Staffing Software is an essential tool for your staffing firm. It allows you to build and maintain relationships with large pools of candidates and effectively manage the entire recruitment process. By utilizing specialized staffing software, your firm can eliminate manual data input and save essential time while still engaging with candidates. The leading systems, however, take a step further in that they automatically capture every interaction, every email conversation, store it, and organize it by client. With integrated staffing software, automation replaces your fingertips, saving you valuable time.
Use the following three considerations to guide you forward in finding the best system for your recruiting needs:
Does the software simplify your current recruiting process?
The purpose of quality staffing software is to improve your staffing and recruiting processes, not to complicate them. Bringing on new technologies should allow you to centralize all of your data, from job requisitions to employee referrals, into one accessible location. It should also provide your candidates with an easy, efficient way of applying for different positions.
As you consider staffing software, it is important to find a system that can streamline and organize your recruiting workflow through automation, allowing you to handle a large volume of candidates without hefty amounts of paperwork. You should also ensure that its functionality will improve communication and foster a better alliance between your organization’s recruiters, hiring managers, and prospective applicants.
Can the software be integrated with your website and all other recruiting platforms?
A crucial component of staffing software is its ability to integrate with your business platforms, including your website, email, and social media accounts. As a result, you want to ensure that your system can serve as a platform for mobile and cloud computing, unified communication, and social networking.
Social media has become an indispensable tool for recruiting firms. By having a system that can integrate with these accounts, you can better equip your firm to post jobs, source candidates, share content, engage followers, and build relationships through all outlets of communication and outreach.
Will the staffing software improve the candidate experience?
Much has been said within the industry about how fostering a positive applicant experience can lead to a higher caliber of candidate. The best applicant tracking systems provide an easy-to-use platform for both the recruiter and the candidate. Friendly front-end usability eliminates roadblocks between you and your candidates and improves the overall image of your employment brand.
Does the software provide scalability for the future?
Those who invest in staffing software and technologies benefit from a system that is built for the future. When choosing the right solutions, you should focus on not only ensuring the system works for you in-the-moment but also on ensuring that it’s flexible enough to accommodate unforeseen necessities down the road. Customization and smooth integration offer built-in insurance so that whatever successes and growth you experience, your staffing software adapts to meet your needs.
Being the owner of a staffing agency requires you to sacrifice your own time and risk your own money, which isn’t easy. Sure, being your own boss is appealing ―you get to decide who’s hired on your team and what hours you want to work ―but the role also comes with plenty of responsibility.
One inevitable challenge that all business owners must face is choosing the right strategic partners to keep the company running smoothly. This includes talent, investors, and even vendors that provide the products and services you need to compete in the market.
Software for staffing companies has come a long way over the past ten years. Once dominated by on-premise, custom, homegrown solutions, the recruiting software landscape has matured. Staffing companies have turned to cloud-based systems that provide more flexibility and speed.
Recruiters want to move fluidly through their recruiting system without losing their place as they go from candidate to candidate, candidate to client, and phone call to email, which requires a fully end-to-end solution with both an applicant tracking system and CRM solution.
Other features that might be included in an advanced staffing solution include a:
Back Office Solution ― A back office solution allows users to automate manual tasks such as time and expense submissions. Users can also send invoices on-the-go and get client approvals faster, while eliminating frustrating and expensive human errors.
Social Recruiting Tool ― Last year, Bullhorn’s Staffing and Recruiting Trends report found that the greatest opportunity for recruiting firms was “access to passive candidates via social media.” A social recruiting tool helps recruiters leverage their social networks to source candidates and identify potential movers more efficiently.
Mobile Recruiting Software ― Mobile recruiting software gives staffing firms further advantages by allowing them to enter data on the road and view client or candidate information before or during meetings, at their fingertips.
Reporting and Analytics ― Recruiting firms generate a ton of data every day, but the data alone isn’t useful without a full analysis behind it to help provide your team with insight into which business processes are working and which aren’t. A reporting and analytics tool can help improve data quality and give you a better understanding of your team’s strengths and weaknesses so you can build a healthier business.
Staffing is an ultra-competitive industry. Choosing the right staffing software partner is like getting married. Does the vendor understand your business? Is the relationship going to make your business better? These are some of things you should ask yourself when evaluating staffing company software. If the vendor is not one to which you’d want to be married, then you probably shouldn’t partner with them.
Today’s staffing firms require innovative software that enables them to respond quickly to changing market conditions and new developments. Many of the applicant tracking systems (ATS) and recruitment CRM solutions that vendors offer are not built with an architecture that is flexible and powerful enough to support the agile framework staffing companies demand.
Multi-tenant architecture, which is widely used in cloud computing and software-as-a-service (SaaS) solutions, uses a single instance of software to serve multiple customers (tenants), while keeping each user’s data separate, safe, and secure.
Staffing software solutions that do not use a multi-tenant architecture have separate instances of their application and data for each user, making it harder for the vendor to maintain and slower for them to update, which explains the growing popularity of cloud-based solutions.
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SVP Product, Executive Search
As Bullhorn’s SVP Product, Executive Search, Richard drives the company’s product strategy and initiatives for the executive search sector and the Invenias product. Richard joined Bullhorn as part of the Invenias acquisition in 2018, where he one of the founders and spent 14 years as the Chief Product & Technology Officer and a Board Director. Richard brings over 25 years of business, technology and product leadership, with broad industry experience that spans the full spectrum of the staffing industry, with specific focus on executive and retained search. Prior to Bullhorn, Richard was central to the successful growth and development of the Invenias business globally, from its inception to becoming the market leading provider of executive search software.
Executive Vice President of Enterprise and Salesforce
Ryan Murphy is the Executive Vice President of Enterprise and Salesforce. He began his 10-year career at Bullhorn as a finance and sales intern, affording him a 360-degree view of the software-as-a-service industry and Bullhorn’s business model. Prior to his current role, Ryan served as an Enterprise Account Executive where he honed his customer-first leadership style and championed Bullhorn’s offerings to its most strategic clients. Today, Murphy is charged with leading the enterprise strategy and go to market for both Bullhorn and Bullhorn for Salesforce, enabling customers to maximize their investments on both platforms and deliver an incredible experience to their customers and candidates. Ryan has a Bachelor of Arts in Business Administration from Boston University.
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President and Chief Technology Officer
As President and CTO, Matt leads Bullhorn’s architectural, technical, and software design and development efforts. He also directs the product management team’s work defining product strategy, and global customer support and success. Since joining Bullhorn in 2004, Matt has held a variety of leadership positions managing the growth of various technical and services teams, including Vice President of Professional Services. Prior to Bullhorn, Matt worked at PricewaterhouseCoopers, specializing in systems process assurance for such companies as Fidelity and State Street Global Advisors. Matt holds a Bachelor of Science in Business Administration with a concentration in Finance from Boston University’s School of Management.
SVP, Customer Success
As the Senior Vice President of Customer Success, Tamsyn leads Bullhorn’s Services and Customer Success teams. She is responsible for the successful delivery of all products and services globally and is committed to creating and maintaining incredible long-term customer experiences in the Candidate to Cash process. Tamsyn has been delivering implementations for over 25 years with companies such as SAP, Ariba, Zuora and Apttus: specializing in HR, Payroll, Procurement and Quote To Cash capability. She trained as a software engineer after studying Maths, Statistics, and Computing in England.
SVP, Client Services & Support
As Senior Vice President of Services and Support, J.R. leads global client services, professional services, and support for all Bullhorn product lines. J.R. directs both the company’s customer service and professional service efforts around the world, engaging customers throughout all points in the customer journey, both proactively and retroactively, and delivering incredible customer experiences via transactional interactions and client engagements. He brings a broad range of customer service leadership skills and experience to the company, spanning performance management, employee and leadership development, organizational design, and strategy, all of which align to a focus on driving an incredible customer experience. Prior to joining Bullhorn, J.R. led call center optimization efforts for AT&T Mobility, directing the call center strategy for more than 100 contact centers. J.R. has spent 20 years working in the contact center space and held a number of key leadership roles prior to joining Bullhorn.
Founder & CEO
Art Papas is the Founder and CEO of Bullhorn, Inc, the global leader in software for the staffing & recruitment industry. Art was the original architect of Bullhorn’s flagship Customer Relationship Management (CRM) system, which now helps more than 8,000 companies around the world run their businesses. Art is the Chairman of the Board at Career Collaborative, an organization that teaches unemployed and underemployed adults how to build careers that change lives and strengthen families. In 2014, Ernst & Young named Art an EY Entrepreneur of the Year Award Winner in New England. Prior to starting Bullhorn, Art started his career as a software engineer at Thomson Reuters. Art is a graduate of Tufts University, holding a Bachelor of Science degree in Mathematics.
SVP, Workforce & Revenue Cloud
As Bullhorn’s SVP of Workforce & Revenue Cloud, Ed drives the company’s middle office strategy and overall product offering. Ed joined Bullhorn as part of the Peoplenet acquisition where he spent 7 years as the President/CEO leading up to the acquisition in late 2017. Prior to joining the Bullhorn family, Ed has spent his career designing, building and managing technology solutions for numerous Fortune 500 companies. He has been a Partner in an ERP-focused consulting firm, a CIO for a global pharmaceutical company, a supply-chain leader for a retail company and the leader of a services company from its inception to $50MM in revenue. Ed was born in Florida but has spent the last 20+ years in Atlanta, GA. Ed loves to play golf, tennis and basketball and occasionally gets out kite boarding when the wind is just right.
Ed holds a Bachelor of Science in Industrial and Systems Engineering from the Georgia Institute of Technology and an MBA from Goizueta Business School at Emory University.
Vice President of Product
Jonathan Novich is Vice President, Product for Bullhorn, the global leader in CRM and operations software for the recruitment industry. A staffing technology innovator, he has developed broad and deep product and technical experience consulting to staffing firms over the past 15 years. Jonathan has acted as an independent consultant for some of the largest staffing companies in the world and advised companies on acquisition targets. At Bullhorn, he oversees product initiatives as more than 7,000 staffing companies rely on Bullhorn’s cloud-based platform to drive sales, build relationships, and power their recruitment processes from end to end. He graduated with honors from Princeton University, earning a Bachelor of Science in Engineering in Computer Science and a certificate in Operations Research.
Brian Sylvester is Bullhorn’s Chief Financial Officer (CFO) with more than 15 years of financial leadership experience. Brian leads Bullhorn’s financial, accounting, and legal functions. Prior to becoming CFO, Brian spent three years at Bullhorn in various finance & accounting roles. Prior to Bullhorn, Brian was Corporate Controller at Pegasystems, a global provider of business process management software where he scaled the finance organization during a period of 2.5x revenue growth. Brian began his career at PricewaterhouseCoopers in their technology audit practice.
Brian is a CPA in Massachusetts, has a Master’s of Science in Accounting from Boston College and a Bachelor’s of Science in Accounting from Bryant University.
VP of Alliances and Business Development
Nina Eigerman is Bullhorn’s VP of Alliances and Business Development, responsible for the company’s technology and services partnerships. Prior to joining Bullhorn, Nina ran the Business Services practice at G2 Capital Advisors, helping agencies and their providers with capital market transactions. Earlier in her career, she was the President of Aquent Solutions and a consultant with McKinsey & Company. She also ran a full desk at a-connect, a global strategic staffing firm. Nina has a Bachelor of Arts from Harvard College and graduated from the MIT Sloan School of Management.
Executive Vice President of Corporate Development and International
Peter oversees Bullhorn’s international operations across EMEA and APAC in his role as Executive Vice President of Corporate Development and International. Peter joined Bullhorn in 2009 and was responsible for its highly successful UK launch. In addition to growing the international team to over 50 staff and establishing Bullhorn as the UK’s market leading recruitment software in fewer than three years, Peter has expanded Bullhorn’s reach into EMEA and APAC and achieved a user base of more than 10,000 international users. Prior to taking on the launch of Bullhorn in the UK, Peter spent 20 years working in the recruitment industry and held a number of senior director roles before moving into the technology space.
Chief People Officer
As the Chief People Officer, Kim is responsible for driving a highly effective people strategy, leading global talent acquisition, and directing training and learning programs while ensuring an engaging culture. Kim brings over 20 years of human resources management experience to Bullhorn. Prior to joining Bullhorn, Kim worked for Harvard University as the Director of Organizational Effectiveness and for E Ink Corporation as the Director of Human Resources. Kim started her career in the staffing industry as a recruiter placing temporary employees. Kim graduated magna cum laude with a Bachelor of Arts in Psychology from Syracuse University and has an Master of Science in Industrial/Organizational Psychology from Rensselaer Polytechnic Institute.
Chief Revenue Officer
As Bullhorn’s Chief Revenue Officer, Mike drives the company’s global revenue growth. Mike was one of the first 15 team members of Bullhorn Inc. in Boston and relocated to London in 2010 to start up the International team. In his 6 years in London, Mike drove regional expansion into the Netherlands, Germany, Singapore, and Australia. He has supplied cloud-based solutions to recruitment consultancies in over 50 different countries worldwide for the past 10 years. Mike was born and raised in the Boston-area where he grew up an avid sport fan. He earned his Bachelor of Science in Business Management from Babson College.
Chief Marketing Officer
As CMO, Gordon Burnes directs the company’s marketing and business development efforts, including product marketing, demand generation, PR, branding, creative, and Bullhorn Marketplace. He brings a broad range of skills and experience to the company across the product, marketing, sales, and business development functions to help drive growth. Gordon was previously the IBM executive in charge of worldwide marketing for the Risk Analytics group, which became the leading provider in the industry over the course of his tenure. Prior to IBM, Gordon ran marketing and business development for OpenPages, which was acquired by IBM in 2010. Gordon has a Bachelor of Arts in Anthropology from Harvard College and an MBA from Columbia University.