I chose Covey's Augmented Sourcing over other tools because sourcing doesn’t have to be entirely on me. It's like having a sourcer doing work for me.
Kumospace is a developer of an online immersive video chat platform. Kumospace's platform facilitates users to connect people through video, voice, chat, and content sharing and provides the security of video conferencing, enabling users to host face-to-face videos and connect friends across various devices and locations in a single meeting.
Thousands of hybrid and remote teams use Kumospace today, some for more than five hours per day. Kumospace users can move around the virtual space to join private rooms with features like status messages and simultaneous screen sharing.
When Kumospace set out to hire its first few engineers, the hiring environment was extremely competitive, and salaries were sky-high.
Kumospace has huge ambitions for its products and so, the hiring bar at Kumospace is set high and non-negotiable, especially for engineering.
While Nikhil, the only recruiter in the company was actively outbounding to candidates, he was not able to keep up with the velocity and volume to fill the positions.
Instead of hiring another recruiter or sourcer that would have driven up recruiting costs, Kumospace needed a solution that was cost-effective and on-demand.
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An immersive video chat built for groups
facilitates users to connect people through video, voice, chat, and content sharing
Lightspeed Venture Partners Investors
Why Covey's Augmented Sourcing?
Having used different outbound recruiting tools before, Nikhil isn’t unfamiliar with recruiting tools. What made him sign up for Covey after a demo was this:
“Sourcing doesn’t have to be entirely on me. It's like having a sourcer doing work for me.”
Nikhil saw that he could set the outreach messages to candidates and adjust content and language whenever he wanted. That gives him full control over the candidate's experience. Everything else from then on ran automatically and he could respond to interested candidates in his inbox. That felt like a game-changer for him.
✅ Possible to have nuanced candidate search criteria
The search for outstanding software engineers was an iterative process. Nihkil started off with the following search criteria: solid engineers with good tenures in tech progressive companies. They were broken down into the following nuanced search criteria:
Covey started sending drip campaigns to approximately 80 candidates per week on behalf of Nikhil. After 2 weeks, the reply rates weren’t where they needed to be, hovering around 10%. He wanted the reply rates to be higher, in order to yield stronger interest rates.
The Covey team and Kumospace team regrouped and decided to loosen up candidate criteria to:
✅ Send-on-behalf-of feature
Besides that, the team also iterated to outreaching candidates as the CEO of Kumospace instead of just Nikhil.
With that, the result was a response rate of ~20%, an almost 10% increase, yielding approximately 3 to 5 interested candidates for recruiter phone screen per week.
If you've read up to this point, Kumospace is hiring.
Check out https://www.kumospace.com/careers.