Loxo

"Would you hire this person again?" We talk a lot about quality of hire. And for good reason: LinkedIn’s annual recruitment data shows that Quality of Hire is the #1 priority for people leaders. But the challenge recruiters face with quality of hire is in how subjective it is…and how difficult it is to quantify or “prove.” …But maybe we’ve overcomplicated it? Maybe it can be as simple as asking the hiring manager, after 6 months or a year, whether they would hire this person again. And as you gather that data across all of your placements, you build a dataset around quality of hire — one that you can then use in your business development efforts moving forward. Thoughts?

70% of most peoples' databases go out of date within a year.......... ?? Because of job changes, moves, name changes, and a hundred other factors. When your data is out of date, how are you supposed to do your job effectively? I'll just go ahead and let you sit with that for a little bit. ??

Recruiters: do you place freelance talent? Earlier this year, LinkedIn predicted that 2024 would include the rise of the freelancer & fractional talent — even in the C-suite. We've definitely seen an uptick in interest for freelance work over the past year — and that trend doesn't seem to be slowing down. The benefits to both candidates and companies seem fairly clear: flexibility, scalability, control. But there are logistical challenges that must be taken into consideration — especially for recruiters who often serve as the middleman. So the question becomes: what DOES the ideal freelance recruitment workflow look like, and how does it differ from other models? Additionally: How long do we expect this trend to last? And what are the unique challenges (and opportunities!) that recruiters working primarily with freelance talent face?

Sometimes it does feel like Recruiters Against Humanity out there! Loxo, you know our team well ?? AND our team loves game nights together! Seriously, this is the perfect holiday gift. You have outdone yourselves Sam Kuehnle and Lex Winship?. Team Lighthouse is going to have a field day with this one. (FYI: we are Loxo customers, I didn't make this as an ad, but it was fun content and they asked me to run it as an #ad. So if you see this in your feed now, follow me for more fun stuff I learn working with our team of recruiters)

I get sent lots of company swag and gifts ?? But this may be the best one The marketer and the recruiter in me both gives 2 thumbs up to this one Loxo This post isn’t sponsored but I’d still take money if it’s on the table! Lex Winship? and Sam Kuehnle are good people and have been nice to me all year. Thanks for having me on the pod, including me on cool lists nobody includes me on And now for sending me this game that I’d play if I had any friends off the internet

Are you using the CLAMPS framework to understand (and track) candidate motivations? CLAMPS = Challenges, Location, Advancement Opportunities, Money, People, and Security Because we all know that money is a motivator — but it's not the ONLY motivator. And understanding why (or why not) candidates are open to a move is data you can use to make strategic decisions, open up dialogue with hiring managers, and analyze trends over time across similar roles.

If you're about to migrate to a new recruitment platform or database, Isabel Cosby recommends one thing: Really look at your data and decide what you really want to bring over with you. Chances are you have a ton of data — some of it potentially held in different locations. But how accurate is all of that data? How fresh? How relevant? Does it really make sense to bring this over into a new database? One of the easy wins of a new database is that it can be a clean slate — one where you can enact new data management best practices and ensure that you're starting from a solid place. The process of determining what data comes over (and what doesn't) works best when it's a collaborative one — involving multiple teams across your organization. Together, you can make strategic decisions about which data makes sense to bring with you into a new platform — and what standards you'll have regarding data cleanliness when you get there.

Ever felt stuck using outdated tech but nervous about making a switch? Our VP of Operations, Isabel Cosby, shares why Protis Global took the plunge, moving from our legacy ATS to Loxo—and why it’s been a game-changer. The lesson? Sometimes the path forward isn’t about waiting for ‘perfect conditions.’ Instead, it’s about trusting the potential of the new, even when you’re only 75% sure. For any company weighing a big change, it’s about leaning into your team, identifying the real blockers, and taking the leap to unlock growth and efficiency.

Any successful digital transformation starts with a few key questions. You have pain points at every single level of your organization, but often, those things are not being shared across departments and laddered up to your short- and long-term goals. If you're interested in making a digital transformation (or a software switch), Isabel Cosby recommends asking these three questions first: 1. Where are we? 2. Where do we want to be? 3. What does our dream-state, long-term, look like? And then vet any technology you're looking at through the lens of those three questions.

Why would you go through all of the effort of searching for a list of fantastic candidates, crafting the perfect outreach message, and then.........never follow up? A lot of recruiters tell us they feel weird about sending follow-up messages — and it makes sense! We're the first to tell you that spamming someone or overloading them with messages is not a good look. But if you're confident that you've done a good job targeting the right people with the right messaging, sending a follow-up message can't hurt. Because sometimes timing is the problem: Maybe the person opened your first message while they were in the middle of something and then totally forgot to respond. Maybe they had a really great day at work and weren't open to hearing about another opportunity. Maybe there was an election happening and they were too busy doom-scrolling to respond. Do you follow-up with candidates after that first send?