Resource Center

Sourced candidates are 4–5x more likely to be hired than inbound candidates are. Yet recruiters often struggle to surface this talent and engage with them. Gem ties all your critical tools together—your ATS, your email, the places you seek out candidates—and automates your workflows, from 1-click upload to follow-ups. Our customers 2x their response rates, 5x their reachouts, and 2x their conversions to phone screen.

At Gem, we understand that if there’s a pair that needs to come together as a power duo to make any given hire happen, it’s the recruiter and the hiring manager who oversees the team with the open role. We’ve built our product with that relationship in mind. Doing so has meant focusing on four core elements: speed, communication, collaboration, and visibility. Here’s how Gem supports those elements, allowing you to truly make hiring a team sport.

Talent Pipeline organizes active ATS candidates into a Kanban board and groups them by every stage in the process. From there, users can access key details, customize their view, and process candidates, with all actions automatically synced back to the ATS. In other words, Talent Pipeline operates as an interactive and collaborative hiring dashboard.

For talent acquisition teams looking for insights that offer strategic guidance, Gem offers Talent Compass. Talent Compass is equipped with full-funnel visibility, hiring forecasts, performance metrics, and executive reporting that TA teams use to plan ahead and guide their recruiting strategy.

Gem’s diversity insights allow talent teams to answer questions like: What percentage of passive talent in a given demographic opened, replied, and converted to process through your outreach? Are certain groups dropping out of process at certain stages? Where might unconscious bias be impacting your ability to hire underrepresented talent? But your legal team is likely to have questions of their own. Here’s a Q&A to give them.

Recruitment marketing reduces time-to-hire, builds more diverse and more qualified pipelines, elevates candidate experience, and boosts employee engagement and retention. At Gem, we’re here to help you nurture and “market” to top talent, from first outreach through to offer-accept.

Gem can help you turn the challenge of "The Great Resignation" into a “Great Attraction” by providing deep, data-driven insights into your hiring process along with personalized candidate engagement at scale. Here’s the unique business value Gem can provide your team.

If enterprise companies aren’t turning to analytics to continually iterate on their talent acquisition strategies and processes, they risk looking archaic beside the startups in their industries, who are using data to derive recruiting best practices from the very beginning. Talent analytics help you maintain that competitive advantage you hold in terms of longevity and brand awareness. Here’s what to track.

We tie together your top-of-funnel Gem stages (sent, open, click, response, and interested rates) and juxtapose them with your downstream ATS stages (converted into process, phone screen, onsite, offer out, and offer accept) to give you a full-funnel view of all your talent acquisition efforts. Your ATS data is pulled into Gem’s interface so you can see the full picture without having to open more browser tabs. With Gem working beside your ATS, you can actually see which sequences are leading to onsites and to hires.

Gem is a solution built with recruiters’ most important KPIs in mind, so talent acquisition teams can drive real business value for their orgs. Here's what our customers have to say about the ROI they've seen with us.

Executive recruitment has traditionally been outsourced to specialized firms, though in-house recruiting reduces costs and increases quality of hire. Here's how Gem can help you own the executive search process, end-to-end.

Regardless of the size of your org—and whether or not you’re even hiring right now—sourcing is a crucial add to any long-term, forward-thinking talent acquisition strategy. Here are some reasons your organization might want to consider sourcing, if it isn’t already.