{"id":2760,"date":"2025-06-08T16:18:00","date_gmt":"2025-06-08T15:18:00","guid":{"rendered":"https:\/\/www.talentis.global\/recruitment-software\/?p=2760"},"modified":"2025-12-04T15:41:11","modified_gmt":"2025-12-04T15:41:11","slug":"introducing-talentis","status":"publish","type":"post","link":"https:\/\/www.talentis.global\/recruitment-software\/introducing-talentis\/","title":{"rendered":"Introducing Talentis Executive Search Software"},"content":{"rendered":"\n
\"\"<\/figure>\n\n\n\n

The traditional executive search software<\/a> supplier provides an empty database that recruiters fill.  Call it what you like \u2013 a recruitment CRM, ATS, whatever \u2013 the thought process is identical.  <\/p>\n\n\n\n

They provide the technology, you provide the data. <\/p>\n\n\n\n

Users buy an empty database and fill it. <\/p>\n\n\n\n

As a result, vendors boast of \u201cease of data entry\u201d, \u201cparsing of LinkedIn profiles\u201d and so on.  Essentially, the claim is \u201cwhen you are copying information into your database, we\u2019ll make it as easy as possible.\u201d <\/p>\n\n\n\n

The question executive search software suppliers never ask<\/h2>\n\n\n\n

The problem is \u2013 no one ever asks \u201cwhy do this in the first place?\u201d <\/p>\n\n\n\n

Executives are \u2013 by and large \u2013 relatively high profile.  Therefore, information about them is available online \u2013 perhaps on LinkedIn, maybe Xing, perhaps on Bloomberg, perhaps somewhere else.  Generally speaking, even the best maintained search firm database is going to be less well maintained than these public profiles. <\/p>\n\n\n\n

Let\u2019s take a specific example.  The CEO of Microsoft, Satya Nadella. He is profiled on LinkedIn. Bloomberg. Reuters. Wikipedia. And countless press articles. Many of these profiles go into significant detail. Here’s his compensation data, from one of these public profiles. You won’t find this on LinkedIn:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

But, let\u2019s be honest, he\u2019s high profile.  A celebrity executive. <\/p>\n\n\n\n

Let\u2019s take a less well-known executive \u2013 the CEO of Dillistone Group<\/a>, owner of Ikiru People<\/a> and developers of Talentis.  Not a business superstar, but you\u2019ll still be able to quickly and easily find numerous profiles, articles, interviews of and with him online. <\/p>\n\n\n\n

\"Book<\/a><\/figure>\n\n\n\n

Big data \u2013 big duplication<\/h2>\n\n\n\n

How many search firms will be maintaining records for one or other of these individuals?  Probably hundreds (albeit not in the same ratio!).  How many of those profiles will be as up-to-date and detailed as the online profiles?  Maybe a handful. <\/p>\n\n\n\n

So, here\u2019s the question.  Why do search firms invest time and money recording information in proprietary databases?  Sure \u2013 there will be some valuable data \u2013 comments, interview notes, search details \u2013 that is unique to the recruiter and confidential \u2013 but why record the basic biographical stuff?   <\/p>\n\n\n\n

The internet is your executive search database<\/h2>\n\n\n\n

So this is where Talentis is different.  We work on the basis that \u201cThe internet is your executive search database\u201d.  We\u2019ve built the Talentis TalentGraph which is a huge global index of publically available profiles of people and organizations.  We\u2019ve then developed a Chrome extension<\/a> which \u2013 on demand \u2013 can interpret which profile you are looking at (from more than a billion URLs\u201d and then present appropriate proprietary information alongside it. <\/p>\n\n\n\n

The result?  Users don\u2019t add information on potential candidates to the CRM.  Instead, users retrieve information about potential candidates directly from web profiles. <\/p>\n\n\n\n

Reinventing executive search software<\/h2>\n\n\n\n

This is a dramatically more productive way of working.  We\u2019ve estimated that data entry on Talentis is roughly 90% less than on any comparable product (and we speak as a business that has been supplying technology to recruiters for more than 30 years!). <\/p>\n\n\n\n

It\u2019s not just about data entry though. Consider data maintenance.  The global employment market is in turmoil. How many people in a \u201ctraditional\u201d database will be doing the same job at the end of 2021 that they were doing at the beginning of 2020?  How much value is there in that extensively built proprietary database if it can\u2019t be relied on? <\/p>\n\n\n\n

We know that in circumstances like this, recruiters tend not to trust the database. As a result, they look online first. Databases don\u2019t get updated. So it’s a vicious circle. <\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

A new mindset for recruiters<\/h2>\n\n\n\n

Huge efficiency gains.  But reinvesting technology in this way isn\u2019t simply about marginal efficiency gains \u2013 however significant they may be. <\/p>\n\n\n\n

Our addressable TalentGraph covers more than a billion URLs.  That\u2019s the very definition of Big Data.  Profiles on millions of people, millions of companies.  And with that type of volume of data, technology can make a real difference.  Artificial Intelligence \u2013 AI \u2013 will never replace the process of executive search but it can certainly streamline, and the Talentis TalentGraph does exactly that.  The Talentis Talentgraph is core to our executive recruiting software<\/a> – and is entirely proprietory.<\/p>\n\n\n\n

\n
https:\/\/vimeo.com\/913265345<\/a>