jobRely Is Built for Your Entire Team

Sourcing the right talents is (still) a human job. But we provide the best tools to make it as fast as possible. And if you still don’t have the time, we will gladly do it for you.

Team administration

Easily add or remove users to your team with admin, member and collaborator roles.

As many as needed

Invite the entire team of yours - if that's what it takes to pick a new collegue. Two heads are better than one!

Easy access 24/7

One of your colleagues has to run to an unexpected meeting and cannot join an interview with a selected candidate. Send someone else from your team - they can easily check what time is the interview scheduled and what the candidate's profile looks like.

Choose your role

No matter who joins you on board in  this journey - appoint a specific role for them. You can remain the head of the project by choosing "admin" status.

Collaborative sourcing

Work together with your peers on sourcing projects and gain visibility into project progress. Perhaps a senior colleague in your team does know better what skills the ideal candidate should possess. Maybe it is a recruiter, who can evaluate a cultural fit? Join your powers!

Speedy process

Sourcing 200 potential profiles might seem like a long and complicated process. However, if you share the process with your peers, it could be done in one afternoon.

Daunting task no longer

Sourcing doesn't need to be a boring task. Remember, you're looking for a new collegue of yours! Make it exciting by analysing different LinkedIn profiles.

No limits

Source as many as you are capable of - evaluate them and approve those, who fit. The more you approach - the bigger the change of the hire.

Feedback on candidates

You are a recruiter in your company,  sourcing the profiles yourself. Even if you’re aligned with the team and the hiring manager, getting some guidance could be beneficial. Get feedback from them on candidates in your long list before even reaching out.

4 eyes principle

A quite familiar situation occurs - you jump on the call with the candidate and you notice that you probably missed something from his profile or CV. Some things just won't add up. The additional checks will help to avoid misunderstandings.

Certain of the fit

Make sure of no ties present - this will help to ease the later process. Make sure the candidate is not an old friend, who the hiring manager wants to avoid.

Those, who know best

Even if you're certain of the criteria - only the hiring managers themselves know best who they're striving to employ. Make a procedure easier for both parties.

Insights from candidate responses

Easily analyze candidate responses across all projects, share with hiring managers and make adjustments to your outreach or employer branding.

Modify the offer

You see that all of the candidates reply that they are looking for a remote workplace. Perhaps you can change that by offering a hybrid work style option?

Misconceptions

Candidates heard something bad about your company some long time ago. Nothing that happened back then reflect on today's situation. Justify and show how some things have already changed.

Salary expectations

You notice that there's a pattern in declining the offer due to the salary scope. Maybe this pattern is something to be discussed? Explore your options on revising the compensation or switching the role to a more junior.

Reports and KPIs

Gain insights on the performance of your campaigns and track critical KPIs. Either you outreach 50 or 500 candidates - be aware of how the process develops and how prosperous your campaign is by looking at all of the different phases of it.

Connection requests

Keep daily track of how many connection invitations have already been sent (as you may remember, we set limits to avoid LinkedIn bugs). See how many of the candidates already exist in your network - we'll adjust the message for them so you don't sound like a stranger!

Response rate

All those who replied will appear in a distinct section - it will be easier to observe the communication with the curious ones. You'll be able to see the response rate and assess how booming your campaign is. Perhaps switching to your colleague's account would help?

Indifferent ones

Not all of the candidates reply or accept the connection invite. It's inevitable - not everybody checks the notifications or reads the message. That's why with jobRely you can see those indifferent - and approach them instantly with an inMail or re-engage later.

All-in-one platform for outbound recruitment

Don't have in-house recruiters? Go Full Service.

Sourcing, Outreach, and Interview scheduling managed from A to Z by jobRely in-house Talent Acquisition team.
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What customers say about us

"We hired 2 .NET Engineers during the free trial period. It definitely works!"
Gintare Zemaityte, Talent Partner @Nortal
"I got a 60% response rate from 44 profiles and found 4 strong candidates in just two weeks using jobRely automation platform. This is like a 30k saving on an executive search firm!"
Antanas Baksys, CEO @SearchNode
"With jobRely we successfully filled Mission Control Software Engineer position, and as a bonus, we hired Embedded Software Engineer from the same candidate pipeline too. jobRely definitely exceeded our expectations! Since we are the only such producer in the market, finding talents locally is a challenge."
Julija Narkyte, Talent Acquisition Partner @NanoAvionics

FAQ

What exactly does jobRely do?
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Who are jobRely’s clients?
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How is jobRely better than other similar tools/services?
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Which positions can jobRely help with?
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Do I need LinkedIn Sales Navigator, Recruiter or any other LinkedIn premium products to work with jobRely?
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Are you going to connect to my LinkedIn account? Is that safe?
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Ready to hire?