How crowdsourcing can help you find and engage with talent?

If your job involves recruiting the top talent for a company, you understand just how difficult the process can be. Finding viable candidates that are worth the cost of training is typically time-consuming, and unfortunately, there’s no guarantee that the best applicants will find their way to the company. This is why Visage has launched its automated crowdsourcing solution for recruiters. Once you understand what the platform can do for your recruiting, you’ll wonder how you ever managed without it.

The Problem with Traditional Recruiting

Almost every area of our lives is becoming automated in some way, so it makes sense that recruiting would move in this direction as well. Of course, just because automation is the way of the future doesn’t mean everything has to fall in line. There has to be a benefit for going this route, and the multiple problems experienced with traditional recruiting tactics easily showcase why a change is necessary.

The most obvious indication that a change in recruitment processes is coming is the increased average hiring time over the years. Between 2010 and 2015, for instance, the average hiring time in America increased by ten days. Numbers throughout the world were similar during this period. To be fair, much of this was due to increased scrutiny before making a hiring decision, but this just showcases the need for an improved way to carefully screen candidates.

It’s also worth noting just how much time recruiters and companies spend trying to bring on new talent throughout the year. When using LinkedIn to find employees, for instance, the average recruiter will spend 35 percent of their time attempting to find the right person for the job. This equates to 700 hours every year that aren’t being used to reach the company’s overall goal.

What Visage Offers Over Traditional Recruitment

At its core, the Visage platform is focused on crowdsourcing the best recruitment experts around the world to find your company highly qualified candidates. You won’t find it difficult to utilize the tool since, from your side of the platform, Visage is much like job recruitment websites you’ve likely used before. The big difference is that, instead of having the position advertised to anyone who happens to be online, the job is sent out to your industry’s recruiters from a pool of more than 3,000.

On average, the recruiters return hundreds of potential candidates within a few hours. Of course, each of these individuals will not meet your specific needs, and if you still have to sift through hundreds of applications, are you really saving any time? That’s why Visage utilizes a two-step method when potential candidates are identified.

Step 1: Triple Filtered Candidates

The vetting process utilized by Visage is one of the main reasons other recruitment tools fall short. This process starts with the sourcing work done by our community of recruiting sourcers. Their job is identify candidates that are matching exactly with your job description. The second step is our proprietary matching algorithm that compares the job description and the candidate resume, and give a matching score. The last step is a final review from a subject domain expert. We believe it’s essential to combine artificial and human intelligence to deal with the ambiguity of a job description and candidate resume.

After all, job descriptions and resumes are both created by humans, so choosing the right potential employees shouldn’t be done without its own human element. Experts in your industry will review select resumes as well to ensure only the top candidates are reaching your desk.

Additionally, having a human element helps to continuously improve our algorithm so the automated recruiting process will become better at what it does over time.

Step 2: Reaching Out to Candidates

The second step in the Visage process also works towards minimizing wasted man hours. Once the top candidates for your position have been identified, a recruitment email is sent out. You have the ability to make these emails as personal or generic as you want. Additionally, these messages are sent from your company’s email address. This ensures that your brand is never diluted.

Although the emails that are sent are completely up to you, keep in mind that personalized messages get better results. You’ll also want to avoid talking too much about the company and instead focus on what’s in it for the candidate. With the right message, this automated crowdsourcing process can accomplish great response rates.

The Benefits of Crowdsourced Recruitment

Crowdsourced recruitment offers a variety of benefits over traditional methods, and that’s exactly why Visage utilizes the process. One of the main benefits is related to cost. The average salary for a recruiter comes in at over $45,000 a year, and many of the best professionals out there can land nearly $75,000 annually. By utilizing crowdsourced recruitment, you can avoid hiring additional recruiters.

Companies also benefit from crowdsourcing since the top recruitment professionals, who they otherwise may have never encountered, will have immediate access to job postings. This equates to a faster turnover time than experienced through traditional recruitment tools like LinkedIn and other job boards. It’s also worth noting that the more than 3,000 recruiters on Visage receive immediate payment, so finding the right candidate for your job is their main focus.

Recruitment has come a long way over the past few years, but its evolution is by no means complete. Automated crowdsourcing is the future of recruitment, and companies that utilize it will see immediate cost savings and improved candidate selection. Visage is on the forefront of this technological leap forward, and as professionals around the world recognize its effectiveness, crowdsourced recruiting will simply become the way things are done.



10 people recruitment agency saved $11K a month whilst making 50% more placements


Our client, a recruitment agency employing 10 recruiters, saved $11K a month whilst making 50% more placements

In the past three months, Visage saved this firm $11,000/month of sourcing costs: On average, Visage sourced 2,000 qualified candidates a month, at a cost of $5 per candidate. This effort would have cost the client $21,000*. The client yearly savings with Visage will reach $132,000.

Sourcing efficiency
Having dramatically reduced the time dedicated to sourcing, the recruiters spend more time interviewing and closing candidates. Visage makes the recruiters 50% more efficient. As a result, we anticipate the firm will make 360 hires in 2018 (241 in 2017).

Recruiter productivity

Are You Ready for GDPR? A Step-by-step Guide for Recruitment Agencies

The European General Data Protection Regulation (GDPR) will affect businesses of all sizes from 2018, no matter where in the world they are located. With an effective date of May 25th (put it in your diary!), recruitment agencies are gearing up for stricter regulations, tougher fines and the mammoth task of auditing their current candidate data to ensure it’s GDPR compliant.

Are you prepared for the changes?

If not, don’t worry. Our handy GDPR guide explains the key details you need to know and contains a step-by-step guide for managing the rollout.

What Is GDPR?

The General Data Protection Regulation, or GDPR, is a ramped-up piece of data protection legislation originating from the European Union. It impacts any company, anywhere, that retains EU customer data, including small recruitment agencies with fewer than 250 employees.

The legislation is built around two key principles: giving the public more control over their personal data and standardizing regulations for data processing so far as it relates to EU citizens. The purpose is to ensure that everyone has the right to actively consent to use of personal data, the right to be forgotten, and the right to seek compensation should they suffer a data breach.

Failure to comply will result in massive fines of up to €20 million or 4 percent of annual turnover, whichever is higher. There’s no excuse for ignoring the changes. The regulators clearly mean business!

Seven-Step Checklist for Recruitment Agencies

Here are the seven steps you should be taking to prepare for the GDPR. Be aware that the legislation does not just affect your talent pool. Rather, it applies to all the data you are holding and using, whether it belongs to candidates, past and present employees, partners or suppliers.

1. Check and Refresh Your Current Processes

GDPR requires that you have clear processes in place to detect, investigate and report data breaches, and to locate, monitor and edit data. How would you react if a candidate asked to have her personal data deleted for example? Providing an easy-access online portal where candidates can edit their personal data and manage subscription details and job alerts should now be considered basic practice.

2. Audit Your Data

It’s important to understand what personal data you hold, where it came from and who you share it with. So, take a look at your website registrations, databases, spreadsheets, shared folders, event lists, timesheets and all the other places where you process information. Moving forward, you’ll be expected to maintain records of the various touch points.

3. Update Your Privacy Policy

Update your current privacy notice to include the information you have to tell people under the GDPR. Typically, this will include:

  • What data you’re storing
  • Why you’re storing that data
  • How you’ll be using it
  • The categories of recipients you may be sending the data to (employer, supplier, etc.)
  • How long you’ll be storing the data for. Best practice suggests that you should not retain candidate data for longer than two years with a re-opt in.
  • How candidates can withdraw consent (and make it easy for them to do so)

The UK Information Commissioner’s Office has issued guidelines for drafting clear, easy-to-understand privacy notices which you might find useful. Transparency is key, and regulators are likely to clamp down hard on companies that seek to hide data-protection information in the small print.

4. Rewrite Your Candidate Agreement

Under GDPR, you must get explicit consent to storing a candidate’s personal data — no more pre-ticked boxes on your website sign-up. You have 30 days from the point of storing the data to get consent, and current EU guidance recommends that consent requests be kept separate from other terms and conditions. In practice, this means rewriting your website candidate agreement to include a very clear, specific statement of consent and a positive opt-in.

5. Re-paper Your Current Candidates

Reach out to everyone on your database, confirming they’re still happy to be on file. Point candidates towards your new candidate agreement and have them re-opt in to confirm consent. A central tenet of the GDPR is not holding onto data longer than is necessary, so use the legislation as an opportunity to monitor “dead” data. Your recruitment software should highlight which candidates are active and which are inactive so you can plan to refresh or delete data accordingly.

6. Update Your Internal Policy Documents

GDPR requires that every staff member understands and plays their part in data protection, so update your internal policy documents and train your employees in data protection and the process for managing data-access requests. Build processes to pick up any data breaches and report these to the person responsible for compliance. Just one slip-up from a team member could seriously cost your agency, so ensure that everyone understands that they’re accountable.

7. Delegate Data Responsibility

If required, appoint a data protection officer (DPO) to ensure the agency complies with GDPR and be the contact for any data-protection queries. Not all recruitment agencies will need one, but given the consequences of GDPR violation, it’s wise to have someone accountable for your team’s compliance.

Sounds Complicated – Why Should I Care?

No doubt GDPR compliance can be overwhelming, but handled properly, it ultimately could benefit our business. No one likes having their data stolen, lost or shared without proper consent. By proving that your agency is compliant with the new laws, you could earn your candidates’ trust, enhance your reputation, and be the agency that respects personal data and better secures candidates against the future pain of data breaches.



Startup founders — have you checked Dave’s references?

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.

Crowdsourcing for Renewable-Energy Talent


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.

Why recruiters quit their day jobs to freelance with Visage? Testimonials from our top recruiters

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:

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.

Refer candidates today, get paid instantly (not on success).

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:

Aleksandra S. — Recruit for Visage since Mars 2016

“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.

Dawood N. — Recruit for Visage since Oct 2015

“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.

Artcher S. — Recruit for Visage since Jan 2016

“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.

Post a job here, hire a rockstar for $990

Have you recruited the best or just the best who applied?

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.

Hello America! Joining the Alchemist

Do you ever wake up feeling something great is going to happen to you during the day? That’s the feeling I had last Wednesday morning. I knew the Alchemist accelerator results were due the night before. Although I knew we had a chance, I wasn’t overly confident having been rejected when we applied last. I decided however to trick my mind into believing an email had come saying: “Congratulations, you guys are rockstars and your product is dope”. This was the actual email:

and my reaction:

So why the Valley?

It starts with our ambition. My co-founders, Emmanuel and Barry, and I have always considered Dubai as a lab for what we think could have a global impact on the way recruitment is done. We have been able to experiment and make mistakes on a relatively tricky talent market. We knew however the local market even extended to the region wasn’t big enough. Visage’s ideal client is indeed one that requires to attract the top 10% of the talent market. It’s a client who operates in a candidate driven market where it is required to pro-actively target passive talent.

There is a reason why 98% of the unicorns are born in the Valley. This place has the most extraordinary concentration of brains, energy, and venture money.

We know it’s a cut throat place where winners take all. We embrace that. We don’t want to build another lifestyle average business. We want to revolutionise the way recruitment is done allowing talent and opportunities to connect instantly.

And the Alchemist?

We couldn’t dream of a better launchpad than the Alchemist for Visage. They only accept B to B startups and take them through a 6 months program designed to facilitate access to enterprise clients, mentors and, investors. They only take small cohorts (we will be 9 startups). The Alchemist track record is extraordinary. They’ve actually topped a survey ranking the accelerators by funding their graduates receive. Their startups median fund raise is twice higher than YC.

We are due to join the program on the 30th of November but we’ve already been connected to 3 mentors. My first mentorship session is with the former CEO of a freelance platform everybody knows…

So what now?

We are now busy preparing our acceleration program. It means making sure we carry on our growth in the Middle-East servicing clients. We are also closing a bridge round which will give us the ammunitions required to push our tech and marketing before graduating the Alchemist.

Feel free to reach out if you would like to participate in the venture. We need talent, smart money, and encouragements!

Joss Leufrancois is the co-founder & CEO of crowdsourced recruiting platform,Visage.