ClifyX

Permanent placement services

AI chatbots – can handle inbound/outbound candidates and screen Talent using customizable questions and let the tool score and sort applicants on autopilot.

Amazinghiring AI will sort candidates by a consolidated rating across their Github, Stack, etc profiles and align this list with your candidate criteria.

MyInterview uses AI and machine learning to understand key aspects of candidates’ answers, such as their professionalism, reasoning, etc.

AI Recruitment Process

Today traditional recruitment is no longer working, and staffing companies like us have to work out of the box in collecting intelligence data to stay ahead of the game. Human touch and being professional is one way of winning talented heart but finding Talent through AI Tools makes us unique to bring hidden Talent. Currently, we are using AI Tools such as

AmazingHiring aggregates professional backgrounds of technical candidates from data they collect across over 70 different sources. The AI will sort candidates by a consolidated rating across their Github, Stack, etc profiles and align this list with your candidate criteria. There is also the ability to do manual sourcing as well with boolean searches. You can then filter candidates by years experience, gender, past job titles/companies, seniority levels, etc. You can also exclude different sources (like LinkedIn) to give you a better opportunity to find hidden Talent that are talent acquisition teams may not know about.


AI chatbots can handle inbound and outbound candidates. You can screen Talent using customizable questions and let the tool score and sort applicants on autopilot.

Fetcher’s platform will take your job req, and use machine learning to find relevant candidates that are then engaged via text or email. AI sourcing is a great way to augment your top of funnel recruiting efforts while saving time. Repetitive tasks are automated so you can put more time and energy into candidate engagement and your recruitment strategy at-large.

MyInterview uses AI and machine learning to understand key aspects of candidates’ answers, such as their professionalism, reasoning, etc. They also leverage AI with their analytics, but do so in a way that creates transparency around how data is being interpreted, as opposed to a “black box.”

Today Clients are going through a lot of challenges especially finding promising talents. Our focus and company investment goes into Employee Care Program, Employee Wellness Program, Leadership & Culture, Work satisfaction, Work relationships, Rewards & recognition, and redeployment, which helps us keep employees happy and be on the project for longer duration.

Effective employee retention can save an organization from productivity losses. High-retention workplaces tend to employ more engaged workers who, in turn, get more done. Engaged employees are more likely to improve customer relationships, and teams that have had time to coalesce also tend to be more productive.


TALENT ACQUISITION IS A SCIENCE (AND AN ART)

As HR Person, it’s big responsibility to make decision to choose Vendors who can help them to fill Full Time positions.

We virtually operate inside the heart of your company to understand and execute your strategic hiring initiatives. Our Account Managers are the point of contact between the client and the candidate throughout the interview process. We keep a close touchpoint with candidates throughout the interview phases to ensure we are on point with any concerns they may have or any competing opportunities that may simultaneously occur.

Culture is an organization’s DNA. We must first understand your company culture by collecting data and implementing a thoughtfully targeted talent management vision and strategy.

In our partner engagement process, our talent teams are immersed into your company culture to:

  • Comprehend your specific needs.

  • Share your passion and vision.

  • Leverage your skills to strategically mitigate candidate pipeline pain points.

  • Understand your compensation structure. We highlight things like free training, education, vacation, and perks. Then we brand your job opportunities to attract hidden talent.

  • Identify competitors to attract their talent.

  • Address the most complex mission-critical issues you’ll face today and tomorrow.
Our interview screening has a 5 tiered interview process:

  • Initial screen: Recruiter verifies contact information, current salary, expected salary, visa status, technical/functional skills and specific industry experience.

  • Behavior Interview: Determines if a candidate:

    • Has applicable communication, leadership and management level skills

    • Can handle deadlines, multiple task, and difficult situations,

    • Will profit the company (was he able to secure additional funding for the project, or did the project absorb extra costs).

    • Maximizes business impact and value creation. Focuses on delivering excellence.

    • Collaborates effectively. Develops self and others. Communicates effectively.

    • Embraces change with agility and adaptability. Anticipates and resolves issues.

    • Develops enduring trust based relationships.

  • Technical Interview: Interviewed to identify techno-functional skills.

  • Webcam interview: Determines if the candidate is genuine and confirms said candidate can provide the required techno-functional skills.

  • Account Performance Meeting: ClifyX provides complete metric scorecards monthly and quarterly, providing a foundation for discussion on activities and results.

A Partner with the Right Expertise

ClifyX has a concentrated background in customer service management. For decades, we’ve helped some of the most illustrious US-based companies develop and implement high-performing customer care centers. We know what it takes to create customer experiences that exceed expectations and keeps them coming back. We routinely help companies convert their customer service department from cost center to profit center.

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