Qualities of a Good Third-Party Recruiter

Scott Robarge

Scott Robarge

Scott Robarge serves as the founder of Another8, a recruitment consultancy working with tech companies in the San Francisco Bay Area. Scott Robarge also stands out as the co-founder of Alpine Recruiting, through which he recruited IT talent.

Third-party recruiters bring tremendous value to companies looking to fill vacant positions and secure their talent pipeline. Professional recruiters have deep networks and steady resources to find and recruit the best talent in the market. They can save corporate hiring managers hours of time by managing their recruitment processes and securing headcount targets.

For corporates, a good third-party recruiter wears many hats. He or she will ask relevant questions to uncover the right candidate for the job in question. The recruiter will develop a comprehensive job description that adequately defines a profile, a job title that includes seniority level, and core skills necessary for the role.

Moreover, the recruiter will go beyond the vacant position to look at the overall company culture: is it collaborative, traditional, casual, or corporate? He or she will seek to place a candidate who will fit well within that culture. In addition to taking the time to screen and prepare candidates for open positions, a good recruiter will work to build a long-term relationship with the corporate client.

Effective Twitter Features for Recruiting New Talents

Image: twitter.com


A business executive and recruiter, Scott Robarge is the principal and founder of Another8, a leading recruitment firm that connects skilled professionals with venture-backed startups and high-growth organizations. In a career spanning over 15 years, he has provided business and recruitment solutions to companies like Airbnb, Dropbox, LinkedIn, Facebook, Zendesk, Oracle, and many others. In this position, Scott Robarge takes advantage of digital recruitment tools such as Twitter to hire new talent.

Twitter, one of the most popular social media platforms worldwide, can be a powerful tool for finding skilled professionals through the site’s advanced search, Twitter list, and hashtag features.

Twitter’s advanced search option allows recruiters to search candidates through a single criterion or a combination of criteria including job title, industry, location, keywords, and hashtags. Twitter lists are also an efficient way to organize a feed and send out tweets exclusively to the intended accounts. Potential candidates can be quickly added to these lists so they will receive firsthand information for new job openings. Using hashtags is a simple way to search tweets for candidates who are actively looking for jobs.

An Overview of Greenhouse Recruitment Software


Greenhouse Recruitment Software pic

Greenhouse Recruitment Software
Image: Greenhouse.io

The founder of Another8, Scott Robarge is an experienced and successful recruitment professional who has primarily focused on fast-paced technology companies based in California’s Bay Area. Over the course of his career as a recruiter, Scott Robarge has utilized a number of emerging recruitment technologies, including Greenhouse software.

Toward the end of 2013, Greenhouse released its innovative talent tracking and recruiting software to the general public. The software represented a significant improvement over traditional applicant tracking software (ATS). The outmoded ATS systems failed in a number of areas that are key to modern talent searches, such as the formation of a company-wide hiring plan, the creation of effective interview kits for different teams within the same organization, tips for insightful interview questions, and much more.

In addition to helping employers find and engage with potential employees, Greenhouse software can support businesses in determining how effective job advertisements and other outreach initiatives have been, as well as how to streamline future job offer promotions so that they reach the largest, most targeted audience possible. Greenhouse software has been used by a number of noteworthy businesses, including Airbnb and Gawker. More information is available at www.greenhouse.io.

LinkedIn Recruiter Spotlights is the New Smart Search Filter


LinkedIn Recruiter Spotlights pic

LinkedIn Recruiter Spotlights
Image: linkedin.com

An authority in talent acquisition and human resource consulting, Scott Robarge has over 15 years of experience recruiting a wide variety of roles for cutting-edge technology companies primarily in the Bay Area. In 2010, Scott Robarge founded Another8. This company capitalizes on its extensive relationship-based network and in-house collaborative technology to meet the current and long-term talent acquisition goals of early and mid-stage technology companies. As an expert in the industry, Mr. Robarge recognizes the importance of networking and the use of social media like LinkedIn, Facebook, Twitter, and Google Plus to marry talent and opportunity.

A popular professional networking platform, LinkedIn released several features and product updates in 2017. Among these was LinkedIn Recruiter Spotlights, which works to to advance the talent solutions’ core competency. While LinkedIn Recruiter alone is an effective search tool, the Spotlights feature gives a whole new meaning to the results.

Spotlights accelerates and streamlines the sourcing process by sorting for candidates who are likely to respond to job invitations, open to new opportunities, and engaged with the brand. Moreover, the new feature determines whether a candidate has previously applied for the position or not. For recruiters and hiring managers, LinkedIn Recruiter Spotlights brings them one step closer to finding the right fit for the organization.

Facebook Expanding Its Job Posting Feature


 Facebook Marketplace pic

Facebook Marketplace
Image: facebook.com

The recipient of a bachelor’s degree in industrial and operations engineering from the University of Michigan, Scott Robarge is an experienced talent recruiter who primarily works in the tech sector and founded the consultancy Another8. In addition to utilizing collaborative technology to network with and source prospective candidates for jobs, Scott Robarge utilizes social media platforms like LinkedIn and Facebook.

While LinkedIn and Facebook are two very different platforms, the latter is taking a page from the former by expanding its job-posting capabilities. Whereas LinkedIn was developed as a platform for business professionals, Facebook is dedicating its marketplace to lesser-skilled, blue-collar job seekers. On February 28, the company announced it was rolling out job postings in 40 countries.

Businesses will have the option to create wanted postings to a jobs tab on their page, the Facebook Marketplace, a jobs dashboard, and promoted ads on the news feed. Conversely, job seekers can auto-fill applications with information already on their Facebook profile and schedule interviews through Messenger. The jobs tab was first introduced in the United States and Canada in 2017, and it will now be available in countries such as Spain, Germany, Italy, Brazil, and the United Kingdom.

Greenhouse Software Helps Recruiters Narrow Down Candidates

Another8 pic

Image: another8.com

With more than two decades of experience working in recruiting, Scott Robarge serves as principal and recruiter for Another8, which he also founded. The San Francisco Bay-area firm focuses on connecting professionals with venture-backed start-ups and other high-growth businesses. To help connect with more individuals, Scott Robarge draws on social and professional networking sites such as LinkedIn, Facebook, and Greenhouse.

In late 2013, Greenhouse utilized $2.7 million in funding and opened its recruiting software to other companies to help with recruiting. Since many recruiters use Applicant Tracking Systems (ATS) to seek potential matches, Greenhouse sought to update and address many of these recruiters’ needs that ATS weren’t meeting. The ATS searches through resumes for specific keywords and narrows down the list of potential candidates. Greenhouse focused its ATS on drawing up hiring plans, conducting structured interviews, and collecting feedback from these interviews.

As a result, Greenhouse clients have changed their hiring processes, making the transition more organized and efficient. The interview kits help managers and interviewers comprehend the entire process without constant training. They walk the recruiters through the entire program, from determining hiring needs to sourcing candidates and helping recruiters to make data-backed decisions.

Recruitment Technology and the Job Candidate

Scott Robarge, founder of the recruiting firm Another8, draws on two decades of industry experience. Scott Robarge and his team of recruiters focus on identifying client company needs and recruiting candidates to meet those needs.

Although technology has been a part of the recruitment industry for a number of years, experts believe that it has not yet gone far enough beyond the simple digitization of job boards. For the most part, recruitment technology begins by attracting potentially qualified candidates and subsequently eliminating those without a particular qualification or skill set. Industry innovators suggest that a more proactive approach is needed, both to improve the quality of the applicant pool and to source those candidates who are not actively looking for employment.

According to recruitment executive Jon Bischke, many Generation Y professionals expect companies to come looking for them if an opportunity arises. This stems largely from the social media climate that enables each person to his or her own online brand and the ability to constantly market themselves with minimal effort. Recruitment technology companies are leveraging this attitude to create programs that track candidates and reach out to them on a regular basis, which ideally improves both the candidate experience and the hiring company’s chance of finding the most qualified individual.