOut for about three months and are pretty happy with the ROI. We expect to achieve significant future savings from the continued integration of SeekOut with Gem (our CRM platform) and Lever (our ATS).
Do you think SeekOut delivers good value for the price?
Are you happy with SeekOut's feature set?
Did SeekOut live up to sales and marketing promises?
Did implementation of SeekOut go as expected?
Would you buy SeekOut again?
SeekOut is well suited for organizations with a very robust direct candidate sourcing/talent acquisition function. It is also great for identifying candidates for very specialized, technical jobs. It could also be well suited for high-volume recruiting where candidates fit one profile and are concentrated in one location, e.g., a call center. For small companies with low recruiting volume, perhaps other channels would be more affordable/ appropriate.