In December 2015, Paycor, a cloud-based workforce management software provider, acquired the San Francisco-based Newton Software to strengthen its offering in the talent acquisition arena. Newton claims that Interview Scorecards will empower HR and recruiting professionals to take a more strategic approach to hiring.

“The first generation of applicant tracking systems (ATS) were simply databases that stored information. The second generation has focused on increased productivity through automation. We’re taking Newton users to the next generation where we are designing tools that help people make better hires, lowering turnover and creating more productive work environments,” said Joel Passen, Co-Founder, Newton.

“Building better teams starts with selecting the right people. Our Interview Scorecard functionality is way ahead of the what’s already on the market, and we’ve just gotten started,” Passen added.

The company explains that by setting up interview tool kits for any job at any interview stage, interviewers become accountable for asking questions that assess specific traits of job candidates. The outcome is twofold. First, hiring managers and recruiters get a decisive, aggregate view of interviewer feedback with which to make evidence-based hiring decisions.

Furthermore, Newton now can keep track of individual raters’ average interview scores. By capturing the numeric trend of an interviewer, you get a view of how accurate a hirer is on identifying great hires. Hence, it creates a win rate or “batting average” for a person’s hiring record, showing who is most prone to making the best hiring decisions, in addition to uncovering opportunities for training and development.

Some additional benefits of Interview Scorecards include:

• Improve the subjectivity and fairness of interviews (removing common biases)
• Enhance interview preparation process
• Engage teams to collaborate more effectively
• Accelerate time to fill positions by driving better hiring decisions

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Belong claims to have have doubled its number of mid-market and enterprise customers, and a 411% year-on-year increase in the number of offers generated via its platform, since its Series A funding in June 2015.

The company said it will use the Series B funding to accelerate product development, expand sales and support operations, and hire new talent across engineering, data science, enterprise sales and customer success.

Gautam Mago, Managing Director at Sequoia Capital India Advisors, has joined the Belong Board of Directors, which includes Tarun Davda, Managing Director at Matrix Partners India, and Raju Reddy, Founder and ex-CEO of Sierra Atlantic.

The Bangalore based startup that was launched in 2014, by BITS Pilani alumnus Vijay Sharma and Sudheendra Chilappagari, also announced the launch of Belong Experts, a platform-based solution that connects employers to a verified network of independent talent experts for start-to-finish hiring support.

Tarun Davda, Belong Board Member and Managing Director at Matrix Partners India, said:

“From our seed investment in 2014 to the launch of Belong Experts platform today, the company has come a long way. Matrix Partners India is privileged to be Vijay and Sudheendra’s early partner in this journey and we welcome Sequoia India to the Belong partnership.”

According to the startup, it tries to solve the problem of diminishing returns on inbound hiring with top talent today no longer “applying” into jobs. It focuses on outbound hiring solutions using machine intelligence to help recruiters target relevant candidates open to pursuing new opportunities. It claims that its Engagement solution enables recruiters to convert target candidates into interested candidates with 3X more efficiency than traditional platforms.

“Talented candidates today are overwhelmed by the ‘spray-and-pray’ tactics of traditional recruiting. Not only does it annoy them, but it also leads to poor engagement and conversions for recruiters,” said Vijay Sharma, CEO and Co-founder of Belong.

“With Belong, hiring efforts can be highly targeted and personalized to generate win-win conversations where the company’s offering and the candidate’s needs are truly aligned. This is a vision for the future of recruiting, and we are thrilled to have Gautam and Sequoia India on this journey with us.”

Belong claims to have companies like Cisco, Amazon, UHG, Tesco, Reliance Jio and ThoughtWorks on its clients’ list.

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ADP

Automatic Data Processing offers payroll, HR Management Software and Human Capital Management Services for businesses of all sizes. Originally founded as a payroll processor, ADP now offers a host of outsourcing and HR services such as talent management, time and attendance tracking, procure to pay services. The company also claims to provide benefits management, pre-employment background checks, retirement plan services and worker compensation in a streamlined cloud-based environment, which is easy to manage and access. ADP also states that it caters to small businesses that have 1-49 employees to multinational organizations with 1000 plus employees.

BambooHR

BambooHR claims to be the first vendor dedicated to powering the strategic evolution of HR in small-to-medium-sized businesses. BambooHR’s cloud-based system states to be an intuitive, affordable way for growing companies to track and manage essential employee information in a personalized Human Resources Information System (HRIS). According to the company, using the solution, HR managers can have more time for meaningful work, executives get accurate, timely reports and employees can self-service their time off using a convenient mobile app. BambooHR also has a flexible core HRIS system and pricing model that adapts to the company’s changing needs and can be scaled. The solution has offerings such as application tracking system for finding right candidates, employee self-onboarding, time-off tracking, cloud database and records for employees, performance management, HR reporting, custom workflows and electronic signatures.

Deskera

Deskera HRMS Cloud umbrellas an intensive line of features, including recruitment, payroll, performance, employee self service, employee claims, leaves, attendance, and training of employees, through its offerings of Deskera HRMS, Deskera eLeave, Deskera eClaims and Deskera eTraining. Deskera HRMS is a comprehensive and intuitive HRMS that facilitates management of the full range of HR functions and responsibilities. With a powerful core database and extensive features-list, the company claims that its HRMS and employee resource management administration makes HR processes easier, accurate, and more efficient. Easy payroll management, paperless performance appraisal, effective recruitment management, intuitive dashboards, employee self service and claims, timesheets and leaves are few of the core offerings of Deskera HRMS Cloud.

IBM Kenexa

IBM acquired HR solutions company Kenexa for $1.3 billion in 2012 which is now a part of IBM Smarter Workforce. The company provides employment and retention services for hiring and retaining workers, including recruitment process outsourcing onboarding solutions, employee assessment, ability assessment for employment candidates and a structured interview archive with example questions. IBM Kenexa claims to help organizations acquire talent with its IBM Kenexa BrassRing and Talent Acquisition Suite; give HR analytics with IBM Watson Talent Insights; provide engagement surveys using IBM Kenexa Employee Voice and Survey Enterprise; handle learning and development with IBM Kenexa LMS and LCMS Premier; as well as provide assessment tests with IBM Kenexa Skills Assessments and Behavioral Assessments.

Kronos

Kronos HCM solutions automates the administrative human resource management processes, giving the organization’s HR easy access to the information needed to reduce errors, enforce policies consistently, and build businesses. The solution claims to help control costs and improve HR productivity, reduce litigation risk, and manage talent with automation that reduces tedious tasks and lets employees focus on the task at hand. The company provides two HR solutions, namely; Workforce HR which looks into reducing errors and enforcing policies with a single human resource software system that has all the employee records at one place. And Workforce Ready HR, which helps the department hire, manage and retain workforce.

Oracle

Orace Human Capital Management Cloud portfolio, a part of Oralce Applications Cloud is a suite that helps organizations with HR transformation and is designed to help HR departments embrace modern best practices. It is an integrated, end-to-end solution that claims to aid HR requirements such as human resource administration to work-life solutions, HR optimization, and HR analytics. The solution tailors HR processes to meet a company’s specific needs and accelerate business efficiency. The solution lets users customize the look, feel, and behavior of each screen, as well as add new fields to track unique information, run custom and modified reports, and create new process flows. It is socially enabled, provides workforce intelligence, and is easily accessible on a desktop or mobile device.

Sage People

Sage People is an enterprise-level Cloud Human Capital Management solution designed to speed up and simplify workforce management. The solution is built on the enterprise cloud platform, Salesforce App Cloud, and covers core HR needs, such as people management, compensation, benefits and time management. The core features of Sage People are talent acquisition, people management, communication and engagement, performance management, talent management, people analytics and third party software Integration. The company claims to deliver a better way to manage the employment journey from joining to leaving for midsize enterprises, providing core HR, payroll, talent acquisition, talent management and HR planning.

Salesforce

Salesforce for HR claims to transform employee engagement by delivering personalized experiences to empower employees, and provide the data and insights organizations need to attract, manage and retain the best and brightest talent. Built on a foundation of cloud, social, mobile and data science technologies, Salesforce for HR complements existing HCM and HRMS implementations by delivering a system of engagement that helps companies connect with their employees. It allows the HR to guide employees, create employee communities, deliver personalized HR experiences, enable HR analytics, as well as build and deploy mobile apps for engagement.

SAP SuccessFactors

SAP SuccessFactors provides cloud-based human capital management (HCM) software globally. SAP claims that its human capital management application suite integrates onboarding, social business and collaboration tools, learning management system (LMS), performance management, recruiting software, applicant tracking software, succession planning, talent management, and HR analytics to deliver business strategy alignment, team execution, and maximum people performance to organizations of all sizes. The HCM solution covers Core HR and payroll, HR analytics, talent management, time and attendance management, workforce analytics, performance tracking and training.

Workday

Workday provides enterprise cloud applications for financial management, human capital management, and analytics applications for companies, educational institutions, and government agencies. Its HCM allows planning, recruiting and talent management that works across devices, bringing visibility into a company’s global workforce. Using Workday Human Resource Management a company can organize staff, pay the workforce and easily manage the full worker lifecycle in one intuitive system. It helps HR to modify organizational structures, help employees with configuring, managing, and optimizing business processes, engage through social experiences across devices and allow local customization.

Zoho People

https://www.youtube.com/watch?v=ognoHjG7c2s

In 2008 Zoho introduced Zoho People, its human resource management application for companies that want to run their businesses online. It targeted HR teams within organizations with over 50 employees and claimed to offer an online, self-service HR application that is both enterprise grade and cost effective. The solution avails HR a centralized and secure employee database from a single location, lets employees update their personal data, skill sets, check-in/out for managers to access, lets users customize leave types, schedule jobs and create timesheets, let the HR get employee performance review and feedback, schedule workflows and automate reminders as well as create custom forms for onboarding, benefits, travel and exit, along with an integration with third party apps.

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The company believes that as more Internet of Things devices make service requests, it is increasingly important that those requests be categorized, routed and responded to. The move is expected to help the company categorize and route hundreds of thousands of machine and manual work for each ServiceNow customer, bringing the “intelligent automation” of today’s manual processes one step closer.

“ServiceNow is at the forefront of intelligent automation. Adding DxContinuum to the ServiceNow platform will move much more of the heavy lifting of work processes to machines, freeing people to focus on the highest value work,” said Dave Wright, Chief Strategy Officer, ServiceNow.

By applying DxContinuum’s machine-learning algorithms to each customer’s unique data set, ServiceNow aims to train machines on how to route IT, HR, customer service or other requests with a high level of accuracy. For example, the models could set the category of the inquiry and assign the ticket to the right team, as well as calculate associated risks. When enterprises better predict outcomes and automate actions, they can reduce costs dramatically and speed time-to-resolution.

ServiceNow claims that its customers are particularly well positioned to take advantage of machine learning. Unlike vendors whose predictive models are applied to wide swaths of data from multiple customers, its approach is tailored to each customer and their own cloud instance.

“ServiceNow already offers the industry’s most advanced software platform for automating enterprise work, and our technology will make it the smartest by far. Their customers’ rich operational data sets will produce highly accurate predictions to speed work across the enterprise,” said Debu Chatterjee, Founder and CEO, DxContinuum.

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Gautam Sinha, CEO and Co-Founder, CBREX in an interview with Techseen discusses the emerging trends in the recruiting environment today and shares his experience in running a recruiting firm. Excerpts:

Techseen: What changes do you observe in the modes of recruiting used today? How is CBREX positioned to tackle that change?

Sinha: Companies are cutting down on the numbers of external recruitment vendors that they use for hiring. This has been happening over the last 4-5 years and will accelerate further as companies realize that “more” vendors does not necessarily mean “faster hiring”. New Recruiting vendor empanelment will get more and more difficult as companies get choosy over who they choose to work with and enforce stricter vendor evaluation norms and so weed out non performers at a faster rate.

To stay relevant, recruiting firms will have to develop very narrow areas of expertise and collaborate more with other firms in areas that are outside this narrow band. In the western countries, the move towards specialization started early but was still limited to domain area specializations (like IT, Healthcare etc) but now it will become sub domain specialization like (IT security , Healthcare-Nurses etc) .

Digital presents a never before opportunity for firms to collaborate with each other and close positions faster for their clients. This is where a platform like CBREX that allows a firm to collaborate across the world and leverage off the expertise of other specialized firms comes into play.

Recruiting that is being done through job boards, social media, agencies and referral will now acquire a new dimension and that will be collaborative hiring.

We believe that more than 10% of the total global agency hiring (currently standing at $70B) will move towards collaboration as the advent of digital tools will make it easier to collaborate and the results will propel more and more recruiting firms to close upto 30% of ALL their positions through collaboration.

The ones who collaborate will stay relevant and grow and the ones who don’t will find it an uphill battle as markets get more and more competitive and companies become more and more choosy on who they want to work with.

Techseen: How do traditional recruiting models pose a barrier to international hiring?

Sinha: International hiring has 3 components to it:

1. Hiring internationally for your domestic clients i.e. the same clients for whom you have been doing local hiring decides to hire outside the country.

Problem: Presents sourcing challenges as most firms are not equipped to source candidates from another country

2. Hiring for clients who are NOT based in your country but who want to hire in your country (international clients hiring in your country)

Problem: Getting leads is tough here as most firms don’t have global sales or BD teams that scout the internet to look for specific leads of foreign companies wanting to hire in local markets.

3. Hiring for clients who are NOT based in your country in a “different” country (international clients hiring internationally)

Problem: Resources are an issue as for this the firm needs to open an office in the country from which it wants to source business. Opening an office in a foreign country is very expensive and limited to very large firms.

Techseen: With the advent job opportunities posted on social media, how is recruiting changing globally? Do they pose a threat to private recruiting firms?

Sinha: Social media today is what job boards were yesterday i.e. a store house of resumes! Social media gives recruiters a greater tool as it gives one an access to a database of candidates who are both passive and active job seekers while job boards used to give one access to only active job seekers.

This has changed recruiting as social media sites are cheaper to access as compared to the earlier job boards and so even single person firms can now use social media to hire from anywhere in the world. It has led to a reduction in the barrier to become a recruiter as costs are lower than what they used to be.

With regard to a threat, I am not too sure about that as recruiting still needs a person to person last mile connect and while social media sites and analytics can reduce the funnel, in end of the day someone still has to mail/phone/meet a candidate for a position to close at the lateral level.

I feel social media will provide a leverage to firms and firms who know how to use it will benefit immensely from it. Don’t see it as a threat to the industry as a whole, just a tool to increase efficiency.

Techseen: What kind of data analytics do you use to rate recruiting firms to get the best possible match for demand and supply?

Sinha: We use 9 pieces of data to rate every transaction on the exchange. Each stage is then calibrated through a weighted average to arrive at a rating for “that” transaction i.e. resume. As firms send hundreds of resumes on the platform, the final rating will accumulate all these resumes. The rating engine does this on a weekly basis to make sure that the rating is current.

Techseen: You claim to help building a global start up from day 1. What services do you render to a startup that is still in its development stage? How do you help it seek a global reach?

Sinha: Any recruiting firm that joins the exchange and gets engaged by signing the MOU with us is a global firm. It will have access to jobs that have been posted by firms from across the world (global clients) and it can post jobs from its clients that require sourcing from anywhere in the world (global sourcing).

Techseen: While collaborating with recruiting entities outside the home country, what are the challenges you have come across?

Sinha: Initially, there was an issue of trust as we were not based in these countries. We saw that as we built scale and more and more firms joined us and started posting jobs this became less of a barrier. Language was also an issue in some of the countries specially in Europe, Japan and China.

Techseen: When it comes to technical roles, where do you see the maximum hiring taking place globally today and in which industrial sector? Can you share some statistics about the same?

Sinha: The three biggest hiring verticals on CBREX are:

1. IT
2. HealthCare
3. BFSI (Banking, Financial services and Insurance)

This is where we have maximum jobs from the USA and UK (70% of our jobs are from these 2 locations). Within IT we see ‘Cybersecurity’ and ‘Data analytics’ as emerging areas of hiring.

Healthcare is a huge sector in the USA and we see lots of positions in all the 3 areas of healthcare:

1. Doctors/Surgeons
2. Hospital administration
3. Nurses

Our recruiter survey in the USA suggests that firms in the USA expect an increase in mandates in 2017 and expect more positions to open up for them to fill.

Techseen: In one of you interviews, you had revealed plans of raising a pre-Series A or Series A round by the middle of this year. But you haven’t gone ahead with the next round yet. Why?

Sinha: We have faced valuation challenges for a Series A investment in 2016 and so have been raising smaller angel rounds across. We believe that our revenue traction should reach a level where we should get the valuation that we think we deserve for a Series A in the next 6-9 months . For now we are comfortably placed with angel investor rounds and revenue traction providing enough capital to ensure that we don’t compromise on our growth objectives.

Techseen: You have started your entrepreneurial journey in 1996, much before the startup boom had hit India. What are you major takeaways from this journey as an entrepreneur and what suggestions do you have for budding tech startups?

Sinha: My main takeaway is that one has to “keep at it” if one wants to become a successful entrepreneur. Despite whatever you read or hear, persistence is the biggest requirement for entrepreneurial success and that only comes from “belief”. Apart from that, the other trait is the ability to act, learn and then act again, again and again.

My suggestion is that if you have decided to become an entrepreneur then “don’t” limit yourself. It is not a career choice, it is a way of life and the biggest upside is that you can reach any level that you aspire for, there are no limits!

Techseen: Can you comment on your upcoming expansion plans geographically- APAC, MEA, etc.?

Sinha: USA and UK are our 2 focus areas for 2017 and that is where we will expand (hire people), acquire members (recruiting firms) and get more jobs from. As we are based in India , it will continue to be a country from where we will acquire members. There 3 countries are on our radar for the next year.

Techseen: What is your current team strength? Do you plan to go on a hiring spree anytime soon?

Sinha: We are 9 full time employees. We will hire across tech and marketing in India in the next 12 months. Some business operations hires will be done in the USA and UK. Being a product firm, hiring will be in measured proportions and will be more product focused.

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Microsoft and SAP are partners from last 20 years now and with Azure as an add on, SAP has a global cloud data platform to help it drive companies’ human resources transformation, and the potential to improve business outcomes. Earlier in June this year, both the companies announced joint plans to deliver broad support for the SAP HANA platform deployed on Microsoft Azure, simplify work through new integrations between Microsoft Office 365 and cloud solutions from SAP, and provide enhanced management and security for custom SAP Fiori apps. With this expansion, SAP will have a crucial added capacity to run operational workloads of SAP SuccessFactors solutions on Azure, beginning with demo environments, to support its continuing client user growth.

Judson Althoff, Executive Vice President, Worldwide Commercial Business at Microsoft stated, “Microsoft and SAP share a commitment to empowering digital transformation across every aspect of business. The combination of SAP’s market-leading, innovative human capital management solutions with Microsoft’s intelligent cloud will equip companies around the world to help maximize the potential and skills of their most valuable asset, their people.”

According to a report in ZDNet, SAP seem to plan to maintain its own hosted version of SuccessFactors, making Azure an option, not an exclusive. The addition of Azure as an option will happen over the next five years. According to both the companies the alliance has always helped organizations use the cloud to drive innovation, agility and enable new ways to work. By aligning and integrating solutions, the alliance empowers businesses to reason over vast quantities of data and create systems of intelligence that they can use to dramatically improve their customer engagement, employee productivity, business operations and product development to give the end user unprecedented insight, convenience and agility.

SAP SuccessFactor HCM suite entails:

• Employee central– Deliver real business impact with a core HR system that puts the ‘self’ back in ‘self-service’.
• Recruiting– Transform recruiting into a continuous, strategic part of your talent strategy with the only end-to-end recruiting solution that helps attract, engage and select better candidates and then measure the results.
• Onboarding– SAP SuccessFactors makes onboarding a strategic process that improves job satisfaction, time to productivity and first year retention.
• Performance and goals– Communicate strategy, create meaningful individual goals across the organization, and focus employees on what matters, while enabling executives to monitor goal progress in real-time.
• Workforce analytics and reporting– Deliver actionable, quantitative insights to your business leaders with a powerful combination of talent and business data that produces easy to understand and consume information.

Mike Ettling, President, SAP SuccessFactors said, “SAP SuccessFactors is the fastest growing core HR solution, and offers an unmatched depth and breadth across the entire HCM suite, of any vendor in the industry. We’ve seen exponential growth in the past two years, with 42 million users now benefiting from our market-leading solutions. In selecting Azure, we will be able to expand our reach even further, with the reliability that is required of these mission-critical applications, and continue to innovate and enhance services to meet client needs across additional environments.”

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The company claims that ConnectMe, a single, digital workplace platform allows employees to navigate a maze of HR systems and content when and where they need it. ConnectMe makes it easier for employees to access and consume HR services content relevant to them. Factor in embedded social collaboration with business content and you can empower employees to communicate with each other and HR using familiar chat and community features. Built on the Salesforce platform, ConnectMe’s enhanced configuration includes specific content modules that meet the needs of both managers and employees. By better enabling the service delivery model, ConnectMe can transform the HR function and allow it to operate as “One HR”.

Michael Gretczko, Principal, Deloitte Consulting LLP, Digital HR and Innovation Leader stated, “Many employers still operate in costly siloed HR environments, across disjointed systems and teams to manage payroll, benefits, recruiting and other functions. Today’s workforce expects interactions with HR to be effective, simple and intuitive. ConnectMe enhances the employee experience through digital HR service delivery and helps HR leaders bring focus during this time of organizational disruption.”

The company states that ConnectMe streamlines the workflow of HR team so that they can focus on improving the overall business, and employees can get quick, simple solutions in a self-help environment. ConnectMe offers a personalized desktop and mobile user experience, enabling employees to access what they need, anywhere, anytime.

ConnectMe claims to offer:

• Guide engagement and increase speed to resolution through integrated self-service tools
• Provide convenience and choice to access and complete HR tasks through mobile app capabilities
• Facilitate communication using familiar chat and community features

“HR today should maximize the value of existing technology by efficiently pulling all functions together. With ConnectMe, organizations can establish a digital workplace designed around the employee that uses insights and analytics to provide predictive and personalized HR interactions,” added Gretczko.

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DayNine, in conjunction with Workday–an enterprise application provider of HRM services–offers ‘Workday services’ and its deployment to clients, the services listed are Human Capital Management (HCM), Financial Management, Payroll and Insight Analytics amongst others.

DayNine’s merger with Accenture comes after the latter’s alliance with Workday, in 2008, in the field of cloud-based human resource and finance software providers. And with DayNine in its court, Accenture will potentially strengthen its position as an enterprise cloud services provider and in delivering Workday services.

Paul Daugherty, Chief Technology Officer, Accenture, believes that the agreement is a step forward to meet the growing demand of clients who are increasingly choosing Workday to drive their cloud transformations.

“DayNine is a leading exclusive Workday partner and will bring an enviable track record and impressive team that will provide our clients even greater value and business results as they transform their organizations using Workday. I look forward to welcoming the leadership and talented professionals of DayNine to Accenture,” Daugherty commented.

Upon completion of the acquisition, approximately 400 DayNine professionals with over 1,250 Workday certifications will join the existing Accenture Workday group working within the Accenture Cloud First Applications team. The combined group, will be led by Ramos and will work across all phases of Workday deployment and support to emerge as ‘the largest certified workforce in the Workday ecosystem,’ said Accenture. Until the closing of customary conditions, both the companies will continue to work as standalone and separate businesses.

Tim Ramos, Co-founder and CEO, DayNine, said:

“We are excited to join forces with Accenture to deliver a full range of transformational and deployment services for Workday customers. Our combined teams and capabilities will be able to deliver unparalleled value for customers around the globe.”

While Aneel Bhusri, Co-founder and CEO, Workday stated that, “we look forward to seeing how the combined capabilities of Accenture and DayNine will enable Workday customers to take full advantage of what the cloud can offer.”

“DayNine has already built a very strong Workday practice,” he added.

Founded in the year 2009, DayNine currently has its base in California with reportedly 14 additional offices across the United States, Europe, and Asia. It also vouches to serves clients across a wide range of industries including consumer goods, healthcare providers, pharmaceuticals, financial services, communications, media and technology.

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Randstad claims that it wants to build the most comprehensive portfolio of HR services and with this acquisition, Moster Worldwide’s multiple distribution channels will complement the goal and will act as an extension to Randstad’s suite. The company also states that post acquisition, Monster Worldwide will operate independently.

Jacques van den Broek, CEO of Randstad said:

In an era of massive technological change, employers are challenged to identify better ways to source and engage talent. With its industry leading technology platform and easy to use digital, social and mobile solutions, Monster is a natural complement to Randstad.

“The transaction is aligned with our Tech and Touch growth strategy and reflects our commitment to bringing labor supply and demand closer together to better connect the right people to the right jobs. We look forward to welcoming the Monster team and working together to shape the evolving global job industry,” he added.

Prospective offerings

According to the company, the transaction is intended to accelerate its ability to develop new and innovative capabilities that will deliver greater value to job seekers and employers by bringing labor supply and demand closer together. Randstad claims to continue enhancing its business model in the rapidly shifting landscape, with the addition of Monster’s recruiting media, technologies, and platforms which connect people and jobs, Randstad intends to further expand its services to offer both clients and candidates tools for increased efficiency and engagement, connecting more people to more jobs.

Tim Yates, CEO, Monster Worldwide said:

Together with Randstad, Monster will be better positioned to fulfill our core mission, and our employees will benefit from becoming part of a larger, more diversified company. Equally important, this transaction offers immediate value to our shareholders. We are excited to join and be supported by Randstad, as we continue to build the best recruiting media, technologies, and platforms. We look forward to working with the Randstad team to ensure a smooth transition

Monster and Randstad too have been active in mergers and acquisitions, recently, Monster acquired San Francisco-based startup Jobr, a mobile based job application that enables recruiters and hiring managers to connect with job seekers. This acquisition according to Monster will make the job search easier and quicker. On the other hand Randstad acquired Twago, a freelance marketplace that connects hiring clients to freelance professionals and contractors with an aim to accelerate clients’ freelance talent strategies and provide them a more holistic and integrated way to manage the total workforce.

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The terms of the acquisition have not surfaced yet but the deal is expected to close later this month. The merger is aimed at establishing a human resource management platform for the hourly market and facilitate tools for candidate sourcing, screening, tracking, hiring, onboarding, training, scheduling and performance management. It will also include integrations to background checks, payroll and point-of-sale partners, says the company.

Peter Harrison, CEO, Snagajob, said:

“We are incredibly excited to welcome the PeopleMatter team to Snagajob. As employers struggle with a challenging hiring environment, the joining of our companies couldn’t be better timed. Adding PeopleMatter’s best-in-class products to our existing market-leading portfolio will help employers of all sizes more easily find, hire and manage their hourly workforce.”

Reportedly, the shake of hands, will help Snagajob extend its existing portfolio and offer cloud-based products designed to accelerate time and effort it takes to find, hire and manage an hourly workforce. It will also leverage PeopleMatter’s digital and mobile technologies to manage talent lifecycle at enterprises.

According to a report in Charleston Business Journal, Jeanne Achille, CEO of The Devon Group, handling media questions about the announcement, confirmed that there will be no layoffs at PeopleMatter. And George Mackie, CEO, PeopleMatter will step down following the merger.

Meanwhile, Jay Nathan, Vice President of Customer Success, PeopleMatter believes it is all a part of “something bigger.”

He stated, “We have been focused on taking PeopleMatter to the next level through building innovative solutions, growing our total addressable market and working to transform how the hourly market works. Combining with Snagajob allows us to do this and more. Joining the hourly market’s top ‘find’ solution and full-featured ‘hire’ and ‘work’ solution creates a powerful, unmatched product set. We now can expand our reach, and make a larger impact on the hourly market.”

In a joint website, Snagajob claims to connect over 70 million members and 200,000 employers using its services. It also says, it will house 450 employees post-acquisition.

“I have worked with both Snagajob and PeopleMatter and really see the synergies with these two companies coming together,” said Jeanne Graves, Vice President of Human Resources, Del Taco.

“Nearly 6,000 of the 20,000 job applications we receive each quarter come through Snagajob and seamlessly flow into our PeopleMatter applicant tracking and onboarding system. We are seeing the best bang-for-our-buck. We have so many quality applicants at this point, we don’t know what to do with them all. It’s a great problem to have,” Graves added.

Snagajob was founded in 1999 and since has participated in 5 rounds of funding. The last funding round was on Feb 03, 2016 for a total of $100 Million led by Rho Acceleration with participation from NewSpring Capital and the Invus Group, making it a total of $148.5 Million. It shares market space with competitors like Jobvite and Mosnster.

Earlier, it had also inked a strategic partnership with LinkedIn and hired former OpenTable head of product Jocelyn Mangan as Chief Product and Marketing Officer in June.

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