The other day I met-up with Brin McCagg, the Cofounder and CEO of RecruitiFi, at Café Centro. He was scrolling through his smartphone showing me a constant stream of LinkedIn connection requests from VP's of talent acquisition, CHRO's, HR Managers, Directors, and recruiters. I decided there and then it was time for Brin to return to the podwaves of TotalPicture Radio.
I've been having fun using Skype Video to record some of my interviews, and Brin was receptive to the idea of recording the interview in video. This is Peter Clayton with a HR Technology Channel Podcast AND vodcast on TotalPicture Radio.
The last time Brin was on the show, he was trying to find a decent wifi connection at a motel near the Grand Canyon. Much has changed with the startup, including new office space on 46th Street, and about tripling the RecruitiFi staff over the last seven months, to keep up with the demand for matching vetted, qualified passive candidates with great job opportunities... Real jobs, real companies, hiring now. What a concept!
The unique RecruitiFi model of crowd-sourcing top recruiters and passive candidates has definitely caught on. Speaking about LinkedIn, Brin told me, "I really think we could be the next LinkedIn."
In a recent article in Newsweek, Kevin Maney writes; "A startup called RecruitiFi helps illustrate how technology is facilitating horizontal professionals. The core purpose of RecruitiFi is to create an Uber-ish platform for the recruiting universe... But there is an intriguing by-product to Recruitifi: Anyone can become a recruiter, much as Uber lets anyone become a taxi driver or Airbnb lets anyone become a hotelier."
Questions Peter Clayton asks Brin McCagg in this interview:
First, I never looked at RecruitiFi as a platform where "anyone could become a recruiter," yet you responded to Kevin by saying, "There is really no barrier to entry," can you unpack this for us, Brin? I'm sure there are a number of professional recruiters who would take exception to this idea that "anyone can be a recruiter."
Here's another quote from Kevin's Newsweek article: "In theory, RecruitiFi should let headhunters get to see vastly more job openings than they can try to fill, and companies see candidates from a vastly larger pool of recruiters." Is that, in fact, what has happened?
As I mentioned in my open, the last time you were on the show was last June. Bring us up-to-date.
Just so our audience understands the value proposition (Recruiter scenario explained)
I just explained the recruiter scenario, please explain the value prop for employers.
You've created a very unique compensation model as well. Explain to us how this works.
As we all know the time-to-fill for most professional positions is somewhere between four to six months, on average. Has RecruitiFi been able to shorten this?
Given what you're seeing, Brin, are employers willing to pull the trigger faster today than last year?
What is the average comp package of jobs being filled through RecruitiFi?
What about geography? Are most of the jobs being offered on RecruitiFi in the New York region?
How about industry verticals or professions?
Have you expanded outside the US?
Where do you think RecruitiFi will be one year from now, (i.e. what kind of growth are you expecting.)
What haven't we discussed you would like the viewers to know?
DISCLOSURE: Peter Clayton, Producer/Host of TotalPicture Radio, is on RecruitiFi's Advisory Board.
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.