Executive Recruiting Software

Break free of keyword constraints and supercharge your recruiting team. Get in-depth and insightful candidate data to instantly source, score, and rank top talent.

Eliminate Unconcious Bias in Hiring with Censia Talent Intelligence

Supercharge Your Talent Acquisition Strategy

Automate redundant and unproductive recruiting tasks. Free up recruiter time to connect with and secure top talent instantly.

Time to Hire

Cut time to hire by 50%

Be the recruiting hero hiring managers dream of

Team ROI

Reduce TA costs up to 75%

Boost your recruiting ROI

Diversity, Equity & Inclusion

Triple the diversity of your talent pipeline

Eliminate unconscious bias in sourcing

Sourcing

Reduce candidate sourcing time by over 90%

Instantly discover high-quality passive candidates

Screening

Accelerate time to interview 
by 85%

Spend time connecting, not screening

Expert & Executive Search

Pinpoint talent with specialized hard to find skills

Uncover Hidden Gems

Time to Hire

Cut time to hire by 50%

Be the recruiting hero hiring managers dream of

Sourcing

Reduce candidate sourcing time by over 90%

Instantly discover high-quality passive candidates

Screening

Accelerate time to interview 
by 85%

Spend time connecting, not screening

Expert & Executive Search

Pinpoint talent with specialized hard to find skills

Uncover Hidden Gems

Diversity, Equity & Inclusion

Triple the diversity of your talent pipeline

Eliminate unconscious bias in sourcing

Team ROI

Reduce TA costs up to 75%

Boost your recruiting ROI

Unleash The Power of Talent Intelligence

Eliminate unconscious bias and power efficient and effective recruiting decisions with high-quality data and deep system intelligence.

Discover the best talent

Passive Candidate Sourcing

Get instant access and deep insight into more than 500 million highly-skilled professionals from around the world to consolidate passive sourcing efforts.

Clone top performers

Ideal Candidate Modeling

Choose top employees and model the skills you seek based on their profiles. Censia then maps out related skills and analyzes dozens of career factors to develop a candidate model creating a ranked slate of similar talent profiles.

Woman asking herself "what is talent intelligence?"

Automate candidate comparisons

Predictive Analysis

Save hundreds of hours screening resumes and instantly develop a shortlist of best-fit candidates. Machine learning and predictive analytics process candidate information, compare it to millions of other profiles and ranks suitability for open roles.

Unlock existing employee potential

Internal Mobility Matching

Limited resources often cause internal mobility to take a back seat to new hires. Our Talent Intelligence Platform instantly sources internal candidates and compares them to external talent, allowing you to promote from within and extend the average employee lifespan by 25%.

Reignite previous candidate interest

Candidate Rediscovery

Instantly find qualified previous applicants inside your applicant tracking software (ATS), match them to new openings, and compare them to your current employees and new candidate pipeline.

Put blinders on bias

Anonymous Mode

Mitigate unconscious bias in candidate sourcing by masking bias identifiers like gender, ethnicity, age, race through anonymous mode to ensure recruiter focus on talent, skill, and fit first and foremost to uncover qualified diverse talent previously overlooked.

The Censia Advantage

What makes our Talent Intelligence Platform Stand Out?

Up-to-date data sources

We continuously map billions of data points on both people and companies across the entire talent landscape to provide the most relevant and up-to-date information available.

Single source of truth

Censia centralizes, standardizes, deduplicates, enriches, and contextualizes candidate profiles from across multiple sources to provide what we call a Golden Record. The Golden Record acts as a single source of truth providing a 360-degree professional view of an individual for high-quality data you can count on.

In-depth analysis

Take a talent-centric approach to hiring. The Talent Genome leverages a proprietary taxonomy to cluster skills and experience revealing hidden insights and capabilities to predict if an individual will thrive in a given role and determine who could be your best candidate fit.

Seamless ATS integration

Censia integrates natively with many leading ATS solutions and as a completely headless solution. Insights and intelligence are delivered through our robust and highly secure API to power your data-driven hiring decisions.

“We had been searching for a tool to help our Talent Acquisition Team find quality candidates in less time and that’s why we chose to work with Censia. The ideal candidate model is what sold us. Finding quality people within minutes versus sorting through resumes for hours is a game-changer. Censia’s Talent Intelligence Platform was a great addition to our Talent Acquisition strategy!”

Lorie Bryce
Talent Acquisition and Management Leader, Gerdau North America

“Censia helped us find hidden talent for hard-to-fill roles. We weren’t having much luck finding candidates and Talent Intelligence surfaced high-quality people for us.”

Ed Sayson
Talent Acquisition Leader, Human Resources, ARC Document Solutions

“We’ve had a very strong response with building models and reaching out. We have an extensive agreement with another platform, but more and more of my recruiters are using their Censia solution first to get in there and get some results, so there’s a bit of an irony there that one is taking over the other. These talent networks have a lot of data but Censia understands the data with greater accuracy.”

Dennis Wilson
National – Director, Talent Attraction & Acquisition, American Heart Association

Executive Recruiting Software

Executive Recruiting Software is a system that allows executive search firms and other recruiting groups to keep track of applicants, their application history, and the status of the hiring process.

It helps executive search firms efficiently manage their database by allowing them to log in from any device with Internet access and filter searches based on specific criteria such as company or position. It provides executive search firms with the ability to send mass emails or automated personalized emails, schedule interviews, organizes resumes, and store all of their organizational applicant data in one convenient location.

These executive recruiting software systems are similar to Applicant Tracking Systems (ATS) used by larger companies; however, executive recruiters use executive recruiting software instead of an ATS. An executive recruiter is an executive search firm that focuses on hiring executive-level employees in executive positions.

These executive recruiting software systems are similar to an ATS used by larger companies; however, executive recruiters use executive recruiting software instead of using an ATS. An executive recruiter is an executive search firm that focuses on hiring executive-level employees in executive positions.

Most executive recruiting software systems include the same features as standard procedures, such as custom fields, automated matching algorithms, resume import/export capabilities, email campaigns, and reports. Executive search recruiting software does not include document management or other essential features standard in executive applicant tracking technology because executive recruiters need to find the most talent as quickly as possible.

Executive recruiting software is specifically designed and marketed to executive search firms and other executive-focused companies. Job boards like Monster, CareerBuilder, and Dice will not utilize executive recruiting software because they do not follow strict hiring guidelines for executive openings. Executive recruiters typically use executive recruitment software to find executives; however, they may also use executive recruiting software to find highly specialized professionals in engineering, architecture, law, etc.

Applicant Tracking Systems

Applicant Tracking System (ATS) is executive recruiting software used by companies instead of executive recruiters. The executive recruiter’s job is to find executive-level talent for their client, while the Applicant Tracking Systems’ job is to keep track of all applicants submitted to them for any position.

An ATS can be either on-premise or cloud-based. On-premise executive recruiting software is installed on a company’s server and is accessible to all employees through their network. Cloud executive recruiting software accesses executive applicant information through the Internet and typically requires login credentials for each individual who has permission to search and view candidate information.

Applicant Tracking Systems are mainly used by medium to large-sized companies, but executive recruiters can also use executive recruiting software instead of an ATS if they choose.

Executive Recruiters

An executive recruiter is an executive search firm that focuses on hiring executive-level employees in executive positions. They work with high-level management, and executive recruiters work with executive-level employees.

An executive recruiter is a middleman between the company hiring an administrative employee and the executive job seeker. Companies often hire executive recruiters who need managers, executives, or other types of management positions because they believe executive recruiters know where to find qualified executive job seekers.

An executive recruiter spends most of their time finding executive-level job seekers and building relationships with them. They then submit executive resumes to their client. This company is hiring an executive employee, hoping that a candidate can make a great match between the executive recruiter’s executive resume submission and the company’s open executive position.

Executive Recruiting Software

Job boards like Monster, CareerBuilder, and Dice will not utilize executive recruiting software because executive recruiters follow strict hiring guidelines for executive openings instead of job boards that accept any applicant. This is why executive recruiters choose to use executive recruiting software instead of job boards.

The executive search recruiting industry is a specialized field, and executive recruiters typically know where to find executive applicants without using an executive recruiter’s help. They spend most of their time searching for executive job seekers, building relationships with them, and then submitting executive resumes into systems to submit executive job seeker resumes.

Many executive-level employees incorporate themselves to save money on executive taxes. This is a brilliant executive decision but also something an executive recruiter needs to be aware of.

Suppose an executive recruiter submits a candidate into their ATS or private database that hasn’t been incorporated before. In that case, the executive search client could identify that executive job seeker as an executive employee instead of an executive contractor. Executive recruiters need to make sure the executive job seeker is executive level and a corporate executive before submitting executive resumes to protect their executive search business relationships.

Finding executive candidates through feeder websites is another way executive recruiters utilize executive recruiting software. A person looking for executive jobs online will often use organizational search terms in their searches. Suppose they find an executive recruiter’s blog or executive recruiter’s company website. In that case, there is a good chance that an executive job seeker may submit an executive resume or complete an executive search questionnaire.

AI Recruitment Software

Recruiting ai software has a more technical name, ai recruitment that speaks of a growing recruiting software that uses artificial intelligence or ai that is creating a buzz in the executive search recruiting industry.

This ai recruitment software allows executive recruiters to narrow down a list of submissions they have made into their ATS to focus on a smaller list of executive job seekers that are a good fit for a specific executive position.

This ai recruitment software uses a set of qualifications based on a client’s needs to create a pool of potential candidates, then narrow down the results to present only, say, five top executive applicants instead of fifty. This way, executive recruiters can spend more time focusing on a smaller number of executive applicants and not figuring out which one is a better fit.

Feeder ai recruitment software isn’t only a method used by recruiters. Some top executive-level employees also use recruitment software as a way to find new jobs. Often, they will submit their executive resumes into ai recruitment software, which will help them narrow down a list of jobs that match their skills and experience.

The ai recruitment software we’re talking about isn’t a robot but a very technical interviewing software that uses a set of qualifications to narrow down a list of executive applicants.

This ai recruitment software is a new wave in the recruiting industry and is already becoming a popular way for recruiters to use artificial intelligence to search for the perfect candidate.

Executive Recruiting Firms

Executive recruiting firms are helping companies find talent that they can’t seem to find on their own. Executive recruiters provide a service for businesses to help them fill their empty spots, saving the business money in turnover costs. Executive recruiters work with both client companies and executive job seekers. Finding the right fit for each side of the table is what an executive recruiter does best. The companies pay executive recruiters they work for once they find a qualified replacement, so they generally cost more than other recruiting methods. Executive-level employees tend to use headhunters or firms as their first choice when hiring agencies because they can afford the price tag an executive firm will charge.

Executive recruiters are more dedicated to finding the best employees for their clients by focusing on specific industries and can cut through a lot of red tape to find top talent. Executive recruiters will invest hours into making sure they have the suitable candidates lined up, so they generally cost more than other forms of recruiting methods. Executive recruiters spend most of their time searching for top talent, so they cannot take on as many clients as different types of recruiters. Executive recruiters are most often paid by the hour, not by the candidate, which means that more hours spent looking for perfect candidates means more money for executive recruiting firms. The executive recruiter’s primary goal is finding the right fit for the company they are representing.

Executive recruiters use their knowledge of the corporate world to match companies with qualified executives who can help them succeed. This generally means that executive recruiters will only take on clients they feel would be a good match for their firms and the industry. Executive recruiting services range from reach to very top-level positions, there’s a high level of trust required when working with executive recruiters, and they often cater towards companies that have higher hiring budgets. Executive recruiting firms work closely with headhunters to find the best talent. Still, unlike headhunters, executive recruiters will take on more than one candidate at a time until they find the ideal fit.

Recruitment Agency Software

Most recruitment agencies use a type of software to help them manage candidates and companies that they are working with. Executive-level recruits searching for new jobs will submit their resumes into recruitment agency software; this allows recruiters using the same type of software to search through their database for possible matches that fit the recruiter’s criteria. Executive recruiting firms often use software to search through resumes, looking for specific keywords and phrases to narrow down the list of potential matches. Executive recruiters will use their industry knowledge and software to find qualified candidates waiting in the database.

Agencies can use recruitment software to track candidates, helping recruiters keep up with potential matches. Executive recruiting firms will usually send out emails or phone calls depending on their type of client to contact the candidates that they feel would fit their client’s needs. Executive recruiters also communicate with companies looking for recruits to share their qualifications for an executive-level candidate. Executive software is typically simple enough for both clients and candidates to use, making it easy for everyone involved to find the right match.

Executive recruitment agencies often charge a monthly fee to be connected with their databases, including other forms of job-seeking services like applicant tracking software. Executive recruiters often find their top talent by searching through a database of resumes, which is why it’s essential to have a resume that fits the recruiter’s requirements to increase your chances of being found. Executive recruiters are well versed in the different types of software used by other companies, so they will be interested in any resume submitted with specific keywords or phrases that match their needs.

Executive recruiting software only works if there are candidates inside of it, which is why job seekers need to submit their resumes into recruitment agency software before contacting an executive firm. Executive recruiters use search tools like Boolean Operators and Nested Clauses to find top talent. Using this type of language properly will help you get found more often than not.

Executive Search Software

Executive recruiters find candidates much like executive search software, by using a mix of human experience and search tools to find the perfect match. Executive recruiters work closely with both companies and candidates to ensure that everyone is happy before signing any contracts or money exchanged hands. Executive recruiters will only accept the best of the best into their database, which is why they often charge high fees for connecting with their databases. Still, there is always the potential for connections in this type of business, so it’s important to submit your resume to executive recruiting software whenever possible. Executive Software has many benefits, but it can be hard to come across if you don’t know what you’re looking for. Executive Search Software allows busy executives who aren’t actively seeking new positions to keep their resumes in the mix without actively searching through recruitment agencies on their own. Executive recruiters will often use software connected with a company’s ATS; this allows people looking for Executive level positions to be matched with executive recruiters from all over the world. Executive recruiting firms will help you find the perfect position based on your experience and expertise, which is why it’s important to use Executive Search Software whenever possible. Executive Recruiting Software makes finding a new job easy by adding a little human touch to an otherwise corporate machine.

Most recruitment agencies software to help them manage candidates and companies. Executive-level recruits searching for new jobs will submit their resumes into recruitment agency software before contacting the agency; this allows them to be found more easily. Executive Recruiters use a mix of human experience and search tools to find the best candidates for their clients, which is why Executive Search Software is important because it gives recruiters access to many potential talents. Executive Search Software has plenty of benefits, but it isn’t easy to come across without knowing where to look for Executive level job postings. Executive Recruiters typically work with both companies and candidates to ensure that everyone involved is happy with the outcome. Executive recruitment firms will often charge high fees for connecting with their databases which is why Executive Search Software can be hard for people looking for jobs outside of Executive level positions. One benefit about using Executive Search Software as an executive-level candidate is that Executive Recruiters can focus their search tools on Executive level jobs instead of wasting time with entry-level positions. Executive Search Software allows people looking for Executive level positions to connect with Executive recruiters from all over the world, which is why using Executive Search Software is extremely important.

Executive recruiting firms will only accept candidates into their top-notch database; this makes it difficult for them to find you without knowing where to look. Executive Recruitment Firms match candidates and job postings together by using a mix of human experience and software before presenting a contract or exchanging money. Executive Search Software has plenty of benefits, but Executive recruiters only choose the best candidates to work with, which makes Executive Search Software difficult for people looking outside Executive levels. Executive recruiting firms use a blend of human experience and software to find potential matches, which is why Executive Search Software is important. Executive Recruiters use both search tools and human experience to find the perfect candidate; this often means they must charge high fees for connections outside their network. Executive Recruitment firms focus on finding matches between companies and candidates instead of wasting time with unqualified job postings, which is why Executive Search Software can be difficult without knowing where to look first.

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