“It’s not rocket science to build hiring technology. It is a bit of rocket science to figure out how to make the most effective use of it and create a win-win hiring model for all parties involved. Until now it’s been I win, and I hope you make it also.”

Around two-thirds of medium-sized businesses use spreadsheets to manage their talent suppliers. They painstakingly self-manage their hiring programs, avoiding costly VMS tools or adding an MSP layer to their program.The reasons vary from cost control to wanting to keep a tight rein on hiring and maintain close relationships with suppliers to coach them to success. Talent is critical to any business but the stakes are even higher for a growing business where investment in the right hires can impact productivity and revenue in the very next quarter.

The risk for vendor managers is they have to constantly invest in relationships with new suppliers and give them time to perform. Yet their capacity is limited to how many relationships they can manage at any one time. Their reach is limited to the finite talent pools of their suppliers.

For suppliers, they are caught in a never-ending cycle of finding new clients that match their domain and geography. If they want to expand their business they have to invest in new recruiters and physical office locations.  

How many vendor managers and staffing agencies can say they’ve developed a sustainable hiring model?

The optimistic answer: More in 2019.

Crowdstaffing just launched a new service, called Crowdstaffing 360, for growing businesses to streamline their hiring efforts and find the right-fit suppliers, and for suppliers to build their business.

Crowdstaffing 360 combines a vast staffing marketplace, AI to match requisitions precisely to the best-qualified suppliers, easy hiring technology that connects hiring managers directly with suppliers and candidates, and extensive tracking and analytics so growing businesses always have a crystal clear of their vendor performance.

Former staffing leaders and technology veterans have been quietly building out the new service, based on a win-win philosophy for everyone in the hiring chain.

“We’ve seen through our former lives as staffing suppliers how many growing businesses struggle with managing their hiring programs in-house. They’re limited by everything from stagnant talent pools to the finite number of agencies they can realistically manage day-to-day,” said Casey Enstrom, who joined Crowdstaffing as VP of Enterprise Solutions after a 12-year career at Volt. “The whole system is built on scarcity and has evolved into one big pain point that has become unsustainable. There is a huge opportunity for change.”

The business model was critical. Clients only pay for successful hires, their suppliers pay nothing to use the technology or access client roles in the wider hiring marketplace.  

“What got us really excited is the ambition to take the very best practices from our industry - not simply re-configure or add another band-aid to an old model - and build a win-win solution that leverages technology and hands-on service, that benefits both talent suppliers and hiring managers,” said CEO Sunil Bagai. “We’ve canvassed as widely as we can to learn what’s working with people, what’s not, what’s essential for managing a supplier program, and also for an agency that is trying to grow and succeed. We incorporated as many of those features as we can into the technology, and build a hands-on service around that. The industry didn’t need another point solution, it needed a new hiring model where everyone works together to drive success.”

“It’s not rocket science to build yet another hiring technology. It is a bit of rocket science to figure out how to make the most effective use of it and create a win-win hiring model for all parties involved. Until now it’s been I win, and I hope you make it also,” said Crowdstaffing Chief Product Officer Ravdeep Sawhney. “The goal was to both make sure that the technology automates many of the manual tasks, while using AI to match the right suppliers to hiring managers.”

Curious? Sign up for a demo here.