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The Future of Work Series - Jerome Ternynck Founder and CEO of SmartRecruiters

Seven Years Ago, Jerome Ternynck Came to the US From France on an L1 Visa, and Set up Shop in San Francisco. Today SmartRecruiters has over 200 employees.

 
Jerome Ternynck, founder and CEO SmartRecruiters, TotalPicture interviewJerome Ternynck

"Who you hire defines who you are. SmartRecruiters helps successful organizations hire better talent than their competitors."

Welcome to our continuing series of Future of Work Podcasts from HR Tech World in San Francisco. I'm you host, Peter Clayton. This HR Technology Channel Podcast features the CEO of SmartRecruiters, Jerome Ternynck.

SmartRecruiters was Founded in 2010. The company is based in San Francisco and backed by Mayfield, Salesforce and Insight.

"We actually convert 27 percent of candidates who say 'I'm interested,' versus 5 percent on your average ATS." Jerome Ternynck

TALKING POINTS:

Jerome, it was great speaking with you at HR Tech World in San Francisco, welcome to the show!

Unfortunately, I didn't get a chance to go out on your sailboat during HR Tech World - but a couple of the folks I spoke with who did had a great time! And I admire your marketing savvy, and appreciate Marc and the HRN team bringing HR Tech World to the US!

Tell us a little about your background and your personal story.

Now, tell us about SmartRecruiters. As I mentioned in my open, you founded the company seven years ago.

Why San Francisco?

I'm part of the Candidate Awards Council - the CandEs (and SmartRecruiters is a Gold Sponsor so thank you for your support) - Jerome, I've been doing this podcast for 12 years, and when I started the black hole was the number one frustration of job seekers and I don't think it's changed very much. And the bottleneck has always been the ATS. Especially the large legacy systems. They seem to be built for the truly desperate, and certainly not passive candidate (you know, the one's actually qualified to do the job?)

Back in April, I interviewed John Bell, Founder & CEO of reThinkData, at TAtech in Chicago, about the annual global survey he conducts with ATS Providers - specifically as they relate to integration with job boards and the candidate application process. And I have to tell you, in his latest survey, the ATS's think they've solved the mobile apply problem. I think my jaw hit the floor! (I'll put a link to John's video on your show page). Really? Tell that to job candidates and watch their reaction.

On that topic, one of the things I appreciated about our chat at HR Tech World - although we were sitting in your booth surrounded by computers, you pulled out your smart phone and demoed SmartRecruiters on your phone.

I watched one of your YouTube videos from 2014 called The Story of SmartRecruiters - (and listeners, you find links to this and other resources in Jerome's show notes) - you're from France, you came to the US on an L1 visa, you have employees from all over the world, and you commented three years ago how difficult the immigration process is - I can't imagine, given the current administration, it's become any easier.

Back in 2014 you had 70 employees, how many do you have now? How many of those are working in the US? How many of your employees would like to work in the US if they could?

One of the people you featured in the video - Natalia, who's from Moscow, Russia, an MIT Grad and obviously very very smart - made a comment that she's proud to be helping to create jobs here in America. Someone once said that anyone here on an F1 visa that graduates from one of our top tier colleges or universities should have a Green Card stapled to their diploma. I agree.

A consistent theme at HR Tech World was disruption - as a matter of fact I recently published an interview with one of the Keynote speakers, Peter Hinssen, whose new book, The Day After Tomorrow, is about exponential disruption. I'd like to get your thoughts on this, and perhaps AI, machine learning, and other technologies that are disrupting HR and recruiting?

How has the SmartRecruiters platform evolved over the past seven years? 

It's seems there's a hack a day or ransomware du jour. (who knew companies were still running on Windows XP right?) How do you protect your client's data?

As we all know the job market is very tight, very competitive for skilled workers. (In San Francisco, you're in the epicenter of this). What advice do you have for the recruiters listening to this? 

What haven't we discussed that you would like to share with the audience?

Jerome Ternynck - TotalPicture Podcast Transcript

COLD OPEN: As a business, we create jobs and last year, we connected 9 million people to 600,000 jobs. I'd like to think that this is a small and meaningful contribution to the US economy and that everybody that we could help connect to a job a little better, a little faster with a better experience. Every additional job that we're able to create, everything we can do to reduce friction in the labor market is actually good for the country.

INTRO: Welcome to TotalPicture, your podcast resource for innovation, talent acquisition, sourcing, employer branding, leadership, staffing, career strategies and the tools and technologies accelerating business and professional growth. We cover many of the most important recruiting, leadership and HRTA technology conferences and events throughout the year.

Many opportunities are available to sponsor our award-winning content. To receive our media kit and schedule a free consultation, email This email address is being protected from spambots. You need JavaScript enabled to view it .

Welcome to our continuing series of Future of Work podcasts from HR Tech World in San Francisco. I'm your host, Peter Clayton. This HR Technology Channel podcast features the CEO of SmartRecruiters, Jerome Ternynck. SmartRecruiters was founded by Jerome in 2010. The company is based in San Francisco and backed by Mayfield, SalesForce and Insight.

TALKING POINTS:

Peter: Jerome, it was great speaking with you at HR Tech World in San Francisco. Welcome to the show.

Jerome: Thank you, Peter, delighted to be here today.

Peter: Unfortunately, I didn't get a chance to go out on your sailboat at HR Tech World, but a couple of the folks I spoke with who did had a really great time. They may have a wet bottom, but they had a lot of fun out on your boat. I admire your marketing savvy and appreciate Mark and the HRN team, bringing HR Tech World to the US.

Jerome: It was really good to have the show come over to the US, especially here in San Francisco. I think it's good. It speaks to innovation and the topic of the future of work was great, and of course being able to get out on the Bay and do some sailing is always good, whether marketing savvy or not; sailing is great.

Peter: Yes it is. So tell us a little bit about your background and your personal story.

Jerome: I'm French, as you can hear. I grew up in France and I've always been an entrepreneur. I started my first business in the late '90s and it happened to be a recruiting business. I moved to Prague and the Czech Republic and people were saying, there are so many things you can do in this country, but it's hard to find good people.

So I said, okay and then I should do a recruitment agency. I didn't speak Czech. I didn't know anyone but I saw this probably easy, given my $2,000 student savings is all the capital I had to start this first business, and so I did and I got into recruitment there.

Then I got into recruitment technology late '90s when the internet came. I did one of the first ATS companies called Mr. Ted, which I sold to Lumesse in the back-end of 2010, realizing that really ATS's have not helped really hiring better people. So I felt like there was a new generation of technology that's needed there, more integrated talent acquisition suite, which brought me to San Francisco. And I started SmartRecruiters in San Francisco.

So that was kind of my story. Europe to the US, trying to disrupt and running after one single thing, which is, how do we connect people to jobs at scale.

Peter: So now that we have your personal background, tell us a little bit about SmartRecruiters.

Jerome: SmartRecruiters is really built as the generational successor into the applicant tracking system, to the first generation of the applicant tracking system. We are an integrated talent acquisition suite, so think CRM + marketing + ATS in one modern platform that is fully mobile-enabled, that people love using, highly collaborative and it's got a built-in marketplace. So it's pre-connected to over 200 vendors. And what that does is it allows organizations to finally manage recruiting in the way that they should, which really is a good ability to attract, select and hire amazing talent.

Peter: You just said something that I've actually never heard before, people love your ATS.

Jerome: Yeah. This is really a personal mission that I've been on. I was blessed in 2010 with investors who said, hey Jerome, we understand there's an opportunity here. Here's a check. Go build something from scratch.

And when you've been in the ATS world, in the enterprise ATS world for a decade and you get a blank check to actually go build the next generation, it's both exciting and humbling because it is hard to hire great people and to do a piece of software that combines consumer-grade usability with the depths and complexity of enterprise.

You can build a nice little toy that 50 people or 100 people, a startup can play with and they find it nice and easy. But actually, can you do this for a 400,000-employee company at scale, with all the complexity and compliance, security and global aspects of a proper integrated talent acquisition suite.

And that's the challenge we picked at SmartRecruiters, combine enterprise functionality with consumer-class usability. And it's been fun.

Peter: Wow. I'm part of the Candidate Experience Awards, CandE council, the volunteer group and SmartRecruiters is a Gold Sponsor, so thank you for the support. But Jerome, I've been doing this podcast for 12 years, believe it or not, and when I started, the black hole was the number 1 frustration of job seekers and I don't think that's changed very much.

The bottleneck has always been the ATS, especially the large legacy systems that you spoke about. They seem to be built for the truly desperate and certainly not for passive candidates, the ones that are actually qualified for the job.

Jerome: Yeah. It's very clear, but it's also not surprising, right? And the name says it, applicant tracking system. It doesn't say hiring amazing people. It says applicant tracking system. And when this first generation was built, it was pre-iPhone, pre-social network, almost pre-internet. I was part of the first entrepreneurs who did one.

The goal was to automate the file cabinet and...

Peter: And for compliance, right?

Jerome: For compliance, absolutely. So we did that and then those systems have grown to try and do more, but the core of it remains applicant tracking system. I think when we started SmartRecruiters, we really, really said we're going to nail down three things which we think hiring success depends on. And hiring is when you think about it, not very difficult.

It's hey, help me find great people with an amazing experience, that speaks to the marketing side of recruiting; (2) help me work together with my team to select the right candidate, that speaks to collaboration, how the hiring managers are using the system or not; and (3) help my recruiters be in control by giving them all of their data processes and suppliers in one platform so they can be productive.

So candidate experience, hiring manager engagement and recruiter productivity are the three key pillars of hiring success. I think if we're able to move the need on those fronts, we could actually deliver great successes to organizations.

And make no mistakes here, it's increasingly clear for companies that those organizations who attract the best talent, at the end of the day, win. This is a zero-sum game. There will be winners and losers in the talent acquisition game, and I think more and more companies look at recruiting as a competitive edge, as a competitive advantage. They want to get, as a company, not as an HR workflow that just needs to process applicants and track them in a compliant manner.

So this is a real shift in the market and I think the CandE Awards and the candidate experience, the awareness that you bring to the market is really amazing, a great contribution for that.

Peter: Thank you. So I'm curious, why San Francisco, Jerome? I mean, talk about hyper-competitive and expensive, we can talk about San Francisco.

Jerome: Yeah. I mean, it's clear. San Francisco has one thing that nothing else has. This is the place where technology leaders are born and grown. This is where you can create companies that change markets.

Now, I created a software company in Europe and we were in the UK. Then we invaded the Netherlands, and then we invaded Germany. Then we invaded Sweden and eight or ten years have passed and you're just a medium-sized player in a medium-sized market, right? I think in the meantime, vendors like Taleo or BrassRing or Success Factors who started at the same time gained a scale that is just game over for other players.

So I wasn't prepared to start another business after our company in Europe. I absolutely wanted to start it here in the US, particularly in San Francisco. We've been absolutely blessed with the level of investment we've received, the talent we have access to and the size of the market.

And now I know that if we are able to deliver hiring success to our customers, we have the opportunity to change an industry, to change a market. And the purpose of SmartRecruiters is very, very clear. We want to connect people to jobs at scale, just make that problem go away because right now, the last time I checked, for anybody who's looking for a job, this is a painful process. And for any hiring manager who has a vacancy, this is a painful process.

I think we can solve that. I think technology could really help make hiring easy, and that's what I'm after.

Peter: Back in April, I interviewed John Bell who's the founder and CEO of reThinkData at IA Tech in Chicago about the annual global survey he conducts with ATS providers, specifically as they relate to integration with job boards and the candidate application process. I have to tell you, in his latest survey, the ATS's that participated think they've solved the mobile apply problem.

I have to tell you, Jerome, I think my jaw must have hit the floor because really, tell that to the job candidates and watch their reaction.

Jerome: Yeah. It's nowhere close. We've early on invested a lot on that space, on that area with SmartRecruiters. First of all, we turned the Apply Now button into I'm Interested. So just for starters, 'I want to talk' is kind of where I'm coming, as opposed to 'I'm a job applicant, I hope you will answer to me'. So we're trying to level the set.

Then we did the one-click apply, which basically just minimizes the friction in the apply process. We actually convert 27% of candidates who click on I'm Interested, versus 5% on your average ATS. So if we look at it from a candidate perspective, it's far more enjoyable. But if you look at it from a customer perspective, it actually means that $100 of advertising brings you five more candidates. So you actually save 80% of your advertising budget.

Then we brought this to mobile and we actually worked with John, because I think we were the first ATS to open an apply API, a proper apply API. So now John's been working on connectors so that directly from any job boards, you can, in one-click, express interest in a job in a compliant manner, with the appropriate questions, statements and screening questions, with all the things that need to go in there. Then you can apply in one-click, straight from a job board into SmartRecruiters without ever having to visit any additional page. I think the openness of the next generation of talent acquisition suites is going to make a difference and make an impact.

What also makes an impact here is as companies start to think about recruiting as marketing, because right now you see people, they're like, let me spend a million dollars in job advertising. And then they send people to a page that converts 5% of traffic.

Peter: Right.

Jerome: I tell you, if they were the head of marketing and not the head of recruiting, they'd probably be fired over that. It's like Marketing 101, you optimize your conversions. I think more and more, as recruiters and recruiting teams are thinking and getting the right tools to optimize their traffic, to optimize the experience of candidates, to optimize their return on advertising. We're going to see a lot of behaviors change for the better.

Peter: And sort of on that topic, Jerome, one of the things I appreciated about our chat out at HR Tech World, although we were sitting in your booth surrounded by big screen TVs and computers, you pulled out your smartphone and demoed SmartRecruiters on your phone. I was really impressed by that.

Jerome: Thank you. Yeah, if you cannot use your ATS in your phone, I'll tell you as a CEO of a very small company, we're just a very tiny company compared to our customers. But I would not use the ATS if it's not on my phone. I would have my assistant send me the résumés and I would not participate in this.

If you gave hiring managers a mobile app that's collaborative, that allows them to work with their recruiters, with their candidates, then beautiful things happen. When you think about it, managers are in charge of recruiting. The recruiting team is here to help. They're here to provide candidates, to help manage the process.

But at the end of the day, if we haven't been able to hire enough great sales people in time, who gets in trouble, the VP of Sales or the Head of Recruiting? Obviously, the VP of Sales. Whose quota is on the line? Whose career is on the line by the hiring decision? The hiring managers.

So if you bring the hiring managers into a collaborative hiring platform , suddenly you have a new partnership that's established between recruiting and managers, which is not like, I'm servicing you, send me some candidates and I hope they'd be good. It becomes more like, hey we're in this together to go get the best talent we can.

Peter: That makes a lot of sense. So I watched your YouTube video from 2014 called The Story of SmartRecruiters. Listeners, you'll find links to this and other resources on Jerome's show notes. Like you said, you're from France and you came to the US on an L1 visa. You have employees from all over the world and you commented three years ago about how difficult the immigration process is. And I can't imagine, given the current administration, it has become any easier.

Jerome: No, it's obviously not become any easier. It actually becomes harder. I think, I'm not a US political expert and I'm certainly not going to pretend to be. But the only thing I would say here, one has to think of are the jobs going to where the talent is, or is the talent coming to the job? And I think increasingly, the jobs are going where the talent is.

Peter: Right.

Jerome: Especially for high-tech jobs, there are a number of jobs that are not going to move because they are physically attached to the location. That's great. But there are a lot of jobs that kind of, it doesn't matter if the person is in Germany, in Singapore or in New York, or whatever.

Peter: Right.

Jerome: I think for countries, especially for countries that have lead the revolution for technology in such a spectacular way as the US has, closing down is dangerous. I can tell you that all the European tech scene and tech VCs and incubators in Europe are really, really happy with what's happening in the US, because right now, they're seeing their level of investments and jobs going very strong. We're seeing people coming back from San Francisco or coming back from New York and saying, I want to work in Berlin; I want to work in London, in Barcelona, in Paris or even in China or in India. Yeah, I would err on the side of caution here, thinking other jobs going where the talent is.

Peter: Jerome, back in 2014, you had 70 employees. How many do you have now and how many of those are working in the US?

Jerome: So we went from 70 to close to 200. We are 190 today. And the split, we have about half and half, about equal to 100 in the US, 100 outside. Historically, we had our engineering team in Poland. We just opened an office in Berlin where we have some central EMEA function. We have an operation in Paris, one in London.

And then in the US, we have some teams on the field of course in our headquarters here in San Francisco. And we just opened an office in Spokane, Washington, where we are scaling our sales and success teams in this kind of second-tier city where we have good access to a pool of talent that we can train and develop according to our standards.

This is our current footprint. We'll definitely have some people in Asia in the coming few months where we have a lot of customers over from New Zealand, Australia, Singapore, Thailand, China. We're actually going to work to open an office out there as well.

So it's a good example of 200 people. It's a small company, right? Some of our customers have 400,000 employees. So it's a very, very different scale. But even 200 people, we have 23 nationalities. We are based in seven countries and we think of the world as our village.

Peter: That's fantastic. Speaking of that, one of the people you featured in the video I watched, Natalia who's from Moscow, Russia; an MIT grad and obviously who's really, really smart; made a comment that she's proud to be helping to create jobs here in America. Someone once said that anyone here on an F1 visa that graduates from one of our top-tier colleges or universities should have a green card stapled to their diploma, and I totally agree with that.

Jerome: Yeah, I think so. I mean there you're talking, if you think MIT, you're talking the top 1% of global talent. And the US is so amazing, from the college education it offers, to letting those people go is indeed a crime. So they should have.

So Natalia stayed here and she now has a green card. I think she's on her way to really make her life in the US. So the country managed to keep her on that.

Those people, they create jobs as a business and that's what Natalia meant as well. As a business, we create jobs. Last year, we connected 9 million people to 600,000 jobs. I'd like to think that this is a small and meaningful contribution to the US economy and that everybody that we could help connect to a job a little better, a little faster was a better experience. Every additional job that we're able to create, everything we can do to reduce friction in the labor market is actually good for the country.

Peter: Wow, congratulations. That's really fantastic. I want to shift gears just a little bit, Jerome, and talk about HR Tech World. A consistent theme was disruption, and as a matter of fact, I recently published an interview with one of the keynote speakers Peter Hinssen, whose new book The Day After Tomorrow is about exponential disruption.

I'd like to get your thoughts on this and perhaps on AI machine learning and all the other technologies that are sort of the buzzword bingos of the HR tech world these days.

Jerome: I think the exponential disruption is a reality because every innovation is leveraged to drive the next innovation. When you look at, for example the amount of innovation that is triggered by the iPhone, it's incredible. You have entire industries that have been disrupted by initially the iPhone because if you don't have the iPhone, you don't have Uber, you don't have Airbnb. So this is exponential disruption and I think that is very clear.

In recruiting specifically, I think we are looking at a market that is ripe for more disruption. I think the stars are aligned in the fact that the data is available. We all have profiles online. The connectivity and the software is now powerful enough to be able to deal with it.

We have, as an example, at SmartRecruiters, we have a team of nine data scientists that have been working on AI for the last few years. We actually are recruiting AI products, which is now in beta with a couple of our customers.

And what this does is it simply is going to look at jobs and résumés, and behaviors and it's going to augment the capacity of a recruiter. It's not going to replace a recruiter. It's going to augment the capacity of a recruiter. It will augment it in several ways.

It will augment the ability to screen résumés. It's going to actually reach for résumés, add data and interpret résumés and rate and rank the résumés, and tell you why those résumés might be better than others. It's actually going to be able to really recommend people.

There's a lot of conversation about bias and so on, and I think we can do a good job actually at having an AI that's very clean on the diversity and bias side.

Second, it's going to help you discover candidates because today, the truth is you have a job and you probably have 100 candidates that are perfect for the job that you already have met in the past, or maybe they even worked for you, and you will never find them. This is a matching problem, so being able to have an AI that can help you discover candidates and discover appropriate people. And then go on a hunt, so the next generation I think, of AI, is going to hunt inside your talent pool, so your talent ecosystem for you.

Last and not the least, it's going to market your jobs. The AI could market your jobs in a smart way. And I think we have, back to the job board discussion and the way this market is organized is just wrong. It's like, I advertised my job and then thousands of people will apply. After a 30-minute process, they never hear back from us. 1 in 100 gets interviewed. 1 in 300 gets the job or 1 in 500 gets the job and everybody's disappointed, and everybody works hard. We've got to do a better job than this.

So we think actually, AI and machine learning could help organizations market their jobs only to candidates that are qualified, only to relevant candidates to reduce the noise and accelerate matching. And in the end, if you read the theories of the search cost in the employment market and the labor market, I think there are some good studies, Dr. or Professor Mortensen actually got an Economic Nobel Prize for his work along with other scientists on the friction in the labor market. I think technology can help reduce that friction a lot.

Peter: I was going to ask you about how SmartRecruiters' platform has evolved over the past seven years and I'm sure in addition to AI, there are many other things that have been refined within your platform since you began.

Jerome: So yeah, we began - the first four years of SmartRecruiters, we weren't selling it. So we put in four years, 50 developers so that's 200 man-hours of work before we opened the door and we started to sell our software at the beginning of 2015. So we've actually been selling the software for only 2½ years. It's been great to actually take that time to build a platform that we can say, yes we can replace Taleo worldwide for you, and we can also actually help you as a full integrated talent acquisition suite, from your CRM aspect, the marketing, the tracking, the collaboration, the hiring, onboarding; so really the whole spectrum. I think we've worked really hard to build to that scope.

Today, we have over a thousand customers that range in size, but mostly enterprise customers, that are looking at their ATS and thinking, does this software help me find candidates with a good experience? No. Do the managers use it every day to work with me to drive good hiring decisions? No. Are my recruiters happy and productive because they have everything they need in one platform? No.

Okay, so I need to change. What do I need? I need an integrated talent acquisition suite that helps me do exactly that, find and engage candidates with an amazing experience - so this is the CRM marketing part - engage hiring managers in a new collaborative process - so we make the right hiring decision with no bias. That's the hiring management and hiring manager engagement. And then a true platform that my recruiters have all their tools, their sourcing tools, their assessment, their background check, their video, everything pre-integrated in one platform. So they have their data, their processes, everything in one place. They are in control. They can run their business more like a sales and marketing function.

I think this idea of an integrated talent acquisition suite, built on a modern cloud platform with a built-in marketplace is where the future is. Of course, that infrastructure, that talent acquisition suite plugs into your HR suite. So we have connectors into Workday, SuccessFactors, into Oracle, into all the various HR systems. But it is a talent acquisition suite that you need to find, engage and hire great talent.

Peter: That brings up a question. As you know, Jerome, there seems to be a hack-a-day or a ransomware du jour. I mean who knew that companies and hospitals in Europe were still running on Windows XP, right?

Jerome: Yeah.

Peter: So how do you protect your client's data, which is all very sensitive?

Jerome: It is a very, very important part of what we do. We are, to use a data processing term, we are the data processor for our customers. So our customers trust us with their data. When you have companies like Visa or Bausch or Ikea that trust you with their data, this has to be your number 1 priority.

We have an information security organization that sits inside our organization. The information security officer actually has authority over the entire company, reports to me in the matters of security. We are very, very religious about this, both in all the preventive measures we take, the detective measures, the corrective measures.

It is a constant quest for increased security and it's really about the processes. It's really about the awareness. It's obviously about the technology. But beyond everything, I think it's just the DNA, and I'm very proud of the SmartRecruiters team in this. We were the first kind of new TA platform, TA suite to be certified with ISO 27001 certification, which is kind of the highest information security management system you can have from ISO.

We just have the right DNA, but it is a constant fight and critically important for our customers, and frankly for our candidates because data privacy is not just for customers. It's also for candidates. Once somebody applies to a job, they create a SmartRecruiters account. They give us their data and we have to hold that data on their behalf.

Peter: Right. As we all know, the job market is unbelievably tight right now and very competitive, especially for skilled workers. In San Francisco, you're really at the epicenter of this. So what advice do you have that you can share with the recruiters and TA professionals listening to this?

Jerome: I think it's really run recruiting like sales and marketing. That sounds like a cliché by now, but if you actually do that, if you actually analyze your talent pools, your talent ecosystem and your needs in light of a sales and marketing lens and pipeline and conversions, this really works.

So that means at the top of the funnel, for all the scarce, hard-to-find resources, you're thinking direct sourcing campaigns and your nurture programs. You're building talent pools and you're nurturing people over a period of time, whether you're on the field, at events, in meet-ups, on LinkedIn, on Entelo, or just creating marketing campaigns and acquiring names, you're just a marketer. Then those feed into some people that will raise their hand and get into a conversation, and then you get into real sales mode, which is a collaborative process with the hiring manager. You really are joined at the hip, between recruiter and hiring manager, to make this successful.

I think the one advice I would have for anyone that's out there that's still using a first generation ATS is there is a better one out there. You don't need to use software that was designed pre-iPhone. It's unfair for companies to expect from their TA leaders to operate like modern TA people like sales and marketers, but ask them to stay on a stack that's outdated or give them the recruiting module of their HR suite, which is obviously nothing more than a tracking system. I think if you want modern TA, you need an integrated talent acquisition suite.

Peter: One last question for you, Jerome. What haven't we discussed that you would like to share with the audience?

Jerome: Only one thing and that is when somebody applies to a job or expresses interest, please give them feedback.

Peter: I will second that.

Jerome: Right.

Peter: Thank you so much for taking time to speak with me today on TotalPicture. It's great to have an opportunity to just chat with you out on San Francisco. I look forward to seeing you at many more of these events.

Jerome: All right, thank you very much, Peter. It's a pleasure to be on the show.

Peter: Thank you. That's our show. Your comments are welcome on Jerome's show page in the HR Technology Channel of TotalPicture.com.

While there, please sign up for our newsletter. You can subscribe to our show on Apple Music, Google Play or Soundcloud and join the conversation on our TotalPicture Facebook group. You'll find me on Twitter @peterclayton, @totalpicture and @jobsinpods.

You can follow Jerome at @jerometernynck, and of course @SmartRecruiters. You'll find SmartRecruiters at HR Tech World in Amsterdam, October 24th and 25th. Register prior to July 31st for substantial savings. You'll find a link to register in Jerome's show notes.

TotalPicture is your podcast resource for talent acquisition, leadership, staffing, L&D, career strategies, innovation and the tools and technologies accelerating business and professional growth. Opportunities to sponsor our podcast are available. To receive our media kit and schedule a free consultation, email This email address is being protected from spambots. You need JavaScript enabled to view it .

This is Peter Clayton. Thanks for tuning in. {/slide="Interview Transcript"}

Peter Clayton

About Peter Clayton

Peter Clayton, Producer/Host, is an award-winning producer/director of radio, television, documentary, video, interactive and Web-based media who has created breakthrough media for a wide array of Fortune 100 clients.

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