Talent Acquisition News

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Indeed Agrees To Acquire ZapInfo

We’re excited to announce that Indeed, the world’s #1 job site, has signed an agreement to acquire the assets of ZapInfo.

Indeed’s deep understanding of employers’ recruiting technology needs combined with its existing relationships with key partners will allow us to further expand and grow our capabilities.

We believe joining Indeed allows ZapInfo to continue to provide value to clients, allowing them to take advantage of many of Indeed’s products, such as Indeed Resume, along with the ability to Zap Indeed applicants quickly into most integrated ATS and CRM's.

While in the past ZapInfo was primarily a paid subscription service that enabled Zapping contacts and candidates from several online sources, after the acquisition the Zapinfo technology is intended to be a free resource that can be used by nearly all top ATS/CRM users to automate the recruiting process between their ATS/CRM and Indeed’s product suite.

We’re proud of how ZapInfo has become used by thousands of recruiters to save them hours of time, automating the searching, finding, extracting, engagement and delivery of candidates into their platforms so they can accelerate the recruiting process. We're very excited to align these benefits with Indeed's powerful solutions to drive better results as the economy recovers and the world returns to work.

Thank you to all of our clients. We look forward to the innovations that we believe the world’s #1 job site will bring to the recruitment automation tools created by ZapInfo.

Exclusive: Recruiting Startup Apploi Buys Healthgig

Recruitment platform Apploi has acquired credential management startup Healthgig, the company exclusively told Crunchbase News.

Apploi’s platform helps organizations find and recruit talent, communicate with potential new employees, and work through offers and the final steps of hiring. The company has been getting deeper into the health care space over the last year, including adding former Everyday Health CEO Ben Wolin to its board of directors.

More than 3,000 health facilities across the United States were using Apploi for recruiting and hiring. When the COVID-19 pandemic broke out in the U.S., health facilities were trying to rapidly hire and onboard health care professionals. But credentialing–making sure licenses, medical information, etc., are current–in particular was a pain point that needed standardization and efficiency.

“We have a lot of companies using us for recruiting and onboarding, so the next kind of step in the puzzle is adding credentialing,” Apploi CEO Adam Lewis said in an interview with Crunchbase News.

Efficient, accurate and timely credentialing is important in an industry as regulated as health care, and failure to keep tabs on things like license expirations can lead to large fines. Apploi began looking into the health care credentialing space and came across Healthgig.

“With  the pandemic, our customers were rapidly hiring. …We just kept seeing that this was a major issue,” Lewis said. “There were people wanting to work, and obviously jobs had huge demand, but the tracking of the process was not great.”

The company declined to disclose the acquisition price. Healthgig CEO Pritma Chattha will be joining the Apploi team as vice president of health care innovation, Lewis said, and Apploi will be assigning about five of its own team members to work on the Healthgig product and integrate it into Apploi.

Healthgig marks Apploi’s first acquisition, and Lewis said the company is open to buying other startups that could help it innovate health care. The goal for Apploi is to be the “dominant tech solution” for recruiting health employees, he said.

Apploi, which is based in New York and was founded in 2014, is backed by investors including Andrew Heyer and Defy Partners, per Crunchbase. It last raised money with its $5.2 million Series B in January.

SAP, OWNER OF FIELDGLASS VMS, LAUNCHES EXTERNAL MARKETPLACE

Software maker SAP SE (NYSE: SAP), which owns the Fieldglass vendor management system, today announced the launch of SAP Fieldglass External Talent Marketplace, a solution to help organizations quickly find and hire temporary workers. The new solution is available in the US at no charge through the end of the year.

SAP Fieldglass External Talent Marketplace provides a single, central place where businesses looking for temporary workers and staffing firms with vetted candidates can connect to more quickly fill open jobs, according to SAP. The marketplace enables hiring organizations to tap into a large pool of temporary labor, while staffing firms can find more opportunities to put people to work.

SAP is tapping into existing partnerships with managed service providers with staffing firms that are already part of SAP Fieldglass External Talent Marketplace, including Adecco; Experis, a ManpowerGroup brand; Guidant Global and its staffing affiliates S.com, Corestaff and SRG; KellyOCG; and Randstad US.

Jobcase Raises $30 Million in Funding; PSG Takes Majority Stake with Workday Ventures Joining as Strategic Investment Partner

Jobcase Inc., a career-focused social media platform that aims to be the LinkedIn for workers without college degrees, announced a new capital investment. Providence Strategic Growth acquired a majority stake in the company and Workday Ventures participated as a strategic investment partner.

The investment includes $30 million of primary capital, which will be used to accelerate Jobcase’s product development, member services and employer partnerships. In addition, Jobcase is joining the Workday Software Partner Program.

The funding will transition controlling ownership of the company to PSG (which was the lead investor in a $100 million growth equity funding round for Jobcase in February 2019), Workday Ventures and existing investor Savano Capital Partners; long-time shareholder Link Ventures will exit.

The investment and partnerships will also support Jobcase’s recently released features including virtual hiring events and an onsite unemployment resource center.

Jobcase counts more than 110 million registered members and 20 million monthly active unique users. The company was profiled earlier this year in a Staffing Industry Review magazine article written by John Nurthen, director of global research at SIA. It noted the company had raised $118.5 million in equity capital since February 2018.

Teal, with $5 million in funding, looks to help people land a job

Teal, a platform that looks to help people land jobs that they love, has closed a $5 million seed round, which was led by Flybridge Capital, with participation from Lerer Hippeau, Corigin Ventures, Aleph, Oceans Ventures, High Output, AVG Basecamp and Kairos Angels.

Teal launched in November of 2019 with a system that did all of the heavy lifting for people seeking jobs, including resume consultations, searching listings and sending application information to the right people. Essentially, Teal handled everything but the interview.

Since launch, the company has made a slight pivot to a product that’s more scalable, called Career Assist.

Co-founder and CEO Dave Fano explained that, with the original product (called Career Agent), there was a group of people who were very clear on what they wanted and saw great success on the platform. But there was also a group of people who were unsure about their career path that Teal was spending a tremendous amount of time and energy on, and they still weren’t seeing success.

“There was something kind of flawed in this model in that the people that want us the most and will pay us for the longest are going to be the least satisfied,” said Fano, adding that Career Agent was built more for job-hopping than helping people who were unemployed find a job. “So we decided to take all the learnings we’ve gotten through Career Agent and understand where things repeat and where there are inefficiencies that don’t get identified on an individual basis. When you do that for many people, you can start to identify those patterns.”

Career Assist is a curriculum that allows cohorts (of 20-30 people) to learn the best possible process for finding and landing a job they want. It includes a four-week workshop (eight classes in total) guided by experts who lead live sessions around everything from writing a resume to how to send in that resume (to the right person) to interview skills.

According to Fano, applying for a job through a website is one of the worst things you can do. Instead, applicants should find the head of recruiting or HR and send them a direct email. There are also plenty of tactics, gleaned from the sales playbook, that increase an applicant’s chances of hearing back on an email.

Teal looks not only to give job-seekers a better, more interactive playbook for landing a job, but also pairs its members with other members who are going through the same thing, to offer emotional support and empathy during a time where people desperately need it.

Career Assist was originally launched for free, but has since moved to a paid model, costing users $149 for full access to the four-week program. Since April, more than 200 people have landed new jobs after going through the course.

Fano, a serial entrepreneur who sold his first company, CASE, to WeWork, has a much broader vision for Teal than getting a job. There are many situations over the course of a person’s career where they can benefit from guidance and expertise, such as negotiating contracts, asking for a promotion or a raise, or resigning.

Teal wants to stay with workers throughout the entirety of their career to help them navigate these more challenging situations.

Teal plans on using the funding to continue growing the team, which is currently at 12 people, with a 50/50 split between men and women.

Fano says that one of the greatest challenges for the company is also one of its biggest opportunities. He explained that most people think they need an individual, bespoke career coach because of the general complexity of individual careers.

Fano believes that by combining resources that exist with data from its existing user base, Teal can cover a broader set of situations and circumstances for people than an individual coach may be able to while still being able to give specific advice from this collective data set.

“Building up that data set is one of the bigger challenges, and that’s why these things don’t exist,” said Fano. “But that’s also why we’re taking the approach that we are, focusing on things that don’t scale, and so far we’ve seen that people are very willing to interact with us because we’ve shown we’ve got their best interest at heart.”

He added that the company has no interest in becoming a B2B tool that sells into the HR department, but rather wants to focus on the end consumer.