RecruitAlliance Joins ADP Marketplace to Offer Vendor Management Solutions to Help Companies reduce talent acquisition costs, manage risk, and streamline workflow.

Comments Off on RecruitAlliance Joins ADP Marketplace to Offer Vendor Management Solutions to Help Companies reduce talent acquisition costs, manage risk, and streamline workflow.Written on July 29th, 2015 by
Categories: Corporate Recruiters, Human Resources

RecruitAlliance Joins ADP Marketplace to Offer Vendor Management Solutions to Help Companies reduce talent acquisition costs, manage risk, and streamline workflow.

Application available on beginning June 28, 2015

JUPITER, FLORIDA – July 25th, 2015 – RecruitAlliance, Inc. today announced the availability of Vendor Management Solutions for download on ADP® Marketplace to help companies streamline their workflow, reduce talent acquisition costs, and manage the risk associated in working with external recruiting agencies.

RecruitAlliance joins an ever-growing lineup of critical HCM and business applications that enable employers to optimize decision-making by seamlessly integrating workforce data across their company through secure ADP application programming interfaces (APIs).

“RecruitAlliance is a cloud-based solution that positions employers to access top talent through partnerships with recruiting agencies, while placing them in control of costs, contracts, and compliance,” said Lou Volpe, President and CEO.

ADP Marketplace is a new cloud-based app store designed to help employers dynamically manage an ecosystem of enterprise applications from ADP and world-class partners. This enables companies of all sizes to extend the value of their workforce solutions seamlessly across their entire organizations via a secure, single-sign-on process.

According to the ADP Research Institute®, the typical large company operates more than 31 separate HR applications and 33 payroll systems*. Many HR systems currently lack the ability to share workforce data with each other – and other core business systems. Today’s constantly evolving business environment requires a digital enterprise application shopping experience and seamless data integration capabilities across solutions to drive meaningful business productivity.

“RecruitAlliance’s clients can access pre-integrated workforce data in real-time through one intuitive platform while tapping into a growing ecosystem of trusted HCM apps to meet their evolving business needs. Companies entrust many service providers to support various aspects of their HR and business operations and we’re providing them an intuitive platform to alleviate the management complexities, said Don Weinstein, Senior Vice President, Product Management, ADP.

“RecruitAlliance customers only need to sign into one platform where they can access workforce data, integrate other HCM applications through secure cloud infrastructure and utilize developer resources to enhance their existing HCM services.”

ADP Marketplace continues to add new HCM applications to meet the business community’s current and future needs. To learn more about ADP Marketplace, visit

*from “Harnessing Big Data: The Human Capital Management Journey to Achieving Business Growth” 2015

About RecruitAlliance

Founded in 2001 and headquartered in Jupiter, Florida, RecruitAlliance is the global provider of Recruitment Vendor Management Solutions for small, medium, and Fortune companies across all industries. Employer members gain access 'in the cloud' to a network of thousands of approved Recruiting Vendors who deliver top talent via the platform. Hiring companies leveraging RA gain control of talent acquisition costs and compliance through the use of one Vendor contract. To learn more about RA, visit

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RecruitAlliance Media Contact

Louis Volpe


(800) 936-3395, ext. 707

About ADP

Employers around the world rely on ADP® (NASDAQ: ADP) for cloud-based solutions and services to help manage their most important asset - their people.  From human resources and payroll to talent management to benefits administration, ADP brings unmatched depth and expertise in helping clients build a better workforce.  A pioneer in Human Capital Management (HCM) and business process outsourcing, ADP serves more than 625,000 clients in more than 100 countries. The ADP logo, ADP and ADP Research Institute are registered trademarks of ADP, LLC.  All other marks are the property of their respective owners. Copyright © 2015 ADP, LLC.

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ADP Media Contact

Dick Wolfe


(973) 974-7034

5 innovative ways to ensure your external Recruiting Partners are looking out for your best interest

Comments Off on 5 innovative ways to ensure your external Recruiting Partners are looking out for your best interestWritten on May 27th, 2015 by
Categories: Corporate Recruiters, Human Resources
RecruitAlliance - Total Recruiter Management SolutionRecruiting Agencies deliver top talent, when your internal team cannot.

It's always interesting to hear how HR and Corporate Recruiters feel about relationships with third-party staffing and search agencies. If you've ever had a hard-to-fill position, you probably reached out to a local agency to utilize their assistance. You may feel like outside Recruiters waste your time, send you poor candidates, and charge too much when a placement is made. In reality, staffing and recruitment professionals specialize exclusively in sourcing top talent, and have the ability to pick up the phone to connect directly with your competitor's best employees--on your behalf. There are no job boards, social media sites, email campaigns, or other methods of recruitment that provide a more powerful means of hiring 'spot on' talent than leveraging a recruiting firm.

How strong are your partnerships with third-party recruiters? What can you do to build quality business relationships, versus one of mistrust by both parties? How can organizations ensure their third-party recruiting partners will continue to supply them with top talent, instead of utilizing them as a candidate source?

Here are five proven ways to have recruiters beating down your doors to refer you the best and brightest candidates.

1. Create an environment of open communication with your partners. Imagine being tasked with finding a needle in a haystack, but you don't know what a needle is. Recruiters are provided with countless, meaningless job descriptions and asked to find the right person. If you want results, you have to articulate the intricacies of each position, and realize that questions will come up as they interview prospective candidates. Responding to email inquiries on a timely basis can be the difference between making a hire and hiring the most qualified candidate available in the market.

2. Offer recruiting partners a competitive fee, or risk becoming a candidate source. If you really think about it, why would you want to negotiate fees with third-party agencies if the search is only contingent? You're not required to hire the referred candidate, and in the event the recruiter does present your ideal next hire, you know they deserve to be compensated accordingly. Remember, the value external recruiters bring to your company is passive talent. These are people you don't otherwise have access to. If you're not willing to pay for top talent, or you attempt to underpay your search partner, they have the option to walk away from future searches for your company.

3. Evaluate and adjust whether other parties receive a portion of your Recruiter's fee. Do you post your fee-eligible jobs on a Vendor Management portal that takes a portion of the Recruiter's fee when they make a hire? Some popular VMS's take as much as 25% of the full fee--making working your search much less attractive. If a search professional has the option of referring an exceptional candidate to their client who pays them 100% of the fee, or to you--where they must give up 25% of their billing, can you guess who will receive the candidate? Always seek out Vendor Management Solutions who honor your recruiting vendors, with a business model that is mutually beneficial to all parties involved.

4. If you hire a candidate during the guarantee period, don't forget to pay the Recruiter. Unless you're engaged in a retained search, your recruiting partner is working for free--pending the chance that you hire their referral. When you end up hiring their candidate for another requisition, but have not been in communication with the recruiter, do the right thing, unless your contract states otherwise. A quick email letting them know you hired their candidate speaks volumes about the value of your partnership, and if the agency finds out you ended up making a hire without contacting them--you can bet you will become a candidate source.

5. Dealing with agencies can be cumbersome, unless you implement a Total Recruiter solution. RecruitAlliance integrates with your ATS, is a stand-alone VMS, and can empower your organization to reduce costs, manage workflow, and improve your recruiting process. Recruiters love the platform, because they never have to give up a portion of their fee--this means you can tap in to the top tier talent pool, seamlessly. To learn more about their Total Recruiter Management solution, click here.

The process of working with external recruiters successfully continues to challenge organizations across all industries. Begin utilizing the five essential tips provided in this article, and you'll be capable of transforming your talent--ulitmately improving your commpany, on a holistic-level.

Quality of Hire versus Time to Fill: The Formula to Improve Talent Acquisition

RecruitAlliance - Metrics Matter

One of the most essential recruiting questions a company can ask is "How long does it take to fill each open position?" After all, every day a position is left open, the company is either losing money or not addressing a business issue. It stands to reason, the faster recruiters can fill positions, the better they can serve the business as a whole. Metrics like “time-to-fill” and “cost-per-hire” only tell us about the process, not its impact. What matters most is how new hires perform and how much they contribute to your organization’s growth and goals.

Gaining Insight from the Numbers

Once you determine which positions are taking longer to fill, you should then investigate the factors responsible for the slowness. Here are several common situations that typically lead to a drawn-out time-to-hire:

  • Hiring managers may not be reviewing candidates as quickly as necessary.
  • Recruiters may not be following up with candidates in a timely manner.
  • Recruiters may not be posting on the most relevant job boards for the position.
  • Job requirements may be too lofty, driving away candidates before they apply.
  • Adddressing these issues can create immediate positive results for your recruiting strategy.

    The quality of hire metric can take your team from reporting straight stats to reporting on effectiveness. By simply working with your finance department and CFO, quality of hire metrics can be use to support and make strategic decisions, while supporting HR in the boardroom in ROI-based discussions.

    Because of its organizational impact, quality of hire is a more important metric to track than time to fill or cost per hire.

    Balancing out the metrics your HR and Recruiting department measures can be challenging for any organization. Remember, any metric tied to the bottom-line should be a priority. Here are some ways you can leverage the Quality of Hire metric, to further increase revenue across the enterprise.

  • Work with finance to translate the ROI in dollars, the impact of having a top performer vs. an average performer on organizational productivity and revenue per employee. This knowledge can help support further investment in recruitment, onboarding and training.
  • Modify your job descriptions to reflect performance outcomes expected rather than skills and competencies required.
  • Ensure your corporate culture is transparent, to support candidate self-screening.
  • Use of panels, multiple interviewers, relevant behavioral-based questions, use of interview scoring sheets, and interview training for hiring managers.
  • You can measure the health and effectiveness of a company’s entire recruiting and hiring process by focusing on making changes to improve the process. If a recruiting leader gets these under control, quality per hire will soar, cost per hire will decline and time-to-fill will shrink. Implementing the suggested changes will not only improve the talent acquisition function, but can ensure organizational success.

    Twitter and Recruiting: Candidate Sourcing Made Simple

    Comments Off on Twitter and Recruiting: Candidate Sourcing Made SimpleWritten on April 17th, 2015 by
    Categories: Corporate Recruiters, Human Resources, Third-Party Recruiters

    Are you using Twitter to locate, identify and source candidates in your recruiting practice? If not, you may be missing out on thousands of dollars in placement fees annually.

    How do you leverage this social networking site to effectively increase candidate flow? Today, we'll focus on how search professionals can utilize Twitter and begin uncovering more quality talent than ever before.

      First Thing First

    If you haven't already done so, go to, and sign up for your free account. Once you've confirmed your email address, immediately take the time to upload your photo and complete your profile. This way, you are searchable within the network, and you're ready to begin tweeting as needed.

      Increase Interest in Your Jobs

    You have up to 140 characters to capture the attention of potential candidates. Keep your job ads short and pithy, and be sure to use hashtags, so your keywords are searchable. Some of the most widely searched terms used by recruiters include: #job, #employment, #hiring, #salesjob, #recruiting, #career, #nursingjob, etc. Pick and choose your hashtags wisely, because they are a part of your total character count.

      Build a Following

    The goal in using Twitter is to build relationships with clients and job candidates. To find these individuals, go to, and search by industry, hashtag, location, etc. Using this method, you'll successfully source numerous relevant contacts. Follow targeted people, and they often will reciprocate.

    Twitter is one social networking tool that can lead you to more canddidates and potential clients. Other sites, such as, further assist recruiters in sending their tweets to targeted audiences, with limited effort.

    If you like this article, check out these related articles:

    The Big List of Twitter Tools: 59 Free Twitter Tools and Apps that Fit Any Need
    10 Twitter Tools Used by Social Media Experts
    Why Twitter Is A Recruiter's Secret Weapon (And How To Use It)

    How to destroy your talent brand (and tips to avoid it)

    RecruitAlliance helps HR and hiring organizations streamline their workflow, and build a better talent brand.

    RecruitAlliance helps HR and hiring organizations streamline their workflow, and build a better talent brand.

    Today, companies and specifically Human Resources departments, work tirelessly to create a positive talent brand.  What types of situations can quickly damage their reputation and create a permanent, negative image in the minds of current employees, applicants, and prospective candidates?  Let's take a closer look.

    Here are three essential areas that equal disaster, if not managed properly by HR and Senior Management:

    1.  No Corporate Social Responsibility Policies

    Corporate social responsibility (CSR) refers to a business practice that involves participating in initiatives that benefit society.  More organizations are implementing processes that allow them to lower pollution and resource use, increase recycling activities, and give back to the communities in which they do business.  With social media use so common and information instantly accessible via the Internet, it's easy for potential customers to see what their favorite companies are doing to better the planet.  With this trending focus on corporate social responsibility policies, failure to establish, maintain, and highlight what your organization is doing to meet objectives can hurt the organization, quickly.

    2. Customer Service Failures

    Nothing hurts branding worse than when your employees don't understand the impact they make on their external customers.  From inbound phone calls in HR, to insincere responses to consumer email inquiries, a negative experience by your customers can create major waves in your organization's reputation.  Those who have a poor experience may complain to potential customers and prevent them from working with a company or even take their issues to social media sites. This can cause a client's bad experience to go viral and hinder an organization's attempts to improve its reputation.  By providing teams with access to training and implementing a quality management strategy, customer service failures can be minimized.  This simple solution stands to protect and ultimately enhance your company's reputation.

    2. Low Employee Satisfaction

    As a company, if you're not focused on keeping your employees happy, you're not only harming your talent brand; you're profitability is likely suffering.  A Towers Perrin-ISR study found a staggering difference between high-engagement and low-engagement companies. Operating margin was 3.74 percent for high-engagement firms versus -2.01 percent for low-engagement firms. Additionally, net profit margin was 2.06 percent for high-engagement companies versus -1.38% for low-engagement companies. Satisfied teams are more likely to feel positively about their jobs and have a stronger sense of attachment to their employers. This makes it easier for them to encourage others to try a brand's products or services and promote the company even when they aren't on the job.  Brands with good reputations, such as Google, Whole Foods Market and Facebook, are often known for being some of the happiest places to work.

    In 4 Ways to Prevent Damage to your Talent Brand, you'll learn that angry customers and bad product reviews certainly take their toll, but the worst publicity from a talent-brand standpoint comes from employees or former employees, who now have the power to broadcast their dissatisfaction through social networking.  Read more.

    RA launches RecruitAlliance India, as part of International Expansion

    RA Clear Crisp no shadow RA launches RecruitAlliance India, as part of International Expansion

    RecruitAlliance is a Vendor Management Solution for hiring organizations that saves them time and money, while drastically improving their workflow.

    Since 2001, RecruitAlliance has been connecting employers and recruiting agencies, through their proprietary, cloud-based, vendor management portal.  Headquartered in Jupiter, Florida, the company recently launched operations in Hyderabad, India.

    In the U.S., RA’s recruiting tool has aided some of the world’s leading Fortune 500 organizations in reducing their spend per hire, mitigating risk, and optimizing the talent acquisition process, across their enterprises.

    Over the company’s 15 years in operation, RecruitAlliance has helped employers and recruiting vendors successfully collaborate to fill more than 17,000 critical requisitions and earn millions of dollars in fees.   The website is user-friendly, while effectively tracking and managing candidate submissions for fee-eligible openings at entities of all sizes.  RA’s solution works alone or in tandem with other applicant tracking systems on the market.  Employers may join the website and utilize this powerful tool at no cost.

    According to the company’s Director and Chief Technology Officer, Chandra Shekar Reddy, the decision to begin operations in India is the result of several key factors.  “India is a fast growing economy and with the recent change in government, the focus has shifted to employment, industry, and skill development.  The business community is very optimistic on high growth in both the short and long-term.   Massive growth in e-commerce has led to volume hiring, and successful organizations such as Amazon and Alibaba are already considering India as their next potential investment.”

    Existing U.S. clients, such as Wells Fargo, Bayer, American Greetings, Dollar General, Wesco Distribution, TRW and others are poised to benefit from RA’s International growth, as they can access a single platform for their global talent acquisition operations.  Enterprises and businesses who are looking for expansion in both countries can use RA to quickly ramp up their headcounts and gain competitive edge.

    RecruitAlliance offers a proven and validated vendor marketplace, reducing their cost per hire and time to fill ratios.  Employer members can build a network of recruiting partners who produce results, while positively impacting their organizational retention rates.  To learn more about RecruitAlliance India, contact their office directly:

    Hyderabad Office:  +91-99084-66996

    Email: or


    Make more placements: 15 ways to build a candidate and client-based email subscription list

    Email marketing can be an important component of every Staffing Agency's inbound marketing strategy. It is significantly cheaper than other advertising methods and, if done right, helps build loyalty and trust with customers. As a result, you generate more sales and more profits!

    The foundation for successful email marketing is a targeted, permission-based email list. Marketers call contact lists their 'goldmine' because it can generate much of their sales revenue. If you've built up a list of opt-in subscribers that are qualified and interested in what you have to offer, then you've completed the first step and are on your way. Now it's time to 'mine' for gold!

    Below you'll find several list-building and retention ideas that will help you get the best results from all your client and candidate email marketing activities:

    Provide useful, relevant content. Your visitors will not give you their email addresses just because they can subscribe to your newsletter free of charge. You have to provide unique and valuable information that will be of interest or use to them.

    Add a subscription form to every page on your website. Make sure it stands out so it is easy to find. If it doesn't look cluttered, you may want to include more than one on some pages. For instance, if your opt-in form always appears in the top-left corner of your site, you may want to add one at the end of your most popular articles.

    Add subscription forms to your social media pages. Make sure that you don't waste this valuable source of revenue opportunities. Integrate your sign-up forms with Facebook and more!

    Make it easy for readers to sign up. The more information you request, the fewer people will opt-in. In most cases, a name and an email address should suffice. If it's not necessary, don't include it here. You can always survey them once they're customers! We do recommend that you provide a link to your Privacy Policy however.

    Publish a Privacy Policy. Let your readers know that they can be confident you will not share their information with others. The easiest way to do this is to set up a Privacy Policy web page and provide the link to it below your opt-in form. (Note: If you don't have one, put the words 'privacy policy generator' into a search engine and you should be able to find a suitable form to use.)

    Provide samples of your newsletters and Ezines. This lets potential subscribers review your materials before they sign up to determine if it's something they'd be interested in.

    Archive past newsletters and articles. An online library of past newsletters and articles is both appealing and useful to visitors and builds your credibility as an authority. In addition, if your articles are written with good SEO techniques in mind, they can increase traffic to your website through enhanced search engine positioning.

    Give gifts subscribers can actually use. Offer an opt-in bonus for joining your subscriber list! Write an ebook or provide a PDF business report, or even hire a programmer to create downloadable or web-based software. But don't limit yourself to offering gifts to opt-ins. Give them out when your readers fill out a survey, provide a testimonial, success story, or a great product idea. Let them know when they can expect the next gift offer. Everyone likes to get something for free! And if you pass out 'goodies' throughout the year, your subscribers will feel truly appreciated − and that's good for business!

    Ask your subscribers to pass it on. Word of mouth is a powerful viral technique that works great with email marketing. If your subscribers find your content interesting, amusing or informative, they'll probably share it with their friends. This can be a great source of new customers, so make sure to remind them to 'pass it on'.

    Let others reprint your newsletter as long as the content is not modified. If you're happy to share your content with the universe, then why not! Many webmasters and newsletter publishers are actively looking for high-quality content and, if they reprint your newsletter, you'll get new subscribers, and more traffic and links pointing to your site.

    Include a 'Sign Up' button in your newsletter. If you're using plain text instead of HTML, be sure to provide a text link to your subscription page. You may feel that this is not required because the subscriber is already on your list, but remember that readers will forward your newsletters to others, or reprint them online. Make it easy for them to subscribe!

    Add a squeeze page. A squeeze page has one goal − to acquire opt-ins and build your list. Think of it as a mini-sales letter to go along with your subscription or opt-in gift. It should feature a strong headline and a couple of powerful benefits that should make subscribers salivate to sign up! Once created, use a service such as WordTracker to find hundreds of targeted keywords, and promote your offer using pay-per-click advertising from Google, MSN and Yahoo. Now that should make a splash!

    Include testimonials on your squeeze page. This is crucial. Put one or two strong testimonials from satisfied customers on your squeeze page. This can be in any format, but you may find that multimedia (audio or video) is more 'believable' and inspires more people to action. To further enhance believability, get permission to use actual customer names, locations and/or urls (Don't use 'Bob K, FL'). Add a note inviting others to participate. After all, it's free publicity!,

    Blog religiously. Blogging is a great way to communicate with prospects and potential customers, and creates a nice synergy with your email marketing. Be sure to include your newsletter sign-up form on each page of your blog. You can start a free blog at Blogger or WordPress.

    Post on other blogs. Post thoughtful comments and information on similar blogs with a link to your squeeze or opt-in pages. Also comment on others' blogs through trackbacks. In most cases, your comments will be posted on their blogs with a link back to your site. This is an easy way to generate new traffic and subscribers, and get your brand out there!

    If you're looking for a solution provider to effectively set-up and manage your email marketing strategy, click here to learn more.

    Recruiter Sales Tips: Improve your Sales Process and Increase your Billings

    Comments Off on Recruiter Sales Tips: Improve your Sales Process and Increase your BillingsWritten on March 4th, 2015 by
    Categories: Third-Party Recruiters

    We all know that staffing and recruiting are sales, but maneuvering through all of the barriers can be challenging. When you're starting a new desk, one of the first things you'll have to master is the art of finding your comfort zone on the telephone. In 11 secrets for a winning cold call, you'll learn what it takes to have the right mindset to hit the phones and "dial for dollars" more effectively--every day.

    When you're not on the phone, or you are repeatedly connecting with voicemail, leveraging email to get your message across to prospective clients and candidates is an effective means of communication. What happens when you're repeatedly reaching out, and never receive a response from your target? How can recruiters improve their chances of receiving timely feedback? In The Last Ditch Move to Provoke an Email Response, you'll learn how to write a "Hail Mary" email, and when it's appropriate to use it, and how to incorporate it in your sales cycle.

    Speaking of email sales messages, it's important that you only use email as part of your strategic campaign. In If a Customer Won't Respond, Try This, you'll get great ideas on the follow-up emails that you send if your initial email does not get a reply from the prospect.

    For recruiting professionals, the default website for leads is typically LinkedIn. When you are seeking the top passive talent in the market, you may have to get more creative. In 9 Easy Ways to Hone Your Lead Scoring Today, you'll read how many companies utilize a lead scoring system to determine who they will contact, and the nine criteria you should examine when implementing this in your process. For recruiters just getting started, this is an excellent method to assist them in finding a better niche to focus in, based on the market. To read more, click here.

    If you're looking for new job orders to grow your recruiting agency, look no further than RecruitAlliance. This cloud-based tool connects you with full-fee jobs posted by some of the top Fortune 500 companies. It's also a powerful split network to increase your billings. To learn more or sign up for a free trial, visit

    How to Build a Better Talent Acquisition Process in your Organization

    Comments Off on How to Build a Better Talent Acquisition Process in your OrganizationWritten on February 25th, 2015 by
    Categories: Corporate Recruiters, Human Resources

    Regardless of the size or perceived prestige of your company, the chances are highly probable you are struggling to attract and hire top talent. Here are some interesting statistics to consider:

    76% of job seekers want to know why the company is an attractive place to work
    70% of candidates wish to know about compensation package details
    60% of job seekers want to see an overview of the company's mission, vision, and values
    62% of job seekers want details on the benefits package
    55% of candidates want basic company details like office locations, number of employees, and revenue

    Is your Human Resources department providing candidates with the information necessary to make a quality decision on a timely basis? Is your recruiting process well-defined and efficient, enabling you to provide your candidates with a hiring time-line that manages their expectations? Creating a positive candidate experience builds your talent brand while ensuring your company has the right people in place to move ahead of your competition. What improvements can HR make create the best experience for your internal and external customers?

    Here are four tips to help you build a better talent acquisition process, across your enterprise.

    1. Define your recruiting process. Train your team on their role in sourcing, screening, and hiring candidates. Leverage your external search partners to uncover those passive candidates who you won't otherwise gain access to. Making a great hire should be a simple, straight-forward procedure at all times.

    2. Eliminate all candidate barriers from the recruitment process. From the time your candidate submits their application, they should feel like they have an open means of communication with you. If you aren't effectively communicating with your candidates when they want to work for you, how positive will the experience be as an employee? HR has the challenging job of creating a quality experience for all applicants.

    3. Have a well-integrated Social Media campaign. Have your Social Media Manager personally invite your candidates to follow you on Facebook, Instagram, YouTube, LinkedIn, etc. Make your talent acquisition process as personal as possible for the candidate. A candidate referral is a valuable return for creating an amazing experience.

    4. Consider implementing a program like Total Recruiter Management by RecruitAlliance - a no-cost solution to help you manage your external recruiting partnerships more efficiently and effectively. If working with third-party agencies is not centralized and managed, you are likely way over your recruiting buget. Total Recruiter Management helps you reduce costs, mitigate risk, use one contract - one fee, and offers a seamless and secure platform to facilitate mutually beneficial relationships with new and preferred recruiting partners. To learn more, click here.

    Winning the war for talent requires eliminating inefficient processes and implementing solutions. When you focus on improving the candidate experience, building a better talent brand, and incorporating new technologies like Total Recruiter Management by RecruitAlliance, you're creating a win-win for your team and entire enterprise.