Anyone who has ever hired someone knows that recruiting is not easy, and they’ve likely faced typical process challenges. Let alone the challenge of systematically hiring to grow a team and scale an organization significantly.
Initially, everyone relies on their internal networks and contacts. However, these sources quickly run dry, prompting the exploration of various alternatives such as LinkedIn job posts, in-house recruiters, and recruiting agencies.
Despite these efforts, the journey is rarely smooth. It’s not uncommon to spend significant amounts of time and resources only to encounter an inadequate pipeline of candidates. This makes scaling an organization increasingly complex. The traditional recruitment method often seems stuck in a cycle that resists improvement.
Understanding the Gaps in Traditional Recruiting
The fundamental flaw in traditional recruiting is that networks are limited. Recruiters are often tasked with providing a specific number of suitable candidates, each with certain skills, traits, and experience. Initially, these recruiters leverage their networks. But as these networks run out of suitable candidates over time, they expand their reach, often resulting in unsolicited messages that candidates typically ignore. Even if substantial, recruiters’ reach is limited. It is so improbable to receive the correct number of excellent candidates within a single recruiter’s network in a timely manner.
Under increasing pressure, recruiters may compromise their original criteria, accepting any interested individuals, regardless of their suitability. This forces hiring managers to invest considerable time analyzing profiles and interviewing candidates who probably do not meet the minimum criteria. As a result, the system leads to frustration due to wasted time and resources.
Outsourcing the task to recruiting agencies might seem like a viable alternative, but it often exacerbates the underlying issues. Hiring managers face a loss of control over the process and are also burdened with significant upfront fees. Despite having a large team, an agency would allocate just a few recruiters to your case, leading back to the original issue of network limitations.
Changing the Rules
As former Software Engineering Hiring Managers searching for talent, we have experienced these challenges. We’ve been there, and we found a solution.
Second Degree places recruiters at the heart of the process to break this vicious cycle around traditional recruiting. Through our platform, recruiters operate independently as users, working for their network instead of a specific company. The platform allows recruiters to focus on nurturing their connections so that when these individuals are ready for their next job, they can find that opportunity through Second Degree.
Second Degree’s aim is akin to what the Multiple Listing Service (MLS) does for real estate agents, but for recruiters. By empowering recruiters to work independently, they can cater to various roles across diverse sectors, including Engineering, Growth, Sales, Customer Support, Legal, Design, and any other! Ultimately, our platform users are recruiters of any kind you need, recruiting the pool you need.
From a hiring manager’s perspective, this transformation solves the time efficiency problem. They receive a carefully selected pool of suitable candidates faster than any other method.Our Platform compiles Ideal Candidates from as many Recruiter Users as needed to generate the top-tier pipeline anywhere in US & LATAM, faster than ever.
To ensure quality within our platform, Second Degree conducts an internal pre-vetting process, confirming that the skills and experience of candidates align with the hiring manager’s expectations. This ensures that 98% of the candidates presented by our platform are accepted by hiring managers to participate in the company’s interview process. No more hiring managers wasting time interviewing non-fit candidates.