Prog.AI

Unleashing the power of AI in recruitment! Swipe ➡ to discover how Prog.AI is revolutionizing the recruitment landscape. Maria Grineva Dmitry Pyanov #AI #Recruitment #ProgAI

🚨 3 reasons why most recruitment teams aren't delivering. It’s not about the talent pool or market conditions, and certainly not the team's fault. Sometimes, the problem is much closer to home. Here’s the truth: If your team isn't hitting targets or finding the right talent, it’s time to look deeper. So here are some reasons why your recruitment team might be falling short: 🧐 Lack of capacity. It takes real effort to find the right candidates. If your team is stretched too thin, they can’t give each role the attention it needs. 👉 Limited Outbound Recruiting Skills. Inbound recruiting (waiting for candidates to come to you) isn’t enough. Your recruiters need to be proactive and learn outbound techniques to hunt for the best talent. ❌️ Poor TA Structure If your TA team is bogged down by non-recruiting duties, they’ll struggle to perform. A good talent acquisition (TA) team should be set up to help recruiters focus on real recruiting, not just administrative tasks. 😬 Lack of Understanding from Hiring Managers If hiring managers don’t understand what real recruiting involves, it’s hard to set the right expectations. They need to know it’s more than just reviewing CVs. It’s about strategy, outreach, and nurturing talent. If any of these reasons resonate with you, it’s time to reevaluate your recruitment processes. Make sure your team has what they need to succeed. #Recruitment #TalentAcquisition #HiringStrategy #TA

Have you heard of Hirsch index for academic researchers and publications? At Prog.AI, we adapted the algorithm for open source contributors. Fun project! You can check your open source h-index here: https://lnkd.in/gU3rVhx7 Open Source Hirsch Index by Prog.AI is equal to N if a developer has at least N projects, each with at least N commits from the developer, and each project has at least N stars. Hirsch ≥ 27 is like winning a Nobel Prize—only a few hundred people reach this level. Hirsch ≥ 13 puts you in the top 10,000, which is on par with earning an Olympic medal. Hirsch ≥ 8 places you in the top 100,000, where you’ll find people making a serious impact in tech—think billionaires and CTOs of unicorn companies. Hirsch ≥ 3 lands you in the top 1 million, the marathoners of the industry. #github #githubuniverse

Just in time for GitHub Universe 2024, we’re excited to announce the Open Source Hirsch Index on the Prog.AI platform! Open-source contributors can now measure their impact through this new metric that takes into account their GitHub commits and the number and quality of projects they’ve contributed to. Read here how Prog.AI calculates the Open Source Hirsch Index:  https://lnkd.in/eHWmRntf

“Difficult roads often lead to beautiful destinations." – Zig Ziglar Not every candidate search is smooth. Some roles are harder to fill, and some candidates are tougher to reach. But that’s exactly what makes the result so rewarding. The tough journeys push us to learn, adapt, and grow. Every challenge is an opportunity to sharpen our skills, expand our network, and think outside the box. It’s worth every effort when you finally find that perfect candidate after a difficult search. So, if today feels like an uphill battle, remember—beautiful destinations are just around the corner! #recruitment #techrecruiting #recruiting #techrecruiters #hiringmanagers

ProgAI’s Likely-to-Move score helps recruiters identify candidates ready for a change. Here’s how you can get the most out of it: 🔍 Focus on candidates ready for a change ProgAI analyzes key data to show you candidates most likely to switch jobs soon. This means you can prioritize your outreach to the right people at the right time. 🚀 Save time, increase impact Instead of chasing passive candidates with low interest, you can zero in on those open to new opportunities. Spend less time digging and more time building connections. 💬 Tailor your message Knowing they’re likely to move means you can craft a personalized message that resonates. Highlight the opportunities that align with their motivations and career goals. 🎯 Boost your ROI With better-targeted outreach, you’re more likely to get positive responses, reducing time-to-hire and making your efforts more efficient. ProgAI’s Likely-to-Move feature takes the guesswork out of sourcing, letting you focus on what matters—connecting with top talent ready for their next step. Have you tried it yet? Let’s chat about how it can transform your sourcing strategy! #recruitment #techrecruiting #recruiting #techrecruiters #hiringmanagers #Sourcing #ProgAI

We all know AI is shaking things up, but how are you personally using it? Whether it's boosting productivity or tackling complex tasks, I'm curious about your experience. Drop a vote below: 1️⃣ Automating candidate sourcing  2️⃣ Screening resumes  3️⃣ Interview scheduling  4️⃣ Haven’t implemented AI yet Let’s see where everyone stands! 👇 #AI #recruitment #techrecruiting #recruiting #techrecruiters #hiringmanagers

AI is a crucial part of candidate sourcing. Here's how to use it like a pro: ✅️ Leverage AI-powered sourcing tools: A platform like Prog.AI is built to do the heavy lifting for you. This tool matches candidates based on skills, experience, and qualifications in seconds. ✅️ Use natural language search queries: Treat #AI like you’re having a conversation. Ask specific questions or describe what you’re looking for. The more natural your query, the better your results. ✅️ Provide context: When looking for candidates, include details about the role, desired skills, and even company culture. This helps AI understand what you need, improving the quality of matches. ✅️ Respect privacy and ethics: Stay compliant with regulations and always consider data privacy. And be cautious of bias—AI should help you find great candidates, not exclude them unfairly. ✅️ Refine as you go: Fine-tune your searches for better results with each iteration. AI is here to help, not replace human expertise. Combine the efficiency of #AI with your recruitment savvy, and you'll build an even stronger talent pool. #recruitment #techrecruiting #recruiting #techrecruiters #hiringmanagers #Hiring #Sourcing

You need to show up more than once to stand out. It doesn’t matter what industry you’re in—tech, recruiting, or something else—being consistent is key. Recruiting today is all about building relationships, not just filling roles. When you build strong connections, you create a talent pipeline that’s ready when you need it. Nurturing passive candidates helps you do just that. You’re not just pitching jobs—you’re building trust and staying top of mind. So, how do you make this work? Start by being active on LinkedIn daily. Reach out to candidates more than once. Don’t stop after the first email—stay on their radar. This approach cuts down your time to hire and cost per hire in the long run. Recruit smarter, not harder. #recruitment #techrecruiting #recruiting #techrecruiters #hiringmanagers

Standing out against big names in tech recruitment. Let’s be real, competing with well-known recruiters for top talent can feel like an uphill battle. But here’s the thing—being the most famous recruiter isn’t the only way to win over candidates. Here are some simple, effective ways to stand out: 1️⃣ Tell your story – Don't just share job openings. Share why your company is a great place to work. People connect with stories, not just job titles. 2️⃣ Build rapport – Show candidates the real benefits of joining your team. What makes your company special? Emphasize the unique culture, growth opportunities, and perks that make a difference. 3️⃣ Get feedback – Talk to your current employees and candidates. Ask what they love about working with you and what drew them in. Use that feedback to refine your approach. 4️⃣ Showcase it – Use the feedback in your outreach, job posts, and even in interviews. Let potential candidates hear real success stories from people already on your team. When you shift the focus to building genuine relationships and showcasing what makes you unique, the competition becomes a little less daunting. #Recruiting #Hiring #TechRecruiting #CandidateExperience