Each role gets its own unique Workflow in Close. Our process is collaborative, and I’m working closely with the hiring manager, so new outbound candidates have already been green-lighted. From there, I use the Send As feature so that the emails to the candidate are sent directly from the hiring manager.
Here’s what a typical outbound Workflow would look like:
Run Outbound Workflows in Close
This is a piece of the recruiting puzzle where china telegram data keeping organized in this way pays off: Can you imagine trying to manually keep track of multiple outreach email threads with possible candidates?
Keeping track of these conversations (with minor automation that we fully customize) means no threads are dropped with could-be candidates, and no communication slips through the cracks. It helps us maintain a full view of recruited candidates (and helps me maintain my sanity, too.)
Close has been around for more than 10 years, and we’re focused on building a sustainable business. We have an advantage over other companies competing for talent. We’re not running out of runway and don't have fundraising challenges.
We have the privilege of thinking about recruiting in the long term. So, when we find a fantastic human we want to work with, but the timing isn’t good right now, we store them in our talent pool.
We use Custom Activities to track people who enter our talent pool. These might be referrals from internal team members, a person someone saw giving a great talk at a conference, or people we’ve interviewed who weren’t a good fit right now or ended up taking another job.
They’re not actively interviewing, and we’re not contacting them right now. Close gives us the flexibility to keep track of those people—and when we want to reach out again, we have all that context and historical communication stored in Close.
Here’s a real example: We initially talked to Todd Lewellen in 2019 for an engineering role. At the time, he took another job but left a great impression on us and ended up in our talent pool. Three years later, he contacted us about an open Engineering Manager role—and we hired him! Today, Todd is one of my favorite humans to work with. That’s the power of a strong talent pool!
Final Thoughts: Staying Organized While Hiring and Recruiting
I’m a context-heavy person, especially when it comes to recruiting. I want all the info and to understand everything that’s happening. Through this creative use case, we’ve found ways to use our own product so the whole team gets the context we need every step of the way.
Speed is everything. This is true in sales and hiring—great talent gets snapped up quickly. With our approach, we can quickly surface the right candidates and reach them where they are with intentional, efficient messages.