Having built a tight community of global freelance recruiters over the past year or so leads to a ‘no brainer’ for us – leveraging the power of crowdsourcing talent from diverse recruiters all over the world. Why does it work? What’s the magic?
Well besides the obvious ‘two heads are better than one’, diverse inputs drive superior solutions! We use smart dispatching of our jobs to ensure that we have recruiters from every part of the globe sourcing for your new talent.
With a combination of recruiters & domain experts, we’re a solid choice to help you hire the best! Domain experts help filter through the crowdsourced profiles to select only the top-tier prospective candidates.
It’s one thing to get the requirements right but it’s even better when you have an expert with several years of experience within that domain filtering your possible candidates.
Technology with a ‘human touch’
Visage- an online hiring platform to put simply. But we have mastered the art of the perfect combination of AI and ‘the human touch’
Your entire recruitment experience is fast, online and high quality. You can trust us to be there every step of the process.
A diverse workplace supports greater creativity, productivity, and innovation. This is why diversity is important for businesses.
Our growing community of international recruiters allows for a greater and more diverse reach of potential candidates to create a strong pipeline with underrepresented groups based on gender, ethnicity and veteran statuses.
The role of successful employers is to be inclusive. The role of Visage is to provide the diverse pipeline!
A kick ass team!
Not only do we promote diversity in your workplace but also in our workplace. As a diverse team, we are driven and steered in the right direction for success. Building your team for success is the first step to ensuring your clients are successful. We promote our team members to grow and experiment and discover their passion. This leads to a team dedicated to finding you your next team member.
Visage is extra proud to celebrate International Women’s Day this year with the introduction of our new Diversity service offering. Creativity, productivity, innovation and, in turn, greater success comes from a diverse workplace. It is our mission to help our client’s foster diverse and inclusive teams within their organizations.
Learn more about our mission at: https://visage.jobs/diversity.html
So here you go, you finally got Dave to join your startup. Dave is a full stack developer and knows his stuff. After graduating with a top computer science degree, Dave joined Twitter’s graduate program where he got to work with the latest technologies and super smart guys. 9 months after, he then got an offer from Pinterest he couldn’t refuse to work on their in-app messaging system. 6 months in the job, Dave did a fantastic job leading a small team to a Beta version.
You’ve met Dave at Demo day and got fascinated by his career so far and track record. You had numerous questions on his technological prowess. Dave responded diligently even showing interest in your startup and product. This is when you dare to ask the question: “Dave, we happen to be looking for a top full stack to help us build Twitter meets Pinterest meet Education”. To your surprise, Dave is keen. You immediately arrange an interview with your co-founder. You and your co-founder both have extensive experience in Education and have a vision to revolutionise how information is shared within and between universities. Interview goes superbly well and you make an offer to Dave slightly higher than what he gets at Pinterest to justify the move. With this new hire, you have about 5 months of running rate before you spend all the co-founders personal money.
You live the dream for the first few weeks. Dave seems busy. He definitely puts the all nighters considering how tired he looks when you meet for follow-up meetings. Four weeks later, you ask Dave to show his progress and he walks you through some incredibly complex lines of code. He seems confident you will have a MVP in three months. Two months later, the co-founders invite Dave excited to see a demo of their Beta. Dave asks for three more weeks as he has encountered some unexpected technical challenges. The co-founders get increasingly worried so they call in a friend who happens to be head of engineering in another tech startup. They show the app progress on Github. This is when the friend breaks the news: “This has been made by a dog. This is nowhere near a MVP. You can throw it all”. Five months have passed and they are back to square one. The co-founders have spent all their money and have nothing to show for it.
“This has been made by a dog. This is nowhere near a MVP. You can throw it all”.
If the co-founders had checked Dave’s references, they would have known he is not the world class full stack developer he’s pretending to be. The reality is that Dave cheated his way through Twitter graduate program. He got sacked but was clever enough to land a job quickly at Pinterest who at the time didn’t have stringent tests and reference checks. When the co-founders spoke to Dave, he had already been sacked by Pinterest for always showing up late and most of the time drunk.
The reality is that Dave cheated his way through Twitter graduate program.
Checking references is a tedious job. I believe we don’t do it as we are unconsciously scared to see what’s under the bonnet. It takes so much time and effort to attract someone who ticks the boxes. We usually end up with only one contender. We want to believe she is just the right one! But here is the reality, checking references is probably the most important thing you will do when you hire.
Checking references is probably the most important thing you will do when you hire.
Checking references means calling up people the applicant has worked with. Ideally three people the applicant has given the contact details of and two people in your network who might know her. It’s got to be a conversation (not an email with the usual questions). Ask things like “Why did she leave the company? What didn’t you like working with her? Would you hire her if you started a startup? How did her performance compare with other team members?”.
“Why did she leave the company? What didn’t you like working with her?”
If you ask the right questions and look for clues, it would give you a great insight about the applicant. It will even help you work with her as you know her strengths and weaknesses and personality traits.
Names, companies, characters, places and incidents either are products of the author’s imagination or are used fictitiously
Joss Leufrancois is the founder & CEO of crowdsourced recruiting platform for startups, Visage. He has worked for 10 years recruiting in Europe, the US, South America, Asia and the Middle-East.
Remember how you recognized early on that renewable energy was the wave of the future? That’s why you’ve put yourself in a position to be at the forefront of this trend. Whether it’s solar, offshore wind or any other form of renewable energy, the industry is expanding so quickly, in fact, that it can be difficult to find green energy talent.
Visage helps you fill your renewable-energy jobs with people that are not looking. Passive talent makes up 75% of the talent market. Our platform helps clean energy employers connect with this talent instantly.
Crowdsourcing “Green” Talent
At Visage, we take the time to find the best candidates for renewable-energy jobs and put them right in front of you. We know how hard it can be to find suitable green energy talent. After all, more than 200,000 people already work in the solar industry alone. Even more impressively, experts expect this number to double by 2020.
It’s not just solar energy that’s experiencing growth though. In fact, 2015 saw the largest annual increase in renewable electricity in history. The only unfortunate aspect of this growth is the fact that it leads to a shortage of green energy talent as more renewable-energy jobs become available.
Leading the Way in Green Energy Talent
Cities all over the world are working toward increasing their renewable-energy capabilities, but the San Francisco Bay Area is leading investment in green tech. Unlike some other areas, they’re focusing on more than just one or two sources. In fact, the city hopes to reach the 100 percent renewable-energy mark through solar, wind, biomass, biofuels, geothermal and hydro-powered electricity.
Regardless of your company’s location, you can connect instantly with the best green energy talent through the Visage crowdsource model. You’ll have access to our specialists, who will crowdsource up to 250 candidates and handpick the 10 with the best qualifications for your position. Forget about taking a chance with job boards or recruiting agencies: You’ll find the best green energy talent through Visage every time.
Renewable Energy is Here to Stay
While the implications of the 2016 U.S. election may have you worried about the future of solar and other renewable energies, you can put those worries to rest. The National Renewable Energy Laboratory, or “NREL,” stated that “64 percent of electricity-capacity additions in 2015” were renewable sources.
There was once a time when policies could prove detrimental to the renewable-energy industry, but that time has passed. Economics alone will keep the growth in green-energy sources going strong, so it’s time to find the best-possible talent for your business.
If you’re ready to make your job easier, then let Visage help you recruit and hire the best green energy talent out there. Reach out to recruiters at Visage now, and you could have your next stellar employee in about three weeks.
As Customer Success Manager for Visage, my main objective everyday used to be: Make sure every client is happy at the end of the day, eager to come back and spend more. Simple right? Well it’s not really that simple.
As I have grown into my role, I have learnt that CSM involves a variety of processes but most importantly, it involves forward thinking – prevention is better than intervention! This is my main objective everyday now.
This means it is not necessarily the client that you are focusing on everyday, but rather the processes of the company and product that facilitate client engagement and experience. Be curious – test and track everything!
Recently, I have learnt that there are 3 main areas to work on:
Success and Product Value:
As a company and team you need to clearly define, understand and promote what success is for the client. Do not be afraid to remind your clients what you promised and delivered. This is a vital step (and often completely missed). Reinforce your value: go back and tell your client what you promised, what you delivered and the value you provided. This is where we lost the mark – we did not even know ourselves what success for the client should be. This isn’t a bad thing, as long as you can recognize that and correct it.
Effective Client Mechanisms:
CSM requires you to constantly learn and to put yourself in the client’s position. A client is 85% less likely to return if they need to provide a lot of effort for the service! To relate this to recruitment and our product – we aim to remove the pain of cost, time and effort, so why implement a long and drawn out feedback process for your clients that you are trying to save time on in the first place? This was our major downfall. We expected our clients to constantly critique each candidate along the way. You need to bring out your innovative side and think about a process that requires little effort but is still effective for you to provide what you promised.
A very important and surprising lesson I learnt recently is that CSM is not my job, but rather the entire team’s. It’s an operating system! As Customer Success Manager, you need to ensure your entire team is aligned and synced on every aspect of the product and process. Every team member is accountable for CSM, from the CEO and CTO to each freelance recruiter we have. Involve each team member in your ideas and the progress of each client – you will be pleasantly surprised at the input and value each one can add to the ultimate end goal – a happy and returning customer!
Overall, as a Customer Success Manager I encourage myself everyday to step out of my comfort zone and to take on functional roles that drive and deliver high product value. In fact, this blog post was one of my biggest challenges!
Jeanita Artz – Physical therapist turned start-up enthusiast and Customer Success Champ! Crossfit addict and a great cook.
It’s no secret, finding a good developer is a heck of a complicated and tedious task. When we raised our last round, I found myself in the situation of using our own platform to find a kickass lead developer with a very short timing. Although I built the platform from scratch, I only relied on metrics and users feedback to know if it was any good… Not only I found a great engineer but I nailed the hiring in 3 weeks.
Here is my use case on how our developer search went and what made it successful.
Numbers, numbers everywhere
First of all, I registered as an employer on our own platform. I posted a job in minutes like on any job board (but it is not). I did two important things though:
In the job description talked only about our values, the challenges we want to overcome and the perks of working with us IN THAT ORDER
I answered to very specific questions of what would be the ideal candidate. I needed a kickass lead developer used to work with the classic MEAN stack, a quick learner, a great team player etc. I am synthesising but it was way more specific than that, I know I could afford it because Visage was gonna look at hundreds of candidates for me.
I was provided with 10 developer profiles as a sample. Some were OK some were not, took me 10 minutes to approve the 4 I liked out of the sample to clarify my search.
Here is what I saw 48 hours after :
9recruiters submitted candidates on my job opening
248 profiles were submitted by our freelance recruiters
63 profiles were approved by an actual developer for my job opening
All these 63 perfect fit were provided with a “call for interview” email that I previously prepared specifically for them. In the meantime, I was able to review their profile on the app. Here is how the email campaign went:
After gathering their commitment, the app automatically provided me with the best 15 interested and suitable candidates, I interviewed 10 of them. The most difficult part was to know which one I was gonna make an offer to because I had 4 really good candidates. I hired 1 and kept in touch with 2 others that I will surely contact when we raise money again.
No one can say if I could have made a better hire. But what I know from experience is that it’s the first time that I had the feeling to “be lucky” 4 times in a row. Interviewing 4 people that share the same values as us, that are exactly doing what we need and have the right experience.
And seeing the process I can tell it has nothing to do with luck, it’s all about numbers and people skills.
There were 9recruiters, 250 profiles involved in the search on every possible medium over dozens of countries.
All these profiles were reviewed by a developer that understood my requirements for this job and it allowed him to pick the most suitable candidates.
I only talked to people that understood my challenges and requirements for this job. I was able to show them the true nature of the company and by being handpicked, they saw the interest I had in their profile.
All of that in 3 weeks, my cost per hire was ridiculously low, and I have 2 other good interested developers ready to join me next.
Of course, I could say that if it worked really well for me it doesn’t prove that it works all the time. But I really believe that this is nothing magic, just a smart process that can work for every case. It’s just about dispatching the right job to the right recruiters and expert. And this is something that our machine learning algorithm is already training for 😉 .
17% of recruiters worldwide are freelancer or independent. The trend has accelerated dramatically in the recent years with millennials in pursuit of more flexible work arrangements. Visage, a crowdsource recruiting platform is surfing on this trend to revolutionise the way recruitment is done. See how here: https://www.youtube.com/watch?v=e3vIM_sXHgE
Visage now counts 1,000+ Freelance recruiters earning cash referring candidates for hundreds of employers. Unlike all the other recruitment referral schemes, Visage pays for every suitable candidate submitted on the platform. No more waiting for the remote possibility your candidate gets the job.
Our top recruiters make $500 a week. It represents a constant source of revenue for them. They manage their time and make money leveraging on their recruiting ability and network. These are their testimonials:
“The recruiter has to be very focused, detail oriented and to perform meticulous scan of the cv”
1. What is your Personal background?
I have been working as a recruitment and staff selection manager for more than 8 years. My field of interest is mainly hospitality and tourism industry but I have also dealt with selecting various positions in the IT, youth counselling, administration, storage, casino, sales, entertainment etc. departments.
2. Why do you work with us?
I love finding the best person for the right position. The responsibility of the recruiter in finding the most qualified staff for a company influences the future operations and success of a company as well the personal life of the selected candidates. Visage provides the possibility for people to find their dreams come true job and I am happy that I can contribute to it.
3. What is your experience so far?
Working for Visage has been exciting and challenging. The recruiter has to be very focused, detail oriented and to perform meticulous scan of the cv in order to be certain that candidates meet the position requirements. It is a real pleasure when the validated candidates confirm their interest in the job offer and they are looking forward to the new professional opportunity. The successful match making outcome is very rewarding and I love the fact that I have contributed to a successful business story.
“It is an awesome opportunity to make extra income and that too with uncapped potential of earnings.”
1. What is your Personal background?
I am a Recruitment Professional with 9 years plus diversified experience of managing complete recruitment cycle, account management and business development in local and international markets. With hands-on experience of recruiting for vertical sectors such as Real Estate, Information Technology, Oil & Gas and Telecommunications, I have worked with Middle East ( KSA, UAE and Qatar ), UK and USA markets. I have got exposure of working with the market leaders in their respective industries, few of my prestigious clients were Q-Tel ( Qatar ), Du Telecom ( UAE ), Visionet Systems ( USA ), Nasco ( UAE ), Sainsbury ( UK ), American International Group and British American Tobacco
2. Why do you work with us?
Visage is future of recruitment with a unique concept of working with freecruirters. Hundreds of specialized recruiters within their respective fields work simultaneously on an open position and use their diverse skill set to engage the most appropriate talent in market.
3. What is your experience so far?
Visage makes me learn every day, they are a team of superstars to work with. It is an awesome opportunity to make extra income and that too with uncapped potential of earnings.
“they pay a competitive rate for each candidate referral and I get paid every week.”
1. What is your Personal background?
I am a graduate of BS Psychology way back 2012 and used to work in Manila for a year as an HR, after that, I move to Dammam, Saudi Arabia in 2013 and worked as an HR Assistant until May 2015.I have passion in recruitment as it allows me to discover more about the resources of people and variety of jobs available in market.
2. Why do you work with us?
I work with visage because they pay a competitive rate by referral, depending on performance delivered every week. Also, the opportunity to work with experts is really great.
3. What is your experience so far?
I am having a great experience with experts. I like it when you communicate by email instead of phone. I realised in my experience that we can be connected virtually. I feel my success rate is improving every week. Experts are really great and how they interact, also, the response for each query is answered immediately.
Today we released the new version of the Visage platform ! It has been quite an intensive week for our engineering team to bring the best possible experience for our clients and our amazing recruiters community.
Here is the list of main features that have been shipped with this new version:
Social profiles : We integrate with FullContact. Which means for every candidates we pick for you, you will be provided with all their social medias public infos such as the LinkedIn account or Twitter account if available. Also, if made public you will see the profile picture of the candidates
Enhanced job posting experience : To help our customers understand their needs for their job openings, we worked a lot on the job posting feature. Instead of a long boring form we now ask you only the essential key points that will help our recruiters to find the most suitable candidates for you. We leverage on Typeformto give you the best possible User experience. We also removed a lot of steps from the process to make it quicker for you.
Job hopping; what are our thoughts? Well, quite honestly, it used to be something that would raise a red flag on your CV. However, recently we’ve learned that it’s not so uncommon or frowned upon anymore; and we’ve got our hands in 2 very different markets!
So, what are the reasons that loyalty behaviour is shifting? It could be the dramatic increase in start-ups. They either win or fail right, and evidently- so do their employees- right? So, we decided to have a look and find out factors are making this the new normal.
Money: people say you should never make a decision based on money alone, but if you’re chasing a quick bump up; some may think a job change is the way to do it. In our opinion, culture and work environment should be given more priority.
Career growth: a lot of people are driven by development and seek roles that will provide them that opportunity. Many companies struggle to communicate development plans effectively. That’s not to say they don’t exist, but it does mean that if you don’t convey the importance of career growth to employees, some may jump the gun and leave.
Candidates want to be as fast-paced and adaptable as the industry they work in. If things are ever changing and evolving, employees feel they want to move on to bigger and better.
We are an ‘impatient generation’. Staying with a particular company for your whole career is not something you see much of anymore. People have become impatient and want to see a faster return on the investment of their time- which is not necessarily a good thing.
We’re not advocating job-hopping, nor are we saying that it’s completely disappeared as something recruiters look out for. We’re just saying that if you’re contemplating a job change, make sure it’s for the right reasons. Consider culture, your peers, the leadership team, the opportunity for you to learn and whether or not you believe in their product.
Passive candidates make up 75% of the talent market
Passive candidates are the ones who don’t apply for jobs but would ultimately consider a job opportunity if it represents a good career move. They typically have an updated LinkedIn profile and wait for a recruiter to contact them with the job of their dream.
At Visage, we believe companies should spend 75% of their resources to hunt passive talent when recruiting. Passive candidates indeed make up 75% of the talent market. They are also of higher quality for a number of reasons: a) they know they can wait to be contacted by a recruiter b) they are less likely to be job hoppers, and c) your job offer won’t compete with 10 others.
So how do I engage with this passive talent? They are not applying for jobs. They are not responding to Inmail on Linkedin. Before Visage, the only way was to scout LinkedIn (send invitations) or engage a headhunter who will reach out to them on your behalf. Those methods are either time consuming or pricey.
This is why we came up with the idea of having a crowd or recruiters sourcing talent for our client’s job openings. Our goal was to be the platform used to find talent instantly across all roles, levels and geographies.
Employers post a job and get a highly curated list of passive candidates. It costs $250 if they decide to contact them directly or $990* if they wish to have support from one of our talent experts. We include a detailed CV, email address, and other important profile information. You can download it all and own the data.