A candidate’s job title and past employers only tell you so much.
Have they worked at your stage? What did their team go through? Does a short stint warrant concern, or did they leave when lots of others did?
Your team needs that context to build a search and assess the people they find. But getting it means piecing together headcount, funding announcements and individual profiles. Without it, familiar company names can become a shortcut for relevant experience.
Today we’re launching Company Insights in Jill, putting that context alongside the candidate. Here’s how it can help your team.
Agree on what relevant experience looks like
“Startup experience” can mean a lot of things. See how early someone joined, company size when they joined and left, and funding raised during their stint.
That helps you get specific with your hiring manager: “someone who joined before 200 people and stayed through the next phase of growth.”
Assess whether they’ve seen your stage
Explore how the business and the relevant team changed while a candidate was there. Use that context to ask about the challenges they handled and the part they played.
Put short stints in context
Compare their tenure with others and see whether they left during a wider wave of departures. Go into the conversation better informed about why they may have moved.
Expand your search
See where companies you admire hire from and where their people go next. Give your team more places to find relevant candidates, beyond the company names already in the brief.
Inform your hiring strategy
Explore which functions competitors are hiring into, where they find people and how long their hires stay. Use that evidence in conversations about your own hiring priorities and retention.
Company Insights gives your team a head start on the research, from the first conversation with a hiring manager to the candidates you put forward.
Open a candidate’s profile in Jill and click a company in their experience to explore.
Hire remarkable candidates who’d never apply.
Tell Jill who you need. She helps sharpen the brief, brings you a focused shortlist from Jack’s network, and introduces you directly when there’s a fit, including people who aren’t actively looking.
