Found Sales Example

1. Technical Recruiting Rocket Fuel
Fall /Winter 2015

2. 2
The modern internet allows us to create professional
profiles for every active person across web communities.
These implicit web resumes are more valuable than explicit resumes
More Candidates:
Does not require active candidates
(job seeking / career building)
Higher Quality Data:
More recent (daily updates) and
more complete (skill and fit)
“Talent Bits & footprints” can be aggregated and assessed across many sources
Career Builders
1995 2003
Job Seekers
2006 2008 & beyond
Web resumes (everyone)

3. Talent bits, everywhere.
3
People leave "Talent Bits" that tell us their interests and what skills they possess.

4. 4
Candidate Data
Search & CRM
turns the entire professional web & public
databases into your recruiters’ sourcing database

5. Different candidate self promotion mindsets!
5
“I put *everything* on my LinkedIn profile!” “I last logged into LinkedIn 12 months ago!”
Sales, BizDev, Recruiting Staff Everyone Else….
Recruiters and sales people are on LinkedIn all day long. Software engineers? Not so much.

6. Different mindsets!
6
“I put *everything* on my LinkedIn profile!”
“You have no idea I’m a java, python
and javascript animal!”
And if those engineering profiles are missing their skills, they won’t show up in your searches.

7. On the hunt…for few results.
The more specific your searches get, the worse the results, as thin profiles drop out of your results.

8. Candidate overload
8
Bad: InMails are ignored / auto-filed.
Worse: InMails are turned off.
Worst: Candidate nukes his profile.
Recruiter Survey: Engineers get 15 InMails / week. < 5% response.
130k’s a Crowd: 20k+ LinkedIn corporate customers. 130k Recruiter seats.
The candidates who are discoverable are inundated with InMails, with undesirable outcomes.

9. Look where the candidates actually *are*!
9
Social Networks Software Engineering Specific
Design SpecificOther Professional Sources
Horizontal Professional Sources Vertical Discipline Sources
Patents Mailing Lists Journals
But these engineers are online, leaving professional information about themselves across the web.

10. 10
TalentBin crawls the broadest set of general sites.
Publications
General Events
Creative
Facebook: Professional
interests and resume.
Twitter: Professional Bio,
Tweets, Lists, Followership.
Google Plus: Professional
interests and resume.
Quora: Q&A for
professional and
non-professional topics.
About.me: Personal
bios and social profiles.
Slideshare: Professional
presentations.
Lanyrd: Professional conference
attendance community.
Meetup: Professional and
non-professional meetup
and user group attendance.
Behance: Professional
community for designers, UI,
UX, art direction, etc.
MobyGames: Directory of
Credits for all video game
contributors
Dribbble: Professional
community for designers,
UI, UX, art direction.
PubMed: Directory of
scholarly bio papers
(biostats, bioinformatics,
biochem, etc.).
US Patent Database:
Patents and listed inventors
and companies.
Carbonmade: Professional
designers, UI, UX portfolios.
Coroflot: Professional
designers, UI, UX portfolios
Krop: Professional designers,
UI, UX portfolios
Forrst: Professional
designers, UI, UX portfolios.

11. 11
And the most software engineering sites.
Mailing Lists
Github: Social
Coding.
SourceForge: Open
source communities.
Bitbucket: Social
Coding.
Kaggle: Data Science
competitions.
Ohloh: Open source
contribution tracking.
Grokbase: Software email
list serve tracking.
Working With Rails:
Rails coder directory.
RubyGems: Ruby Gem
Contributor Tracker
TapFame: Mobile
developer directory.
Apache Foundation:
Open source list
serves.
Ruby.org: Email list
serves.
Stack Overflow: Q&A for
Software engineers.
Server Fault: Q&A for
DevOps.
Ask Ubuntu: Q&A for
DevOps.
Programmers: Theoretical
Q&A software engineers
Unix / Linux: Q&A for
Unix & Linux Users
Database Administrators:
Q&A for DBAs
InfoSec: Q&A for
information security
Software QA: Q&A
for QA people.
Code Review: Q&A
for Code Review.
Game Dev: Q&A for
Game Developers.
Django People:
Community for Python
Programmers.
And 100s of other software
engineering email list serves.

12. 12
Mailing ListsPublicationsSocial
We convert these talent bits into profiles
1. Extract professional activity
2. Analyze and score activity
to surface skills and
interests
3. Aggregate together all
available contact vectors
(email address, Twitter,
etc.)
Full 360-degree view of candidate
EventsVertical

13. 13
Better data gives recruiters much better results
48K profiles
13K profiles
1.4K resumes
Example search:
“ Ruby on Rails ” – SF Bay Area

14. 14
In high population centers.
12.9K profiles
3.3K profiles
Example search:
“ Ruby on Rails ” – US Metros
Seattle
6K profiles
972 profiles
Dallas
38K profiles
7.1K profiles
New York

15. 15
And smaller population centers too.
1.9K profiles
381 profiles
Example search:
“ Ruby on Rails ” – US Second Cities
Columbus
6.2K profiles
526 profiles
Detroit 6.3K profiles
1.7K profiles
Denver

16. 16
•NET
•Agile Development
•Android
•Back End
•Big Data
•Build Tools
•C++
•Cloud Technologies
•Clojure
•Continuous Integration Software
•Databases
•Event-driven Programming
•Flash
•Front End
•Gaming
•Graph Databases
•Graphic Design
•Graphics Libraries
•Groovy
•HTML5
•iOS
•Java
•Java Frameworks
•Javascript
•Mac OS X
•Mobile
•MVC
•MySQL
•NoSQL
•Object-Oriented Programming
Languages
•Objective-C
•Perl
•PHP
•Python
•Release Tools
•Ruby
•Ruby on Rails
•Scala
•SCM Tools
•SQL
•Swift
•Test Automation
•Version Control
•Virtualization
•Windows
TalentBin is awesome for anything software and creative related, but below are some particularly good examples!
Technologies where TalentBin is awesome!

17. 17
• Adobe Creative Suite
• After Effects
• Animator
• Art Direction
• Art Director
• Brand Development
• Brand Identity
• Coreldraw
• Digital Art
• Digital Illustration
• Drawplus
• Final Cut
• Fireworks
• Graphic Art
• Graphic Artist
• Graphic Design
• Graphic Designer
• Identity Design
• Illustration
• Illustrator
• Indesign
• Lightroom
• Logo Design
• Photo Editing
• Photoshop
• Quarkxpress
• Retouching
• Typography
• User Interface Design
• User Experience Design
• Visual Design
• Visual Designer
• Web Design
TalentBin is awesome for anything software and creative related, but below are some particularly good examples!
Creative Talent, too!

18. And you’ll find their full professional web footprint…
18
TalentBin fill in the gaps that LinkedIn misses. And helps you find those engineers not on LinkedIn.

19. Their professional skills…
19
See a ranked list of a candidate’s technical skills, based on the intensity of that activity, all across the web.

20. And where those skills are demonstrated…
20
See the actual activity the candidate has engaged in, and where, that demonstrates a given skills.

21. 21
TalentBin Interest Scoring
TalentBin assigns an interest intensity score to
each professional skill, based on the discovered
activity.
Each type of activity has its own weighting, based
on source and action context, with some being
weighted more heavily than others, accordingly.

22. And search across all those skills!
22

23. Portfolio and Publications too!
23

24. Other interests too…
24
Check out their other interests, as well. Music? Outdoors? Cooking? Help build instant rapport when engaging.

25. And even job and education history…
25

26. And all available contact methods…
26
5x the response rate of InMail using email,
Twitter, Facebook, and other contact methods.
Send as many messages you need, without limitation, and across a variety of methods.
1. Millions of personal email addresses
2. Social communication channels
where candidates actually hang out.
3. Research team to sniff out emails
not yet discovered. ~70% hit rate.
Request their email from our concierge
if one is not available on profile
Email
Social Communication Vectors

27. Automating your recruiting process
27
Take advantage of the fully automated recruiting process that TalentBin helps generate and manage
Send Email
Email has Open / Click TrackingAutomated Follow-Up
Campaigns engage potential
candidates with no added effort
Stay on top of your full
pipeline while engaging
candidates and generating
responses.
Sent email lands directly on top of candidate inbox

28. DEMO
(or see appendix slides for in-depth feature coverage)

29. Appendix

30. Find candidates other recruiting organizations
can’t find.
Get a full, 360 candidate view to qualify and
start the conversation.
Reach out using all available communication
vectors, that candidates actually respond to.
Stay on top of the candidates you find with
pipeline management, tasks, and automation.

31. Hobbit: A robot that automatically runs searches
31
With, Hobbit / Job Req Translator, copy and paste the job description and we automatically run the search for you!
Copy and paste your job
description into the text
box and click “Create my
search!”

32. Hobbit: A robot that automatically runs searches
32
Hobbit reads your job
description and turns the
information into a quick
boolean search.
Results Count
With, Hobbit / Job Req Translator, copy and paste the job description and we automatically run the search for you!

33. Holistic overview in search results.
33
Preview profiles before you deeply qualify them.
Search Terms
Preview the candidate
before going in depth
Web Identities
Top Skills:
Results Count

34. Powerful advanced search functionality.
34
Be as specific as you need, and drill your search down to find the best of the best.
Tech term synonyms with
“Query Expansion”
Powerful Visual Boolean Search
AND
“AND” Clauses are
listed Vertically and
“OR” clauses are
horizontal within a
single line
List of keywords and
terms associated with a
technology

35. Powerful advanced search functionality.
35
Be as specific as you need, and drill your search down to find the best of the best.
Plus sign signifies “nice to have”
qualifications.
Minus sign signifies “AND NOT” – Allows
you to remove CEO’s/Founders and
Recruiters from your search

36. Narrow your search without losing results!
36
Even as you get very specific, skill-rich profiles mean you’re finding many more candidates than on LinkedIn.

37. Happier purple squirrel hunting…
Find candidates other recruiting organizations can’t find.
Get a full, 360 candidate view to qualify and start the
conversation.
Reach out using all available communication
vectors, that candidates actually respond to.
Stay on top of the candidates you find with pipeline
management, tasks, and automation.

38. No more Codys
38
Bad: InMails are ignored / auto-filed.
Worse: InMails are turned off.
Worst: Candidate nukes his profile.
Recruiter Survey: Engineers get 15 InMails / week. < 5% response.
130k’s a Crowd: 20k+ LinkedIn corporate customers. 130k Recruiter seats.
Candidates inundated with irrelevant InMails, with undesirable outcomes.

39. Targeted Outreach Case Study
39
Personal email addresses, professional activity, and personal interests make a profitable combination.

40. Targeted Outreach Case Study
40
Personal email addresses, professional activity, and personal interests make a profitable combination.
Only custom
messaging in template.
All other text is fully templated
and mail-merged.
2 – 3 minutes of personalization per email
to drive high engagement.

41. Targeted Outreach Case Study
41
Personal email addresses, professional activity, and personal interests make a profitable combination.
Live candidate with resume. Live referral partner.

42. Example Customer Pipeline Analysis
42
100 Targeted Emails Sent
60 Opens
27 replies
10 phone screens
1 hire
Ecommerce Recruiting Organization
• ~ 20 hours of sourcing + outreach
• 60 engagements
• 27 replies = 15 positive. 12 “not
now” (but keep me posted)
• 10 phone screens > 1 hire
• 12 pipelined candidates
• 1 incremental tech hire
Targeted Outreach and Follow Up Puts Butts in Seats

43. Targeted Outreach Case Study
43
Personal email addresses, professional activity, and personal interests make a profitable combination.
60 minutes of work drove one in-process candidate, one future fee, a
referral partner, and one missed fee because of slow adoption.

44. Happier purple squirrel hunting…
Find candidates other recruiting organizations can’t find.
Get a full, 360 candidate view to qualify and start the
conversation.
Reach out using all available communication
vectors, that candidates actually respond to.
Stay on top of the candidates you find with pipeline
management, tasks, and automation.

45. And all available contact methods…
45
5x the response rate of InMail using email,
Twitter, Facebook, and other contact methods.
Send as many messages you need, without limitation, and across a variety of methods.
1. Millions of personal email addresses
2. Social communication channels
where candidates actually hang out.
3. Research team to sniff out emails
not yet discovered. ~70% hit rate.
Request their email from our concierge
if one is not available on profile
Personal Emails
Social Communication Vectors

46. Fully Integrated Emailing System
46
Send your templated emails directly from TalentBin.
Your email of choice
Candidate Email

47. Fully Integrated “Mailbox”
47
Dedicated In-house Mailbox for response, follow up, and threaded communication with candidates, integrated with Profiles.

48. 48
Messages sent and Candidates
contacted and much much more!!
Profile gets tagged with
outreach information.
Report on outreach activity. Log messages in profile history.
Metrics around Email outreach and activity

49. Automated Email Templates with Merging/Swapping Fields
49
Streamline your communications with integrated, reusable templates.
Select the desired Template
(some templates provided,
others can be quickly built)
TalentBin automatically
drafts a message for
you with key
information from the
candidate’s profile.
You have control over
editing the message
and tweaking each and
every template.
You can also created
an unlimited number of
templates.

50. Automated Email Templates with Personalization
50
Personalize your messages by citing candidate contributions across the web related to specific technologies.
Take advantage of
the in-depth
consumption of
web data.
See which web
source each
contribution
professional or
personal interest
is emanating from.
Use that data to
personalize your
candidate
outreach.
Boost response
rates!

51. Automated Email Templates with Interest Swapping
51
Quickly and effectively swap out specific professional/personal interests for quick template personalization.
You can swap the
professional and
personal interest
variables to
personalize the
messages to your
liking.
This will help you
build rapport and
boost response
rates.
Allows you to
swap interest
variables

52. Activity View within Mailbox
52
View open and link tracking events real time, as they happen.

53. Email Open and Click Tracking
53
Which candidates are opening your outreach? Clicking on your job links? Who is interested, but just hasnt responded?
Eyes signify
email “opens”
Hands signify
“clicks” on links
within an email

54. Email Open and Click Tracking
54
Which candidates are opening your outreach? Clicking on your job links? Who’s interested, but just hasn’t responded?

55. Mass Emailing
55
Send emails to up to 30 candidates at a time using TalentBin’s mass email functionality.

56. Automated Follow Up Campaigns
56
Candidate Drip Marketing sends automatic, pre-configured follow up messages to candidates, raising response rates.
Add a candidate to Automated Follow Up Campaign
with a single click.
Customize your automatic follow up templates to fit
your recruiting brand.
*Derived from a random sampling of TalenBin profiles on 12.10.14 which were then looked up on LinkedIn.
• Achieve 2x – 5x greater open, click,
& response rates by sending 2nd,
3rd, or 4th
outreach vs. a single
outreach.
• Scheduled, automated follow up
outreach helps you achieve this
enhanced candidate engagement,
without the extra work.
Choose between multiple campaigns.

57. Drip Marketing Case Study
57
Drip marketing drives candidates to respond, and proceed down your funnel – with no extra effort on your part.
• Achieve 2x – 5x greater open, click,
& response rates by sending 2nd,
3rd, or 4th
outreach vs. a single
outreach.
• The vast majority of responses
come from 2nd
, 3rd
, and 4th
messages! (Automated)
Persistence pays.
*Case study executed by TalentBin Customer Success using TalentBin to recruit passive candidates.

58. Wait, Is This SPAM? No, It’s Good Recruiting.
58
As long as your messages are quality and “candidate focused”, candidates don’t feel like they’re being
spammed.

59. Wait, Is This SPAM? No, It’s Good Recruiting.
59
As long as your messages are quality and “candidate focused”, candidates don’t feel like they’re being
spammed.

60. Candidate Engagement On the Go
60
TalentBin’s Mobile App lets recruiters receive and respond to candidate communications at the moment they happen.
Review TalentBin-centric
email on your phone.
Respond to candidates while still leveraging
TalentBin’s open and click-tracking features.

61. Mobile Candidate Analytics
61
See what’s happening with your candidate communications, and take action. Right from your phone.
See candidate opens and clicks while on the go. Then follow up on those implicit
signs of candidate interest.

62. Holistic Mobile Recruiting Feature Set
62
TalentBin’s mobile features let recruiters take action from their phone, and reach candidates on theirs.
• Review TalentBin email on your phone.
• Respond with open & click-tracked emails.
• See candidate opens & clicks, and act.
TalentBin Mobile
App
Personal Emails and Social Messaging
• Personal email addresses reach candidates on
their phone, where 70% of email is read first.
• TalentBin’s social messaging reaches candidates
via their social mobile apps.

63. Integrated Social Communication
63
Use Social Communication vectors like Twitter, Meetup, and others, directly from TalentBin!
Send social communication from directly within TalentBin.
Instrumented hyperlinks track candidate engagement, feeding
TalentBin’s Intelligent CRM.
Social Communication shows up where
candidates spend their time, driving engagement

64. Automated Twitter Templates with Merging Fields
64
Streamline your social communications with integrated, reusable templates.
Select Desired Twitter Template
Swap out profession and
personal interest variables
for Twitter outreach as well!

65. Templated Social Communication
65
Templates work with social communication vectors too! LinkedIn, Meetup, Quora and more!

66. Candidate Outreach That Makes an Impact
66
Social communication lands where candidates spend their time: phone, Gmail, Twitter, Facebook, etc.
1. Social communication lands
where candidates spend time.
2. Mobile outreach elicits ease of
response.

67. Reports on recruiter / team activity.
67
Easily see your team’s pipelines and activities, all in one place.

68. Happier purple squirrel hunting…
Find candidates other recruiting organizations can’t find.
Get a full, 360 candidate view to qualify and start the
conversation.
Reach out using all available communication
vectors, that candidates actually respond to.
Stay on top of the candidates you find with pipeline
management, tasks, and automation.

69. Intelligent CRM to make you smarter.
69
What should you do next to maximize your hiring funnel? TalentBin will tell you.

70. Automated, streamlined CRM.
70
Less clicks. Less busywork. More time for high impact recruiting.
Send an email? Attempting to Contact. Candidate responds? In Discussion.
Push candidates down the
funnel through impactful
activity, not redundant
bookkeeping.

71. Tracking a lead’s stage and notes.
71
Fully customize your stages to fit your team’ workflow.

72. 72
What other recruiters have viewed the profile?
Who else is interacting with the lead?
Is the candidate in progress against another req?
Who else is touching a candidate.
Collaborate with your team to recruit the best candidates, without stepping on each others’ toes.

73. Manage your pipeline
73
Manage each stage, for each open position. Stay on top of all parts of the funnel.
Requisition Folders Stage Changer
Stages

74. Hiring Manager “Reviewer” Seats
74
Allow hiring managers / “candidate reviewers” into the system to check out candidates, leave notes, etc.

75. Qualified leads, delivered weekly.
75
Each week, TalentBin sends your recruiters 10 new people they should recruit based on search behavior.

76. Recruiter Time Savings Analysis
76
Automation gets you a second full work week out of each recruiter.

77. Reduce manual outreach activity time by 95%
77
Let one recruiter work like two. Run circles around the competition.

78. Peak Customer Success

79. Dedicated Customer Success Teams!
79
From rigorous implementation and onboarding assistance to best-in-class ongoing
support, our customer success team is here to rocket you to success.
We’re here to help!
Train with our recruiting experts
Ongoing training and guidance
Phone and email support during business hours all week long. Our
customer success team is here to answer your questions and set you
up for success.
We’ll get you up to speed in your first month with best practices to
ensure your success.
We’ll monitor your progress every month and share ideas to
maximize your hiring efficiency.
Get TalentBin Certified
Show your peers you’re a recruiting pro
by becoming a TalentBin Certified Recruiter!

80. Amazing Self-Serve Support Resources
80
In addition to TalentBin’s excellent Customer Success team, we also have an
award-winning, rich Support Center with hundreds of articles and videos to help you
answer your question instantly.

81. Why TalentBin?

82. 82
100s of top technical recruiting orgs rely on

83. 83
gives Recruiters Wings

84. 84
gives Recruiters Wings

85. 85
gives Recruiters Wings

86. 86
gives Recruiters Wings

87. 87
“When we looked at talent search engine solutions, it
was clear that TalentBin by Monster provided
superior functionality and usability.
Whenever we can, we send emails through
TalentBin because we get tracking on email opens
and click-throughs, and that shows us who is
engaged with our outreach, and who we should
spend time on.”
Tiffany Hamilton, Operations Manager
gives Recruiters Wings

88. 88
“TalentBin has been a huge help to my firm because it
has helped us discover experienced, high-quality
candidates who possess legitimate skills and expertise.
Technical recruiting is incredibly time intensive and
TalentBin has saved me many hours of work. At the end
of the day, it’s a great tool because it comes down to the
beauty and convenience of having everything you need
in one spot.
Plus, their support and customer success team are
fantastic!”
Natalie Ledbetter, Talent Acquisition
Manager
gives Recruiters Wings

89. 89
“Thanks to TalentBin by Monster, I have been able to discover
more candidates from a better pool of talent, boost my
outreach efforts, and see higher email open and response
rates.
And, while all of those things are obviously wonderful, the
most important metric I have seen as a direct result of using
TalentBin is an increase in the number of deals that I
close—and that is really what matters the most.
I am self-employed, which makes closing deals particularly
important to me. Making an investment in TalentBin by
Monster was a big decision for someone like me, but I’ve
been extremely pleased with the results.”
Lisa Rokusek, Recruiter
gives Recruiters Wings

90. 90
“I love TalentBin by Monster’s tools and templates, and I use them all the time. I think an email is
always received better than a LinkedIn message, because it’s more personal, and TalentBin by
Monster quickly and easily provides me with the email addresses of the candidates I want to
contact.
I also don’t want to have to manage my messages on four different platforms, and TalentBin by
Monster solves that problem for me. Their tracking features are also extremely helpful. Metrics
are really important to us at XO Group.
We track everything—how many emails have been sent, who replied to messages, who opened
emails, who didn’t open them, and who clicked on the links we sent them. I love being able to see
all of that information because it helps me do my job better.
If I see that someone isn’t responding, I can try communicating with them via an alternate email
address or a different platform. TalentBin is one of our favorite vendors at XO Group—they’re just
so good.”
Bec Bliss, Technical Recruiter
gives Recruiters Wings

91. 91
“TalentBin by Monster helps me stay on top of the pipeline because it’s
so efficient. It’s not that I spend less time doing my job, it’s that, now,
the time I spend looking for candidates is quicker and more effective,
thanks to the incredible organization of the TalentBin by Monster
platform.
I actually don’t want anyone else at my company using TalentBin by
Monster because it helps me so much. It’s keeps me very organized,
it’s easy to use and the search function is great. There is no doubt that
I have found people I wouldn’t have found otherwise, and I have
definitely placed quite a few people as a direct result of using
TalentBin by Monster.”
Tim Olesnavage, Recruiter
gives Recruiters Wings

92. 92
“The LinkedIn profiles of engineers are often incomplete because the
best technical people have their heads buried in a current project and
are too occupied with that to bother updating their LinkedIn account.
TalentBin by Monster provides me with the kind of details that let me
know the engineer I am contacting is open to communicating with me,
so it’s automatically easier for me to start a dialogue with someone I’ve
identified as a potential candidate.
Knowing personal details about someone makes it easier to have a
conversation—I’ll spend more time with someone on the phone if I
know they liked kayaking in college, or if we have a Meetup group in
common, and TalentBin allows me to discover that kind of pertinent
information.”
Jim Asiano, Director of Network
Programs
gives Recruiters Wings

93. 93
“Since becoming a TalentBin by Monster client, I and the other
recruiters at Pariveda have discovered more email addresses than we
ever have before, and we’ve been able to reach out to potential
candidates via email much more effectively. Because we are using
personal email addresses and sending tailored, individual messages,
people respond to us.
Not only have we seen a lot more candidate engagement as a direct
result of using the TalentBin by Monster platform, but there is no
question that it has helped us make more hires this year—which is
significant because we really only hire about 40 people annually.”
Jaclyne Hertzfield, Pariveda Solutions
gives Recruiters Wings

94. Engineers agree!
94

95. 95
Universally Recognized Market Leader
Award Winning
Backers
Best Human Capital/Talent
Management Solution 2014
Representative Press
Analyst Coverage
HR Technology Conference 2012
“Awesome New Technology” Award
iHR 2012 “Game Changing Startup” Award
Uber, Square Groupon Workday, Salesforce.comTwitter, Yammer, Zendesk
Brandon Hall Excellence in
Technology: Best Sourcing Tech, 2014
American Staffing Association:
“Hottest Technology Upgrade” 2014

96. Happier purple squirrel hunting…
Find candidates other recruiting organizations can’t find.
Get a full, 360 candidate view to qualify and start the
conversation.
Reach out using all available communication
vectors, that candidates actually respond to.
Stay on top of the candidates you find with pipeline
management, tasks, and automation.

97. 97
Licensing Pricing:
Seat License $6,000 / seat annual contract
Job Req Folders Unlimited
Searches Unlimited
Email Outreach Unlimited
Customer Success Manager Included
Team Training Included
Saved Searches Unlimited
Candidate Alerts Unlimited
Support 5 x 8 email and phone