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Shane Bernstein
Helping companies hire faster, easier and much cheaper!
Shane Bernstein is the Founder and CEO of Rolebot, an AI-powered hiring engine that focuses on passive talent recruitment.13 With over 15 years of experience in the staffing industry, Bernstein has established himself as a veteran in the recruiting field.14
Career Background
Shane Bernstein's career in recruitment began at TekSystems, where he gained valuable experience in the industry.1 Building on this foundation, he launched his first company, Q, a digital and IT-focused recruitment agency with a diversity focus.1 This success led him to develop Rolebot in 2018, aiming to revolutionize the recruitment process.14
Rolebot
Rolebot is designed to deliver higher volumes of qualified candidates using AI technologies that model off company-supplied "ideal candidate" profiles.1 The company's main objective is to normalize hiring passive talent across organizations, targeting the 75% of skilled workforce that typically doesn't apply for jobs.1
Key features of Rolebot include:
- Delivering passive talent at scale, at a fraction of the cost of traditional methods
- Achieving 30-50% response rates on average for passive talent
- Solving bandwidth issues for recruitment teams
Leadership and Company Growth
Under Bernstein's leadership, Rolebot has grown significantly:
- The company now employs 50 people
- Team structure includes sales, customer success, marketing, finance, product, and engineering departments1
Professional Attributes
Colleagues describe Shane Bernstein as:
- A "go-getter" with a "no quit/never say die" attitude
- Someone who works long hours and is always closing deals
- A definite asset to any organization2
Shane Bernstein's approach to recruitment is focused on eliminating foundational friction from all angles, including ROI. He believes in leveraging technology and evidence-based data to scale and disrupt the recruitment industry.1
Highlights
The Great TA Dilemma - First available, or Best available? 🥇 🎸
Receiving inbound candidates is undoubtedly a positive sign - it shows our employment brand is thriving and our company reputation is strong. But what about passive candidates? Are we neglecting talented individuals who aren't actively applying but could be just as, if not more, qualified? Shouldn't our focus be on hiring the best person for the job, rather than simply the first person who applies?
Many companies preach about equality and hiring the best candidate, yet they often settle for those who merely submit applications. Is this truly fostering equality? And does it genuinely set our organizations up for success?
It seems we're turning a blind eye to the wider talent pool that isn't actively seeking job opportunities. Why settle for what comes to us when we could actively seek out and interview individuals who haven't applied but could be an ideal fit? I constantly hear companies boasting about the healthy volume of applicants they receive, which is indeed a positive indicator. However, the reluctance to pursue and interview those who haven't applied is baffling. 🤔
Why not cast a wider net and engage with every potential candidate before making a decision? Are we being too complacent, content with those who express interest in us, rather than actively seeking out the best fit? Perhaps our internal recruitment processes are falling short, preventing us from effectively identifying and engaging with these candidates. Or could it be that our egos are getting in the way - if they don't seek us out, do we deem them unworthy?
This raises the question of the other 75% of the talent pool - those who don't actively apply for jobs. By expanding our recruitment approach to include both active and passive candidates, we open ourselves up to a broader range of talent and increase our chances of finding the best person for the job.
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