annawangx

6 ms·

1. 1.▲
   by annawangx 8y ago

   Validating the references are a top priority for us. By anchoring the reference to a job context and verifying the referencer through work emails or Linkedin profiles, we hope to address most of the fake review problems. This is a feature t
2. 2.▲
   by annawangx 8y ago

   Thanks for the feedback! We find that Searchlight is most helpful for hiring managers who are time-strapped and have high inbound applicants. We realize that this may lean more towards non-technical, early to mid-level roles more so than en
3. 3.▲
   by annawangx 8y ago

   Resumes are statements of past performances, and our mission at Searchlight is to help candidates gather support around these statements. AI helps us analyze the references, and will be developed more as we grow.
4. 4.▲
   by annawangx 8y ago

   Sorry to hear about the trouble! We'll address that soon.
5. 5.▲
   by annawangx 8y ago

   We haven't run into many causes where a referencer's employer has a "no reference" policy. Our terms and conditions has language that the reference's opinion does not reflect their employer, but we will continue thi
6. 6.▲
   by annawangx 8y ago

   Thanks for sharing your experience. That will help us with product development as we think about how to support other use cases when people request references, even when they're not actively job-seeking.
7. 7.▲
   by annawangx 8y ago

   Thank you!!!
8. 8.▲
   by annawangx 8y ago

   Thanks for sharing! We think more about capturing reference feedback outside of the active job-seeking context.
9. 9.▲
   by annawangx 8y ago

   From the references that have come through our system, we’ve seen that quantity doesn’t outweigh quality. We’ll make sure that this stays true as we grow. Our goal is to elevate candidates who aren’t self-promotional through the feedback co
10. 10.▲
    by annawangx 8y ago

    Great question. We get the referencer’s contact information, their position and work title, and require that they agree to a follow up with employers. We are developing features for real time identity verification, like 2-step auth with wor
11. 11.▲
    by annawangx 8y ago

    We're aware of this possibility, and we flag it to the candidates and the employers.
12. 12.▲
    by annawangx 8y ago

    Sorry to hear you're having trouble - it should work now
13. 13.▲
    by annawangx 8y ago

    Candidates can invite other employers to view their Searchlight recommendations. We haven't yet decided on the revenue model for this use case.
14. 14.▲
    by annawangx 8y ago

    This is a good point about reference checks in general.
15. 15.▲
    by annawangx 8y ago

    The references submitted to Searchlight are saved and available for the candidate to use and share, and referencers are not asked to speak to a particular culture. This means that the references don't change per position, which makes s
16. 16.▲
    by annawangx 8y ago

    I hear your points. The feedback on Searchlight is kept private to the candidate, and only shared with employers the candidate has chosen.
17. 17.▲
    by annawangx 8y ago

    Thank you for taking the time to share your experiences with the job search. Great to hear that you're getting a lot of inbound interest. > So I'm not sure recruiters and hiring managers need more coddling and new tools to targ
18. 18.▲
    by annawangx 8y ago

    Thank you for sharing your thoughts. It's hard to build a product that suits everyone, but we try to be as inclusive as possible. In your example, the introverted engineer probably has standard professional relationships with a manager
19. 19.▲
    by annawangx 8y ago

    Thanks for sharing. We allow references to decline a request for this reason. Also, by pulling references earlier in the process, we mitigate the causation between the feedback and a negative outcome.
20. 20.▲
    by annawangx 8y ago

    One question that we ask is: "We are all learning every day. What was an area of development for this candidate back when you worked together?" An example of a less open-ended question is asking the reference to stack rank strengt
21. 21.▲
    by annawangx 8y ago

    We agree that reference checks as they are done today at the end of the hiring process are under-leveraged. With Searchlight, we believe that we can make them much more useful.
22. 22.▲
    by annawangx 8y ago

    Thank you for the pointer!
23. 23.▲
    by annawangx 8y ago

    Thanks for that perspective. This is a challenge for reference checks in general, and we are cognizant about the legal implications as we develop our product.
24. 24.▲
    by annawangx 8y ago

    The legal aspect is another interesting part of this problem. We have reviewed the legal statutes by state and our terms and conditions make sure our references comply with the law. We require that our references give their feedback without
25. 25.▲
    by annawangx 8y ago

    Thanks for sharing!
26. 26.▲
    by annawangx 8y ago

    Thanks for sharing your approach. We give references on Searchlight the option to decline for this reason.
27. 27.▲
    by annawangx 8y ago

    > I looked at your sample report, and it seems very much like an expanded "linkedin", where it's just about the positives. Thanks for pointing that out! Our sample is just an example and does not show the answers to questi
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    by annawangx 8y ago

    Thanks for the question. Our process can plug in during the resume screen or after an initial screen. Once the references are completed, we provide high level summaries and recommendations for which candidates have the strongest fit for the
29. 29.▲
    by annawangx 8y ago

    Our product centers around growth potential and the belief that every candidate is exceptional in their ideal environment. This means, that even if a reference believes a candidate did not have stellar prior performance, we ask referencers
30. 30.▲
    by annawangx 8y ago

    Thanks for sharing your experience. We've found the fear of hiring under-qualified candidates is one of the primary reasons why hiring managers screen out candidates without recognizable line items on their resume. By re-humanizing thi