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Lever blog

The latest recruiting tips and product updates from the Lever team.

In the phone screen, you learned about your candidate’s motivations. Next, the skills fit interview showed you that they’ve amassed the baseline skills to succeed on your team. And during a 1:1 interview with your candidate, you learned that they can take initiative and overcome challenges like conflicts with team members. Now, you want to know more than whether or not they can do the work. Can they showcase that work to the team and articulate their thought process? 

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Last week, we launched Job Posting Dashboards in Lever to empower recruiters with a faster way to track their progress on key roles.

With visual graphs, interactive reports, and even predictive analytics, you can access all the data for every job you follow in one deceptively simple dashboard. And because we believe that recruiting is a fundamentally collaborative endeavor, every key stakeholder can take advantage of these reports to drive strategy with shared insights.

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Over the past year, Lever has partnered with more than 10 sourcing tools to ensure you're able to use innovative technology to find the best active and passive talent and push them directly into your hiring workflow. We know you rely on a multitude of avenues to connect with promising candidates, which is why we continue to prioritize partnerships with the leading sourcing tools on the market.

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Faced with objectives like a product to build, sales deals to close, and consumers to captivate, some companies take a laidback approach to hiring with the intention of prioritizing it later. The team at TINT, a content display technology company headquartered in San Francisco, left that attitude behind long ago.

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Summer is the season for blockbuster movies, for hunkering down at your local theater and preparing to be thrilled. Lever’s Product and Engineering teams have been quietly working away on a big summer release that we're excited to announce today: Job Posting Dashboards in Lever.

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I still remember my first encounter with Lou Adler. It was early 2010, not long after I’d started at LinkedIn. At the time, the marketing team for LinkedIn Talent Solutions was ridiculously lean, and my ‘product marketing’ role stretched to cover a bunch of other things including content marketing - hence the meeting.

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Lunch is the hour in our workday when we hear and share stories, unwind, and recharge for the rest of the day. It’s also the perfect time for your candidate and team members to get to know each other outside the confines of an interview conference room.

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In the US and Western Europe, it's no secret that the quest for top talent remains fiercely competitive. Today, lifetime loyalty to one company is almost unthinkable, and the best candidates often consider several opportunities at once. Thousands of miles away in Poland, the job market is evolving in exactly the same way. Widespread workforce mobility may be a more recent development, but many companies are scrambling just as quickly to revamp their recruiting strategies.

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It’s easy for us to revel in our successes. Our mistakes, not so much. Luckily, recruiting leaders like Stacy Donovan Zapar are willing to admit where they went wrong so that other industry professionals, both old and new, can avoid those same snafus.

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Last month, we were lucky to have employer branding expert and founder of Proactive Talent Strategies, Will Staney, join us for a webinar on how to attract talent as an unknown or misunderstood brand. Will has built employer brands from the ground up at startups like Twilio and Glassdoor and brought them into the limelight at companies including SAP, GoDaddy, and Realtor.com.

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