We’ve successfully helped hire product managers, growth marketers, account managers, sales development representatives and all kinds of software developers. We’ve also helped with hiring for C-level positions and co-founders. What we are not suitable for is very niche positions in narrow geographies where there are just a handful of candidates.

A recruitment agency will present a small number of active candidates while jobRely will present a relatively large number of passive candidates. The difference between active and passive is that active candidates are looking for a new opportunity while passive candidates are not. A  rule of thumb is that only 5% of candidates are active and 95% are passive, meaning that jobRely draws from a much wider audience, producing richer choice.

But more importantly, every interview arranged by jobRely is with a relevant and qualified candidate, because he/she was previously reviewed and accepted by the client during the sourcing stage.

Last but not least, jobRely is over 10 times cheaper than using external recruiters.

To summarize, there are three advantages to jobRely’s approach: richer choice of candidates, only relevant interviews and much better value. The only disadvantage of working with jobRely, if we are pressed to name one, is that it may require more involvement from the client because there are more profiles to review (this, however, produces the benefit of having interviews with relevant candidates, not random people who may not fit).

We have our own database, and we also use LinkedIn Recruiter, Vettery and for technical positions — GitHub and Stack Overflow.

In small batches, we will present as many candidates as necessary to arrange 10 interviews. Once you approve 50 initial profiles, we will start reaching out with a five-touch LinkedIn and email campaign (see more below regarding the outreach process). We will continue sourcing and reaching out in batches of 50 approved candidates until we reach 10 interviews.

We carefully evaluate your requirements and use sophisticated sourcing tools to go through a large number of profiles. But before presenting final profiles on our mobile app, we review them one by one. That’s why our candidate approval rating is 80% and no AI/ML sourcing tool can match that.

Sure, you can. You will probably ask your friends and colleagues; then you might jump on LinkedIn and reach out to a few people. However, if you want to do this systematically at scale, you will need to allocate quite a bit of time for sourcing, finding emails, writing messages, and perhaps researching some new tools and learning how to use them. You may also need a simple ATS system to track your candidates and make sure everything is organized. However, in our experience, very few startup founders have the time to do this themselves from start to finish. That’s where jobRely comes in.

Depending on a role, we may need to reach out to anywhere from 100 to 300 potential candidates in order to arrange the 10 interviews. This may take anywhere from two weeks to two months, depending on the involvement of the client.

No. But in 95% of projects, 10 interviews are sufficient to make a successful hire. For those 5% who don’t hire, we offer a 20% discount on the next project (which can be for the same role).

1. Sign up and onboard on our platform.
2. Review candidates as we source them.
3. Review draft messages after we prepare them.
4. Connect your LinkedIn and email accounts on our platform.
5. Watch us execute a five-touch LinkedIn/email campaign and see new messages flood your inbox without you moving a finger.
6. Monitor how our recruitment assistants pick up on conversations where candidates have responded.
7. Accept calendar invitations as we book interviews for you.
8. Get on calls and close, hire and sign.

We prepare draft outreach messages and ask you to review them. Once ready, we set up a five-touch LinkedIn and email campaign. We recommend that the communication sequence starts with a LinkedIn Connect message. It is imperative that the client's LinkedIn profile is perfect as this may impact the response rate. If the candidate connects but doesn’t respond, a follow-up message on LinkedIn will be sent after 48 hours. If there is still no response, we will send another LinkedIn follow-up messaget after five business days.

If the candidate didn’t connect via LinkedIn, he/she will be sent a LinkedIn InMail, which reaches unconnected candidates both on their LinkedIn and email inboxes. If they still don’t respond, we will turn to email and send an intro message with one follow-up.Because this campaign is executed from the client’s LinkedIn/email account, all communication will be visible to the client on his/her LinkedIn/email as well as on the jobRely platform. If you would like to change the scheduling or sequence of messages, it is fully customizable.

There are three parts in the process — sourcing, outreach and interview scheduling. Sourcing is mainly manual; outreach and following up with non-responders are automated, but once the candidate responds, a recruitment assistant picks up the conversations and continues individually until the interview is arranged and the lead is passed to the client.

To increase the response rate, we highly recommend conducting all messaging from the hiring manager’s LinkedIn and email accounts. This way the candidate will not even be aware that jobRely is in the picture. We take rigorous measures to protect your credentials, and our platform filters only those messages that come from the candidates in the project. You will be able to approve the copy of the final messaging campaign before we reach out to anyone, and we will make sure that we don’t exceed LinkedIn’s daily activity limits. The connection is secured as our software runs on a cloud, browser fingerprinting is enabled. Yes, it’s safe. Not a single client has ever had a problem.