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Topic: HireVue Announces Record 2012; Appoints Founder Mark Newman as CEO: eading on-demand digital interviewing platform provider, today announces a record fiscal 2012. For the fiscal year ended January 31, 2013, HireVue saw revenues grow by approximately 170 percent, added 140 new customers (an increase of more than 100 percent over 2011) and recorded more than 150 renewal and add-on transactions from existing customers. HireVue also announces updates to its leadership team, aimed at setting the company up for further growth and success in 2013. Founder and Chief Innovation Officer, Mark Newman, has assumed the role of CEO and David Bradford has been named Executive Chairman. As Chairman, Bradford will continue to oversee HireVue's financing, board of directors and shareholder relations. As CEO, Newman will continue to oversee corporate strategy and product innovation as well as day-to-day operations of the company. HireVue's fiscal 2012 highlights: Record revenue, up nearly 170 percent year-over-year. New customers included: eBay, Elance, Express Scripts, KIPP LA Schools, Living Social, New York Stock Exchange, Panda Restaurant Group, Random House, Salesforce.com, University of Nevada and Vodafone. Customers report powerful results, reducing interview time by 90% and total hiring time by 50% while reducing travel costs by up to $1500 per candidate. Record adoption, with users and interview volume up more than 400 percent over 2011. Launch of HireVue Mobile, the world's first mobile interview application. Released earlier this year, HireVue's mobile apps for iPhone, iPad and Android have experienced rapid adoption, with nearly 20 percent of all digital interviews now being completed via mobile devices. Launch of HireVue OpenVue, the world's first social interview application enabling candidates and companies to connect and share digital introductions, interviews, and get hired using social networks, QR codes and geolocation. Launch of HireVue CodeVue, the world's first technical interview application for sourcing and screening technical talent. CodeVue removes the guesswork from technical recruiting with coding questions, challenges and contests that allow candidates to demonstrate their ability to work. Recognized as 2012 HR Product of the Year by HR Executive MagazineTM. $22 million in new funding led by Investor Growth Capital with previous investors Granite Ventures and Peterson Ventures, as well as newcomers Rose Park Advisors and Wilson, Sonsini, Goodrich and Rosati. Strengthened board of directors with addition of Phil Dur, Managing Director at Investor Growth Capital, and Doug Dennerline, former President of SuccessFactors. Added more than 50 new team members. "2012 was an incredible year for HireVue. We grew the team, broadened the product suite, strengthened our financial position and helped customers realize remarkable results," said Mark Newman, CEO of HireVue. "We look forward to an even better 2013 as we transform the way people interact, enabling them to connect, tell their story and be heard - while helping organizations make smarter, data-driven decisions." "Serving as CEO of HireVue has been a great honor," said David Bradford, Executive Chairman of HireVue. "Mark has unmatched passion and entrepreneurial spirit for the business he has created and helped build. As HireVue continues into its next phase of growth and expansion, I'm thrilled to see Mark transition to take on the role of CEO. I'm equally excited to continue to lead the board of directors and shareholders as we capitalize on this incredible market opportunity." For more information on HireVue, please visit www.HireVue.com. For more information on career opportunities at HireVue, visithttp://hirevue.com/company/careers-2/. About HireVue HireVueTM, the global leader in on-demand, digital interviewing, is based in Salt Lake City, Utah. Their cloud based platform enables users to simply browse, watch, rate and share the interviews they want, on their own time - just like streaming their favorite movies - even from a smart phone or tablet. Recognized by HR Executive Magazine as a Top HR Product of 2012, HireVue's Digital Interview PlatformTM also helps improve interviews of all types, including in person, phone and video interviews. HireVue's CodeVueTM platform also powers technical hiring by combining the traditional HireVue platform with coding challenges that allow companies to more easily identify and recruit top technical talent. Digital questions, feedback and collaboration tools remove hassles and make interviewing up to ten times faster and nine times cheaper. Join HireVue customers like Starbucks, Nike and Wal-Mart who are making interviewing awesome. http://www.hirevue.com…; Added by Noel Cocca at 5:02pm on February 16, 2013

Comment on: Topic 'New tools for recruiters': either. The new Contacts, do have integration with other channels. - which is what makes them a fantastic tool. You can upload your gmail contacts, yahoo, etc. Some people have integration with FB and Twitter. There are tags, locations, etc. - it just sounds you to see them on your screen? There's search as well: Also, there's no need to pay for auto-updating, since each "source" has a "refresh" data which will trigger updating. If you really want so export, you could use a tool like Outwit Hub and get some data parsing and export (a junior software engineer should be able to write some javascript code to do that). The absolutely amazing thing is that we can search across this data, integrated into linkedin by the new "contacts" by bringing in gmail and other contacts. These searches will get find lots of LI data that we couldn't find before. Systems like TalentBin, Dice.com's OpenWeb, Entelo.com, Gild.com and HiringSolved.com are not able to do anything of this caliber. The main reason is that LinkedIn will get unhappy as soon as its data is mass-scraped and is used in other businesses. All of these systems try to include "some" linkedin data - but the truth is, the best they can do is dynamically lookup using a name. They may be also trying to accumulate some public profile data through Google's index data, but they all know it's dangerous. Roni Zapin said: Thanks Irina. As I stated in my first post, I was using the predecessor to the LinkedIn Contacts which was ConnectedHQ. This service allowed you to import all of your contacts from everywhere, and then update them with LinkedIn information. You could then, tag them and export them with tags, location, company name and title. You could mail them using Mailchimp or Constant contact.. Then, LinkedIn bought them, and it became the NEW LinkedIn contacts and now you have no integration with email vendors and when you export you can only get all of your contacts (not segmented) nor with tags, location, company or title (even though you probably imported most of that information to begin with!!)... This has been one of my pet peeves for the better part of a year now... and I have yet to find a solution to this.... If anyone can help me here, please let me know... I looked at Glenn's suggestions and while they are great systems, they seem to be geared more towards medium to enterprise companies.... Looking for something reasonably priced for the small shops. I have spoken with a number of small shops that are looking for the same thing... Again, not an ATS, but a CRM - passives/contacts combined with your candidates that you can stay updated on their current company/title/location and be able to sort/search and contact them when you have a suitable opportunity... Thanks!!!!Irina Shamaeva said: @Roni, Take a close look at the new LinkedIn Contacts. They are free for all and provide this desired functionality (similar to the expensive Talent Pipeline), big time. It's just a well kept secret at this time that they do. Here are some details http://booleanstrings.com/2013/06/11/5102/Roni Zapin said: Thanks Glen. I actually pay for LinkedIn Talent whatever they call it now (it was called something else when I started and I have migrated over when they launched the new platform). I also have a Basic LinkedIn personal account where I can connect to people. You cannot merge the info between these.. so while I can get job change updates on my 1st level connections sent to me daily from my personal account; my notes, resumes and tags and ability to send inmails are on my Talent account... Plus, even though I have and continue to upload data to the Talent account, you cannot export data from there, like a mailing list or your tagged candidates. On the personal account, now, when you do an export, all you get is name and email, where in the past you had gotten location and tags.... I guess what I am saying here, is I continue to import info and can't get anything out (from linkedin) and pay for the privilege of doing so... Unless I am not seeing something here, and please if I am wrong someone let me know... Glenn, I will look at the others you mention, as I have not yet.. One vendor told me their "get around" the linkedin API is to send a note (from the person signing up for their system) to each of their contacts asking them to give permission for their service to get updates from linkedin.. Glenn Gutmacher said: Roni, it's not exactly that LinkedIn "takes away elements" to do things, but they tend to migrate the really useful functionality to their paid platform. For example, re: your wishlist item of being able to auto-update your ATS (and other) contacts when they change jobs, search them via location, etc., LinkedIn offers that at no extra charge via Talent Pipeline -- but it is functionality that's only available to those with a LinkedIn Recruiter seat (approx. $7K/year). Besides the ones you mentioned and TalentBin mentioned by Irina, also look at Dice.com's OpenWeb, Entelo.com, Gild.com and HiringSolved.com. They (and an increasing number of other vendors) are applying algorithms to consolidate proliferating social data into individual people profiles and then giving you personal folders where you can store and tag candidates, email capability, and other CRM functionality. You'll see this topic discussed more and more in upcoming industry conferences, blogs and in forums like this. I recommend you also follow people like John Turnberg (who will present on Big Data in recruiting at October 2013's www.RecruitingTrends.com conference and Dave Mendoza (who consults in this space - see www.sixdegreesfromdave.com). …; Added by Irina Shamaeva at 6:15pm on July 13, 2013

Blog Post: Why You Should Never Hire the Perfect Candidate: As a recruiter, your ultimate goal is to find the ideal candidate with the credentials and experience that perfectly correspond to the position’s multifaceted requirements. You already…; Added by Meghan Doherty at 1:30pm on November 28, 2012

Blog Post: Top 3 Best Free Video Interviewing Software to Leverage for Your Recruitment

Do you know as early as 2010, there were already guides on how to conduct a video interview?

Before Covid 19, video…

Added by Ngan Pham at 10:49pm on December 13, 2020

Blog Post: Do You Know the Difference Between Ineffective and Effective Onboarding?: Added by Christine Marino at 10:22am on September 8, 2015

Blog Post: 2013 Candidate Experience Awards (@TheCandes) Recap: This year I had the absolute privilege to help The Candidate Experience Awards as a member of the…; Added by Chris Brablc at 5:08pm on October 17, 2013

Blog Post: Elevate 2015 - The World's Largest HR Virtual Summit - Roundup (Part 2)

Hello, readers!

Elevate 2015 Roundup – Part 2 is here! Again, if you do not know, Elevate 2015 is the world’s largest virtual…

Added by Ngan Pham at 1:46pm on December 1, 2015

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Blog Post: Smarter Automation in Recruiting and Sourcing: With recruitment technology becoming more and more sophisticated, innovators are looking for ways to help recruiters and sourcers better manage their time and automate many of the time-sinking…; Added by Chris Brablc at 4:51pm on October 18, 2012

Blog Post: 10 Awesome "Careers Page" Ideas You Might Have Missed: Most Careers pages are boring. As we pointed out last month, some remind you of a visit…; Added by Jason Webster at 12:30pm on March 7, 2013