智能招聘平台Greenhouse 获得5千万美金融资，总融资超过1.1亿美金来源：techcrunch
对于任何一家公司来说，找到合适的人才都是生死攸关的问题——尤其是规模较小的公司，它们可能没有谷歌等规模较大、系统完备的公司所具备的强大工具(或口袋书)。
智能招聘平台Greenhouse希望让这个过程变得简单一点，并引起了投资者的注意。
该公司表示，已从Riverwood Capital筹集了新一轮5,000万美元融资，使其总融资达到1.1亿美元。Greenhouse公司肯定不是唯一一家最近开始获得大量资金的公司，它试图打开人才获取的过程，使其更受数据驱动。但随着成本和难度的收集大量的数据在不同的人类活动已经出现新的机器学习工具,招聘背后的问题也可能是一个可以得到很多的帮助使用相同的数据科学严谨,一个聪明的谷歌搜索结果。
该公司首席执行官丹尼尔•查特说:“招聘工具和软件都是为上一代求职者设计的，求职者的思维方式可以涵盖在网站上收集简历的基本知识。”“我们发现，在人才市场上取得成功的公司能够吸引到合适的人才，在领英(LinkedIn)的人才库中找到差异制造者，在聘用谁、提供成功经验、利用数据进行优化等方面做出非常明智的决定。”他们需要工具来实现这些目标，而且比招聘软件要广泛得多。
典型的消费者对Greenhouse公司的体验可能是网站上的一些招聘信息，雇员可以在这些网站上提交公司想要的申请或附加信息。在这个框架下，Greenhouse为公司提供了找到适合它们的应用程序的途径——无论是像GlassDoor这样的应用程序，还是在互联网上有更孤立的人才群体的更小的利基市场——并为这些可用的角色找到合适的员工。所有这些行为的数据都被收集起来，这反过来又有助于Greenhouse为企业提供更好的建议，帮助它们找到适合自己需要的潜在雇员。
大家也知道在国内也有一些招聘平台参考学习Greenhouse，加上之前的Hired 获得3000万美金融资计划全球扩张，还有一些招聘类平台获得了融资，所以在招聘领域的机会依旧很大，因为劳动力在减少，尤其美国市场的失业率3.8%导致市场上劳动力根本就是供不应求。
Intelligent recruiting platform Greenhouse picks up another $50M
原文来自：https://techcrunch.com/2018/07/12/intelligent-recruiting-platform-greenhouse-picks-up-another-50m/,
Finding the right talent is a make-or-break situation for any company — especially smaller ones, which might not have the robust tools (or pocket books) of larger companies like Google that have a complete system in place. Recruiting platform Greenhouse hopes to make that process a little bit easier, and it has caught the attention of investors.
The company said it has raised a new $50 million financing round from Riverwood Capital, bringing its total funding to $110 million. Greenhouse definitely isn’t the only company that’s starting to pick up a significant amount of funding recently by trying to crack open the process of talent acquisition and make it a little more data-driven. But as the cost and difficulty of collecting enormous amounts of data on different kinds of human activity has dropped with the emergence of new machine learning tools, the problems behind recruiting may also be one that can get a lot of help from employing the same data science rigor that powers a smart Google search result.
“Hiring tools and software in the market had been built for the previous generation, with an applicant tracking mindset to cover the basics of collecting resumes on your website,” Greenhouse CEO Daniel Chait said. “We saw that winning companies in the talent market were ones who were able to attract the right talent, identify difference makers in a sea of LinkedIn profiles, make really smart decisions in who to hire, deliver winning experiences, use data to optimize. They needed tools to accomplish those goals and much broader than the recruiting software.”
The typical consumer’s experience with Greenhouse has probably been a bunch of job listings on a website somewhere, where an employee can submit an application or additional information that the company wants. Under the hood, Greenhouse provides companies with ways to find the right funnels for their applications — whether that’s something like GlassDoor or smaller niches on the Internet with more isolated pockets of talent — and discover the right employees for the roles that are available. Data is collected on all this behavior, which in turn helps Greenhouse give better recommendations for companies as to where to find potential recruits that fit their needs.
All that has to be packaged together with a generally nice user experience, both for the typical consumer and for the companies. That can boil down to actually understanding the right questions to ask, the right requirements to post in a job listing, and also making sure the process is pretty quick for people that are applying for jobs. Greenhouse implements scorecards to help interviewers — which can turn out to be a big group, depending on the position — determine whether or not candidates are the right person for the job in a more rigorous manner. And Greenhouse also hopes to work with companies with its tools to eliminate bias in the recruiting process to produce a more diverse set of hires.
“Companies are continuing to invest in recruiting and talent acquisition software,” Chait said. “As issues of talent and hiring have become more central at the C-suite, companies continue to invest in this area. Companies are starting to see the difference between HR and talent acquisition as its own specialty. If you’re a big company that has an all-in-one HR suite, it’s all well and good to have payroll and benefits in your org chart in one place, but when it comes to hiring, it’s very dynamic.”
Greenhouse is still pretty dependent on its partners, but the startup has a wide array of companies that it works with to ensure that all the right tools are available to clients to find the right candidates. If a change is coming on LinkedIn — one of the biggest homes of candidate profiles on the planet — Greenhouse is going to work with the company to ensure that nothing breaks, Chait said. Greenhouse provides an API-driven ecosystem to ensure that its tools reach all the right spots on the Internet to help companies find the best talent.
But Greenhouse isn’t the only recruiting-driven company to attract a significant round of funding. It isn’t even the only one to do so in the last month — Hired, another recruiting platform, said it raised $30 million just weeks ago to create a sort of subscription model to help funnel the right candidates to companies. But all this interest, including Greenhouse, is a product of attempts to try to find the right talent in what might be unexpected spots powered by machine learning tools that are now getting to the point where the predictions are actually pretty good.
Entelo 要帮助科技公司兑现员工多样性承诺
在过去的一年中，我们看到 很多公司发布了员工多样性报告 ，其中揭示了女性和少数族裔在科技行业代表性不足背后的数字。这些公司在发布报告的同时也承诺要改善这种状况。
Entelo 认为自己的 算法 可以帮助科技公司兑现这些承诺。
Entelo 是一个平台，企业可以在上面搜寻职位候选人。Entelo 的客户中有我们熟悉的科技公司，既有微软，也有 Lyft 这样快速扩张的公司。
去年，该公司推出了一款多元化工具，让企业可以在招聘时找到合适的女性和少数族裔候选人。到目前为止，已经数十家公司采纳了这款工具，其中包括 Yelp 和多家财富 500 强企业。
利用大数据，Entelo 平台的一种算法可以帮助公司匹配候选人，即通过这些人的社交网络资料来比对性别、种族或从军经历方面的要求。该平台会抓取人们公开发布的信息，比如在社交网络上填写的性别和种族等个人资料。
科技行业的多样性问题有很多根源。正如我们从那些 大张旗鼓的法律诉讼 中看到的，很多公司的职场文化并不利于多样性的形成。此外还有一个 人才管道的问题，女性和少数族裔学习 STEM 学科（指科学、技术、工程、数学，比如计算机科学）的概率要低于白人男性。
不过，Entelo 希望解决招聘过程中存在的匹配问题，该平台的方法是让科技公司更容易找到符合多样性的职位候选人。
“你总是会想为一个职位招聘到最佳人选。”Entelo 首席执行官 乔恩·比什克（Jon Bischke）说，“要找到那个人，你应该从多样性的人才池中进行招聘。”
比什克说，Entelo 的工具旨在帮助你扩大那个人才池的规模。他表示，当处于初期阶段的创业公司进行招聘时，他们常常不会考虑到打造一支多样性的团队。
“公司是通过人际网络启动的。”他解释说，“情况很有可能是，一家公司早期的工程师会跟公司创始人很相像。”
比什克认为，如果公司及早把视线投向人际网络以外，那么科技行业的多样性问题是能够改善的。公司越早开始考虑多样性，那么随着公司规模增长，他们的多样性就会越丰富。
“太多的公司直到聘请了 40、50、60 名工程师时才开始考虑多样性。”他说，“到了那个时候，要说服一名女性加入团队可就真的很难了。”
比什克说， 谷歌决定在去年发布多样性报告 ，这改变了科技公司看待多样性的方式。他表示，现在公司受到了压力，他们需要发布报告展示那些数字正在改善。
“如果那些数字变得更加糟糕，那可头疼了。”他说，“它提高了赌注。”
比什克称，Entelo 从自己的客户那里看到了多样性工具的市场需求。Entelo 本身正在迅速扩张，它现在的客户数量超过了 200 家公司。
Entelo 最近聘请了一位新的销售副总裁 山姆·伊斯特（Sam East）。伊斯特表示，在跟多样性的客户举行会议时，招聘多样性求职者的话题经常被提出来。
“这个话题一次又一次的出现。”他说，“几乎每一次销售会谈都把重点放在了我们平台的多样性方面。”
Entelo 本身也是一家科技创业公司，比什克说，该公司试图有意识地招聘多样性的技术员工。在其技术团队，每 10 人当中就有 3-4 名女性。
对比什克来说，把这款工具推向市场也是一件私事。
“我家里有一个 2 岁的小女儿。”他说，我希望她成长在一个她可以做任何事的世界当中。”
翻译：王灿均（@何无鱼）
Entelo Wants To Help Companies Hire Diverse Employees As They Scale Up
In the past year, we saw a string of companies release diversity reports that exposed the numbers behind the underrepresentation of women and minorities in tech roles. Along with those reports came commitments to do better.
Entelo thinks its algorithm can help tech companies follow through on those promises.
Entelo is a platform that businesses can use to search for job candidates that has been adopted by familiar tech companies, from Microsoft to fast-scaling companies like Lyft.
The company introduced a diversity tool last year that allows companies to find qualified women and minorities as they hire. So far, it’s being used by dozens of companies, including Yelp and several Fortune 500 brands.
Using big data, the platform has an algorithm that helps companies match with candidates who have social profiles that indicate they meet gender, race or military requirements. It draws on information already publicly available, such as self-reported data on a social network like gender or affinity group memberships.
Tech’s diversity problem stems from many sources. As we’ve seen from high profile lawsuits, workplace culture at many companies does not foster diversity in the field. There’s also a pipeline problem in which women and minorities do not study STEM subjects like computer science as frequently as white men.
But Entelo wants to fix the matching problem in hiring by making it easier for tech companies to find diverse candidates.
“You always want to hire the best person for the job,” said Entelo CEO Jon Bischke. “To find that person, you should be hiring from a diverse pool.”
Bischke said Entelo’s tool is about helping you expand that pool. He said often when early startups are hiring, they don’t think about building diverse teams.
“Companies get started through networks,” he explained. “Odds are the early engineers in a company are going to look a lot like the founders.”
Bischke believes diversity in tech could improve if companies look outside that network early. The earlier companies start thinking about diversity, the more diverse they will be as they scale, he said.
“Too many companies wait until they hire 40, 50, 60 engineers to think about diversity,” he said. “By that point it might be really difficult to convince a woman to join the team.”
Bischke said Google’s decision to release a diversity report last year changed how tech companies view diversity. Now he says there is pressure for the companies who released reports to show the numbers are improving.
“If those numbers get worse, there’s going to be a lot of head scratching,” he said. “It’s raised the ante.”
Bischke said Entelo saw a demand for a diversity tool from its customers. Entelo itself is expanding quickly, now serving more than 200 companies.
Entelo recently brought on a new vice president of sales, Sam East. East said hiring diverse candidates comes up frequently in meetings with diverse customers.
“It’s coming up again and again,” he said. “Almost every sales conversation is focusing on diversity as aspect on our platform.”
Entelo is also a tech startup itself, and Bischke said the company has tried to be conscious of hiring diverse tech employees. Of the ten members of its tech team, there are three to four women.
For Bischke, bringing this tool to the marketplace is also personal.
“I have a 2-year-old daughter at home,” he said. “I want her to grow up in a world where she could do anything.”
来源：techcrunch
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