I use SeekOut primarily to source for candidates who are not direct applicants. My top use of SeekOut is searching for diverse candidates.
Pros
Ease of use especially with keyword/boolean search field
I like that it connects with LinkedIn to view their profiles
Diversity sourcing option + power filters
Email pulling feature - love that I can email directly instead of hoping they see an immail
Cons
Loading results can be kind of slow when entering in a filter
Making sure their most recent role is reflected from the first view on SeekOut - sometimes when I click their linkedin they're already in a different role than what's listed.
Likelihood to Recommend
Great for sourcing candidates and saving them for future pipelines with the project feature. Great for sourcing using the diversity filter and power filters. I also like that you can minimize profiles you've already seen to be more efficient. I've noticed it's been more difficult to pull email addresses from more junior candidates - it's one of my favorite features but seems to be a little less accurate with early career candidates.
We use SeekOut to find and nurture candidates, as well as to source and maintain our candidate pipeline on the recruiting side of the business.
Pros
Search Filters.
Projects
Insights
Cons
Contact Info.
Integration with Linkedin,
Customization,
Likelihood to Recommend
SeekOut is well-suited for recruiters/sources who do not have access to the LinkedIn Recruiter. SeekOut has a great search function, much like LinkedIn, but there is little upside to using SeekOut over the LinkedIn Recruiter.
We use it to source our candidates. The power filters are what set it apart from using a LinkedIn recruiter. We have power filters for our leveling and for other Roblox-specific filters. Our diversity sourcing team primarily uses this system to find talent in our area that is LRG or a lesser represented group.
Pros
Power Filters.
Visual appeal.
Recommending key terms.
Cons
Sometimes we see profiles more than once in a search.
Would like to know what in a profile seekout thinks is LRG.
Be able to save searches.
Likelihood to Recommend
Diversity teams use this, and powerfilters are very helpful. When looking for volume, Seek out other terms to find relevant profiles well. For example, it might map other candidates with similar terms at the end of the pool search. Also, the bias reducer filter helps make sure there is less bias towards a hiring manager and the recruiters.
As leader of Executive Search, I use SeekOut to source/search for candidates and, more specifically, to acquire contact information, including email and phone numbers.
Pros
Provides email addresses for most individuals that are correct.
Provides phone numbers for most individuals that are 50% or better correct.
Helps to identify diversity groups, such as female candidate.
Cons
SeekOut needs better updates to the backend repository, LI. Several times, when pulled through, SeekOut pulled up LI profiles that were not up to date compared to when searched on LI directly.
It would be helpful to have better/more updated phone information. As noted in the previous screen, approx. 50% of phone contact information is spot-on, however capturing more up to date information for phone would be helpful.
Although picky, having different colors for screens to highlight areas would be helpful. Working late at night, which many times do, the screens are similar in color and brightness, and it would be beneficial to have more distinguishment in colors or brightness so as not to blend.
Likelihood to Recommend
The best help SeekOut has been for my team, and I is its ability to garner phone and email data information and delineate diverse populations. Since it uses LI as a backend database, as long as the link is kept updated with Seekout/LI, it is a good tool to garner the above information and more speedily develop a pipeline of specific candidates.
We use SeekOut to source top Talent in our target markets. We are also able to use SeekOut for TAMs to use in our business cases with hiring managers. Finally, we use SeekOut to search to diverse candidates.
Pros
Boolean Searches
TAM Data
Diverse Candidate pool
Cons
Building AI into the systems and able to pull from a job description and match candidates
Ways to reach out to candidates
adding candidates into a pipeline to share with hiring managers
Likelihood to Recommend
I used SeekOut to provide a hiring leader and their management with TAM data that we used to expand our search efforts out of just the areas they were originally looking.
We used SeekOut to enhance our Recruiting . SeekOut was able to provide excellent insights into Talent pool, Talent Mapping and sourcing. It was a very effective tool that helped us reach our recruiting goals while providing the Hiring managers, business and teams with relevant information for decision making as well
Pros
Talent Insights
Talent Mapping
Sourcing
Cons
Better use of AI
Likelihood to Recommend
It’s very good for hard to fill positions - skill sets . Might not be the best for hiring for all countries
We use SeekOut to find good talent for our hiring teams. We use it to get emails and have good success with that. I use SeekOut to target certain companies that we know use the same tech stack that we do and get a list of leads that to reach out to.
Pros
Gives us a good list of people in a shot amount of time
can get most anyone's email
create projects for future use
Cons
I dont feel it grabs everyone from the company
some people are not still with the company you search for
Likelihood to Recommend
If we are targeting a company to hire people from you can easily pull a list of people from that company, it saves time and is a pretty good list. You can also get an email addresses of the potential leads.
VU
Verified User
Professional in Human Resources (5001-10,000 employees)
SeekOut is the primary go to for all our searches. It readily recommends warm leads that are previous applicants matching the search criteria. Re-engaging with this talent is easier and has helped us make fast hires.
Pros
Targeted sourcing using key search words
Contact info like email and phone helps me connect with them fast
Talent insights help with understanding how diverse or otherwise the market has to offer for a particular profile
Cons
Not targeted sourcing
more accurate contact info for mobile #s
Become more user friendly by not always having to scroll down from the top of the page every time I review an application and then get out to the main page
Likelihood to Recommend
I find SeekOut very well suited for sourcing in general. It is also very beneficial for targeted sourcing as you can really narrow down the criteria. As for casting a "wide net", SeekOut can be beneficial if can be smart about the search string used.
VU
Verified User
Professional in Human Resources (5001-10,000 employees)
SeekOut is an easy to use platform that helps me source candidates in a new and different way. As a Talent Acquisition Partner, I use SeekOut to source for difficult to fill roles, and to build passive talent pools (for difficult to fill roles). While other tools and job boards can be used for current job openings, Seekout is a quick way to find candidates who possess sought after skills, and to keep those candidates engaged directly. SeekOut helps to form relationships with prospective candidates even before they are job searching!
Pros
Skill Matching is spot on precise
SeekOut gives me more than one way to contact a candidate
SeekOut helps to foster a discussion before your competion does
Cons
I would like to see more phone numbers (work and mobile)
I think a more robust referral piece would be great on the platform
A more flexible license model
Likelihood to Recommend
I used SeekOut to source for a cyber security architect. I had been trying to gill the position for months and with SeekOut I found a candidate and had an offer within two weeks. SeekOut is great for niche hard to fill roles. It doesn't not work well with volume recruiting, and or in industries where candidates are not online often.
