Talent-acquisition leaders

Does your recruiting team have the insights and analytics it needs to truly advise the business?

What’s holding up the hiring process?
Are we drifting away from the job requirements we laid out?
Is our high early turnover a comp issue?

The intelligence you’ve always needed but never had.

This is how AI was supposed to be used

Sync2Hire doesn’t automate human judgment. It tells you what you’re missing. It alerts you if managers aren’t following intake criteria. If you need to change your job descriptions or job requirements, it prompts you.

see what the AI catches

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Haphazard, gut hiring is your lawyer’s nightmare

Get back into compliance by keeping a record of why you made the decisions you did.

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Reduce time to hire

When the hiring process takes too long, top talent bails out. That comes with a price.

Sync2Hire flags any “drift” and pushes managers and others to move the process along.

calculate your cost

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Make interviews work

Unstructured job interviews leave too much to chance.

Change that by letting the platform provide consistent, job-related, EEOC-compliant questions.

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Recruiting is retention

High turnover and long vacancies are a recruiting issue.

The pay was below market rates.
The best candidates dropped out of a slow process.
The candidate was hired because the right person liked them, not because they were the best match of the hiring criteria.

Sync2Hire’s AI cuts down on these problems by identifying problems before the offer is made.

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The promise of AI, delivered.

You’ve heard that AI should automate the tedious stuff and help you do the strategic work.

Now, that can actually happen.

Recruiters thrive in their roles as consultants and advisors, armed with valuable intelligence about the hiring system that has been previously locked away, invisible.

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