Hi, I’m Andres Blank CEO & Founder of Fetcher, and this is our tech talk.

Fetcher is a recruiting automation platform that combines search technology with humans-in-the-loop to bring qualified candidates to your inbox. Fetcher takes sourcing and outreach off a recruiter’s plate.

Did you know that Only 20% of recruiters using traditional methods are successful in sourcing, because they just don’t have the time to build their candidate pipeline? And the problem is getting worse. Recruiting teams became smaller during Covid, there’s more to do than ever before. At the same time the market is still highly competitive, with over 11 million open roles. Fetcher automates sourcing so recruiters can focus on the human side of recruiting. And being able to break through the noise and gain a candidate’s interest is near impossible

So clearly, if recruiters are being asked to do more, faster, without sacrificing quality – they need help to be the best they can be! That’s where Fetcher comes in. Despite smaller teams, there’s more to do than ever before. The market is still highly competitive, with over 11 million open roles, and being able to break
through the noise and gain a candidate’s interest is near impossible, with roughly half of recruiters have had a job offer turned down due to a lack of diversity at the company, or due to a lack of flexibility and remote options. At the same time Recruiters are being asked to do more, to do it faster and to not sacrifice quality.
This isn’t a new problem, but it’s a growing problem as recruiting teams were downsized in 2020. In fact, 95% of talent acquisition leaders indicated that they slimmed down their internal recruiting capabilities because of COVID-19 slowdowns, according to a Nelson Hall report released in April.

So, if recruiters are being asked to do more, faster, without sacrificing quality – they need help to be the best they can be! That’s where Fetcher comes in.

Our platform is called Fetcher. Fetcher started in late 2016 when we were working on a mobile app called Caliber. The idea was to connect people to professionals they didn’t know in order to help them form new professional relationships and progress their careers. When we saw that recruiters were using it to connect with candidates, we realized that sourcing solutions were still too time-consuming and that people
were constantly looking for ways to source faster or even automate it completely. We launched with a very small team, and now have 200+ employees on four different continents. We’ve worked with over 1,000 companies across tech, banking, and more helping them hire engineers, sales reps, c-suite executives and everything in
between.

Directly addresses this big pain point of not having enough time by making candidate sourcing and outreach exponentially more efficient. Our vision is that everyone should have a solid sourcing pipeline to be the best
recruiter they can be. Minimizes time on top-of-funnel tasks so hiring teams can spend more time later
in the funnel. Recruiters and TA leaders want to spend time building relationships with candidates, creating a great hiring experience, and showcase their company’s brand. They don’t want to spend hours every day on LinkedIn, or creating and sending individual emails to potential candidates. Prevents bottlenecks at the sourcing stage by providing a steady, manageable flow of candidates. Our unique selling point is that by combining recruiting automation processes with human-in-the-loop insights you can take sourcing off a recruiter’s plate, saving them hours each day. Some recruiters used to spend ten hours/week sourcing each hard-to-fill role, and with Fetcher now only takes an hour per week, if that.

How are we able to accomplish this? Because profiles are handpicked and we learn from the feedback you leave on the profiles the quality of the candidates that you get with Fetcher is very high without having to spend hours surfacing them. On top of our candidate engine we have built a state of the art tool to send
personalized email sequences and automatically track your progress. But how can a recruiter trust our platform? Prior to candidates being sent, candidates are vetted by our humans-in-the-loop, ensuring top-quality candidates that match your specific search criteria. It really makes Fetcher a living, breathing
tool because you can continue to hone searches. The people behind Fetcher allow for very nuanced searches, which is ideal for niche roles or for diversity hiring initiatives. Saves a ton of time, while still maintaining the intuitiveness of a human recruiter.

Who uses our tech? Our platform is designed for recruiters and recruiting team leaders. Teams hiring for knowledge workers, typically at small to mid-sized orgs that don’t have the budget/resources for huge hiring teams and sourcing-specific roles.

Current clients include Frame.io, Foursquare, Wealthsimple. We work with several VCs to help recruit for their portfolio companies as well and continue to develop those partnerships.

● Key Features:

Easily create a search w/very customized criteria

Directory with all sourced candidates

Full candidate profiles – includes contact verification

Chrome extension

Automate emails for outreach & nurture sequences

Sync with your Gmail/outlook

Calendar/scheduling

Analytics

New diversity analytics!

Team analytics

● Before & After:
○ Before: Fetcher recruiters reported having an unpredictable pipeline which made their day to day hard to manage
○ When recruiters don’t have enough applicants they need to shift their focus to manually sourcing, taking most of their day.
○ After: Recruiters have a steady pipeline of candidates, making their day to day easy to manage. Recruiters can act more like salespeople or brand advocates for their companies, and spend more time later in the funnel

○ Magnite:
■ used to rely on LinkedIn Recruiter & job boards to source candidates & promote open roles. They found that as their company grew and they’re now hiring for 20 offices around the globe, it was becoming increasingly
challenging to create solid pipelines, especially for hard-to-fill roles. They didn’t have the budget to dedicate to a sourcer or contract recruiters.
■ Magnite’s recruiting team has become much more efficient in that they spend more time on their overall processes and not solely on sourcing. They found that engagement was much higher when using automated
email sequences through Fetcher vs LinkedIn InMail – in one example, they had a 90% response through their Fetcher outreach!
Quick feedback allows guides platform and humans in the loop to improve future batches.

Fetcher is the perfect solution for recruiters looking to let go of their sourcing and focus on later parts of the funnel. If you’re looking to continue controlling every step of the sourcing process then we’d recommend to stick with using traditional sourcing tools. Fetchers works well across dozens of industries including technology, finance, consulting, manufacturing and hospitality to name a few. We do really well in tech/engineering, sales, marketing, finance, executive searches. Not designed for temporary/seasonal work, restaurant/service industry, and medical fields. Again, for larger recruiting teams with dedicated sourcers, Fetcher is probably redundant.

In terms of the process, Fetcher isn’t a database where you can put in criteria and instantly pull up the entire talent pool for a certain role. It’s more effective the more you use it, and the more feedback you provide. It depends on the role and how well it’s defined in the platform, but it can take some time – potentially a week or two – for Fetcher to learn and adjust to feedback and then send out more candidates.

● Top of funnel – primarily a sourcing tool, but we are growing the CRM capabilities
○ Eliminates the need to invest in and manage separate sourcing, email verification, scheduling, and outreach tools.
○ Easy integration with Gmail, Outlook & Slack
○ We’ve integrated with Greenhouse, Lever & SmartRecruiters and as of just recently can now integrate with BreezyHR, JazzHR, Workable, Workday and the other big players.
○ Could also show here that we lay on top of LinkedIn, basically, so some times opt to get rid of their LinkedIn Recruiter seats once they get up & running w/Fetcher.

● Pricing Model: annual contracts, based on number of leads + hiring initiatives. Fetcher is a premium tool

● Onboarding: with a few days of signing on, you’ll have an onboarding call with your dedicated customer success manager.
○ Walk through set up, timeline to receive leads, questions, etc. Make sure everyone who will be using Fetcher is on the same page
○ Also schedule regular check-in calls to see how things are going
○ Ongoing support > we are your partners in hiring and want to support your growth in whatever way possible. We aren’t just a platform you use but a team.

● Timeline of adoption
○ A search could be set up relatively quickly, and once the email sequence is ready to go, a user could start sourcing and adding candidates to outreach. So potentially within a few days or a week, maximum, they could start receiving batches of candidates.