Talent Ticker Blog

Talent Ticker Blog

The Talent Ticker Scoring System

77/100 , 43/100…. But what does it mean?

When initially looking into our market fit for Talent Ticker we envisioned our tech to be the ‘Bloomberg of recruitment’, market intelligence for hiring. Similar to stocks and shares rising and falling, our technology analyses the staffing market, looking at how latest news is likely to impact recruitment with a handy score. The Talent Ticker score is a measure of how ‘hot’ an opportunity is within your chosen market.

How does it work?

Following a change within an organisation, Talent Ticker will assess whether this activity will have an impact on the recruitment within said company. For example, how likely the company is to hire new people or fire, downsize/relocate, based on this information. This is calculated by our AI which analyses market moves, placements and recruitment trends, using this to generate a percentage score that tells you how large the opportunity is.

For example, if a company closes a major funding round and expects to hire across a large number of roles, it would generate a high score. Whereas a small or uncertain change, such as a minor promotion within an organisation, may generate a lower score. However, these lower scores are still measures out of 100 and can always result in a hire – and you could be the one to fill it.

Talent Ticker gives you projected & live vacancies that will contain the hiring manager’s name & contact details allowing you can pull exclusive jobs and only deal with clients you know are hiring. We believe through this scoring system you’ll be able to form better, stronger and more collaborative client relationships.

As mentioned earlier Talent Ticker also displays ‘downsizing/firing’ market intelligence that outlines new candidate pools that are not yet on any of the job boards, so that you can connect with those candidates and place them against your live roles.

IN SUMMARY… The scores on Talent Ticker let you know which companies are ‘hot’ in your market and where is best to find leads and candidates. Remember – each article on Talent Ticker is verified by our QA team, so even lower scoring articles have the potential to make you money within your market! Happy Ticking!

Are You Busy Being Unproductive?

The importance of being productive in a competitive world: A recruiters guide to productivity

Most people will tell you they are busy, if you ask someone how work is going the chances are they’ll respond with ‘Yes, good thanks busy as usual’, but what actually are they achieving in terms of outputs? Being busy and being productive aren’t the same thing… although it may feel that way.

Successful people and unsuccessful people have the same hours in a day, we all have twenty four, the difference is the way we use the time. Using your time ‘well’ means you are productive and complete a lot of tasks, using your time badly and you’ll often be unproductive.

Here’s a great article from our CEO, Nick Vaughan called ‘Time is Money’, on how to make more of both.

Being productive in business is linked to success, the higher your outputs the more you achieve. As a recruitment consultant being deemed productive is often reflected in a good week of activity: CV’s sent, interviews booked, meetings attended and placements made. As a newbie in recruitment (or a newbie at anything) you are extremely busy learning and will have lower outputs during this initial stage of your development. Being productive and using your time wisely is the holy grail for anyone with high outputs and KPI’s are a good way of monitoring performance, however these differ on many factors, such as market size, location etc.

If you want something done, ask a busy person to do it – or so the old saying goes. You are more productive when you are busy, as it forces you to prioritise to accomplish tasks quicker and more efficiently. A McKinsey Global Institute study found that 61% of our time is spent managing work and the other 39% of our time actually doing it so a lot of time is wasted as a recruiter, time that could be spent on other money making tasks.

With such a varied job most recruiters would agree, there is lots to do, all the time.

With multiple tasks on at any one point it’s key that you focus and create a good plan to ensure you are being productive and getting the most out of your day. Recruitment can be inefficient, it’s difficult not to be when so much of the job is spent researching, calling, headhunting and trawling through job boards, creating LinkedIn projects etc. Then when the day is done you are juggling a social/home life…… exhausting! The life of a recruiter is a busy one therefore by being more productive at work, and getting more done during the day can give you back valuable time to prevent you from burning out.

Being productive is a skill many of us want to master. True productivity is build on, like many things, being organised and hardworking. Make positive changes to your productivity and you’ll reap the benefits. Plan your week in advance and find out what is expected of you, can you do more? Being a recruiter is stressful, there’s a reason staff turnover can be high- it’s a very tough job. However, you can be extremely successful as a recruiter with little or no experience, making more money than your friends in other, more traditional, professional jobs.

Ask yourself what tasks take you the longest time to do? Where can you save time? The Talent Ticker technology can help you save time when doing business development and also help you find new candidate pools.

Try it for free today at beta.talentticker.ai.

8 Talent Ticker Official launch stats

Since our launch just 2 weeks ago the team at Talent Ticker have been extremely busy partnering with some excellent tech savvy businesses and on-boarding many brilliant new members onto the platform.

We’ve had some great feedback along the lines of ‘This is awesome’, ‘I’ve won business already’ and many more positive experiences. We want Talent Ticker to add value to your organisation and be an extremely reliable and reputable source for recruitment market intelligence.

As it’s been 10 working days since the official launch we wanted to share some of the exciting stats from our first 2 weeks of business.

274 NEW Members Signed Up

We welcomed nearly 300 new users during our first 2 weeks. These are our early adopters, who now make up the Ticker Founders Club (TFC)!

240 Weekly Users

240 people have been back and continue to use Talent Ticker as a recruitment news source.

41 New jobs Pulled Through Talent Ticker

From the hiring manager contacts being provided we have helped to streamline the process for collecting leads and pulling new jobs.

23 New Terms signed though Talent Ticker

As a direct result of TT news, overall there has been 23 new sets of terms signed.

174 New candidates headhunted through Talent Ticker

Our red arrows show companies who are downsizing and therefore new candidate pools


Worth of NEW potential revenues achieved through TT

301 Social Media Followers

1 VERY happy Talent Ticker TEAM!

We hope Talent Ticker continues to surprise and delight our users get in touch for more information. Visit: www.talentticker.ai for more information or to sign up. Email us on [email protected] or contact us here.

AI in Recruitment

Technology is changing how we work and the way in which we work. It has transformed industries – and recruitment will be no different. Recruitment in the future will, just like everything else, have a guaranteed trend towards automation by improving operational efficiencies and enhancing a recruiter’s productivity.

Let’s face it, job boards are no longer the place for ‘hot’ candidates, candidates are expecting to be found using other methods. The savvy headhunter is very well trained to find these passive candidates and can usually battle any excuse to convince them of a new opportunity. It’s an extremely competitive industry and the constant strive to source candidates, find vacancies, and fill positions brings a new level of knowledge and understanding to the job that means the recruitment top dogs are getting better and better. The UK is known to have some of the best recruiters in the world and due to the meritocratic nature of recruitment we all could be a million pound biller next year. Hungry to succeed, recruiters everywhere are smashing targets and KPIs by sourcing candidates quicker, building and maintaining good client relationships, and ensuring low churn rates with placed candidates. Whilst we can’t attribute all improvements as a result of technology, the impact it has had and will continue to present us with is clear.

Much of the admin for recruiters can be automated, we’ve seen technologies help us find candidates quicker, help us get them hired quicker, to help a client arrange interviews, or host interviews, write job ads, post job ads, video, mobile, online, and the list continues. There are many technologies available to give recruitment consultants the competitive edge, for those who don’t remember, LinkedIn wasn’t popular at first, the cost of a license now would have been scoffed at then and it took significant proof that it could benefit all of us for it to take off. LinkedIn now dominates the candidate market, helping all of us at some point research our markets. We might be slow to adopt but technology is here to make our lives easier and do the repetitive tasks for us. This in turn can leave us with more time to focus on building relationships and understanding our customers (both candidates and clients).

YAY-(A)I or NAY-(A)I?

To understand the impact of AI on recruitment we can relate it to any technological change, and concerns over technologies are extremely common- they’ve been around for a while. Same problem, different day. Simply put, we will need to adapt and evolve.

At the 2017 SXSW Interactive Festival, Diane Bryant, then executive VP and GM of Intel’s Data Center Group, said AI is taking off because of three key elements: we can access the data more easily, better connectivity allows faster data transition and Moore’s law means computer power is doubling bi-annually.

Bill Gates, when interviewed, said “AI will bring us immense new productivity” and this is something we should be getting involved with as businesses. Lots of people are scaring us with their radical AI ideas and views of the end of the world;

“The two main concerns that the fear-mongers raise are around AI leading to job losses in the society and AI going rogue and taking control of the human race. I believe that both these concerns raised by critics are moot or solvable.” – Ganesh Padmanabhan, CognitiveScale, Inc

Moot or solvable, AI will help you advance your career and increase your performance. You should, or rather need, to be looking at how AI can benefit YOU. A recent article in the BBC News from The World Economic Forum – https://www.bbc.co.uk/news/business-45545228 stated:

“The Swiss think tank predicts that robots will displace 75 million jobs globally by 2022 but create 133 million new ones – a “net positive”. The WEF, which runs the famous Davos networking event, said that robots and algorithms would “vastly improve” the productivity of existing jobs and lead to many new ones in the coming years.”

Our reaction to AI shouldn’t be doom and gloom, we should be excited about the new prospects and cool new tech available to us.

AI will lead to enhanced productivity and efficiency in our businesses, there will be more jobs created in the tech field and enhances made within our lifestyles as technology continues to allow for smart homes/ better flexible working arrangements. Why should you be in the office at 8pm, just to keep your spot on the leaderboard?

If you are interested in learning more about how Talent Tickers AI can help your business then get in touch with us today or sign up at beta.talentticker.ai.

New Disruptive tech that is the Bloomberg of the Staffing Industry

An exciting new start-up, Talent Ticker aims to disrupt recruitment and become a world leading technology brand within the global staffing industry. Talent Ticker has one main aim, and that is to make recruiters more productive.

Talent Ticker, launched in September 2018 uses predictive analytics and AI to interpret and analyse data identifying companies who are likely to hire or fire employees. Similar to stocks and shares at the top of Bloomberg, Talent Ticker displays a revolving task bar with a hiring upwards arrow in green and a firing downwards arrow in red for when companies are downsizing.

Knowledge is power and once a ‘Ticker’ is created relevant articles are displayed. With this data recruiters can quickly identify where the opportunities lie and once an article is clicked on a hiring manager’s contact details can be revealed, linking directly to their LinkedIn page.

This can dramatically improve the productivity of a recruiter as it reduces the admin associated with finding a lead, and ensures recruitment consultants are spending time working with companies guaranteed to be hiring or firing. Recruiters on the beta version (available now) are also enjoying talking to clients about the articles, appearing to be interested and knowledgeable within their sector.

This week Talent Ticker have confirmation yet again that their proprietary technology can predict hiring trends. Based on a news article from CNN Money Talent Ticker predicted hiring in key areas nearly 4 weeks before the company released news of its ‘recruiting spree’ via efinancial careers.

The tech behind Talent Ticker is cutting edge and the TT team is a mix of Silicon Valley technologists, recruitment evangelists and even more technology geniuses. Talent Tickers long term aim is to create a self-learning platform available to support the movement of the global human capital market within all industries.

Talent Ticker CEO, Nick Vaughan says:
“Our moto is ‘Recruit quicker, with Talent Ticker’ and we aim to achieve that for all our users. Talent Ticker has been designed to make recruitment consultants more productive, reducing workflow inefficiencies and tacking admin tasks that we all hate. We are very excited to see the industries reaction to it and I know all the hard work of our exceptionally talented team will help to change the face of recruitment as we know it.”

Lessons recruitment companies can learn from the retail industry

Recruitment as an industry is archaic

We haven’t moved on since the olden days. Pre-internet we wrote ads for newspapers, relying on people to read them and write in, post-internet we do the same only via job boards and email.

When comparing ourselves to the more snazzy retail industry it is clear we are worlds apart. But we’re two very different industries that don’t work in the same way, right?


As an industry, the majority of us do a really great job but why are we so slow to catch on? We focus on old hat techniques, typical recruitment and many of us are not using analytics or technology to make our lives easier. If it ain’t broke don’t fix it, ey?

In both recruitment and retail there are multiple technologies to improve performance, to reduce admin, to track behaviours and streamline the process. All aimed at improving sales. I’d recommend any recruitment business to go out there and find one or more that will do the same for you- lots of them are free (some links are below).

The Recruitment industry as a whole is massive, some 600 billion pound industry, and yes that is only a fraction of retail, but people will move jobs and they will buy ‘stuff’. Whether they go for one company over another is up to them. Or is it? There is a lot of money that goes into influencing a buyers decision and it’s the same tactics we in the recruitment industry should be using. You need to make sure they pick you but make it look like they made the choice. Be savvy.

This is a company problem, a marketing issue and a sales conundrum. All departments need to work in harmony and data is the driver behind this. Luckily as a result of GDPR most recruitment databases have been reduced to the size of a pea, but a mighty pea at that. These people are engaged with your brand and you have a reason to contact them, providing your content is relevant, they’ll enjoy a read.

Jab, Jab, Jab, Right Hook is a great book by Gary Vaynerchuk, Gary V is a legend if you haven’t heard his podcasts yet, do! Some of the best advice is to stick to the 80/20 rule. 80% of the time talk to your audience. What do they want to read? What life hacks can you give to them? What can you offer them that will add value? Then right hook, 20% of the time you can sell your services.

Do you know who your customer is? Find out what they like and how can you use this to your benefit. Retail companies have so many different routes to encourage us to buy their products including win-back campaigns, engagement and retention schemes. All using technology to dictate when a customer is at what stage of their lifecycle.

Tech is going to be a massive differentiator, the bog boys have started developing this for themselves and soon it will be standard across the industry. Early adopters will beat their competition and reap the benefits.

How can your recruitment company transform?

Links to FREE technology:

  1. Talent Ticker
  2. Hootsuite
  3. Mahiba
  4. Hubspot
  5. Grammarly
  6. IFTTT
  7. Gender decoder
  8. Sales Navigator for Gmail

New Recruitment Technology: Talent Ticker

What is Talent Ticker?

Talent Ticker is an AI and Predictive Technology company providing market intelligence to make recruitment faster, more efficient and more profitable. We do this by scoring a company based on it’s likelihood of hiring and firing and give you all the necessary information to get in touch with said hiring manager to speed up the process.

Benefits of using TT:

Reduces Admin

Talent Ticker can reduce admin by doing the work for you. When you read an article you will be able to unlock the hiring managers details. This will provide you with their number and a link directly to their LinkedIn page.

Calling hiring managers at the right time everytime

We know they are hiring, this is a warm call as you know the jobs they are searching for, you just need to give them the candidates.

Pulling more jobs per week

Based on the articles from Talent Ticker you will hiring managers details and the types of jobs they are hiring for. This creates a large opportunity for you to win new business.

Bringing on new clients per week

As the expert in your market you are able to call a client and pitch not only for these jobs, but for future roles and look for PSL opportunities.

Highlighting all PSL jobs

Highlights live & upcoming jobs within your PSL accounts before they reach the portal.

Headhunting more candidates

Tells you when companies are ‘firing’ or downsizing which gives you access to new pools of candidates who often aren’t on job boards yet.

Instant market mapping for business development

Talent Ticker does the researching for you, a hiring managers information is displayed next to projected job titles with a link to their LinkedIn page.

Improves a recruiters productivity

The Talent Ticker technology helps remove inefficiencies allowing recruiters to do more with their time.

Saves time

TT saves time on calls that amount to nothing. Make calls to clients you know are hiring.
TT saves time on researching a hiring manager giving you their details immediately.

Increasing billings per recruiter

With improved productivity and more time to spend elsewhere you can focus on the activities that make you money, instead of the admin that bogs you down. Time is money, and this extra time can be focussed on doing 1, 2 or more extra deals.

The Story of Talent Ticker

Who doesn’t want to work faster and smarter?

Many moons ago our founder Nick Vaughan entered recruitment and consistently found himself against a common problem, inefficiencies within a recruiters workflow. Time is wasted researching to find the correct hiring manager, market mapping or finding candidates, and thousands of emails and phone calls amounting to nothing. How could he make recruiters more productive?

After speaking to many recruiters and recruitment business owners it was evident this issue was across the board. Various time saving books later and the same problems still existed. A look into other technologies showed how data can impact recruitment, but not to the extent that was required.

Cue the AI revolution and the technology to harness that requirement. The story takes off – and the hot shot London recruiter delved into the tech world, swapping his Church’s for boat shoes (he’s not a trainers man yet) and suit for a casual jean.

This transformation meant one thing, it was on.

The techies at Talent Ticker were all selected according to specific requirements needed to create Talent Ticker and whilst the team runs extremely smoothly now, it wasn’t always that simple….

Nick our CEO had the vision, he knew what he wanted to create but did not have the skills to create it himself. Nick knew he needed a great team, but unlike other teams he’s hired before, Talent Ticker required technologists, the unicorns of society. Nick was faced his biggest recruitment challenge so far.

The Techies v The Recruiter

With experience in the financial services this London recruiter felt out of his depth when faced with the task of finding world class techies. Trawling LinkedIn, attempting the odd job board and asking around, he eventually landed his first interviews. True to his nature the recruiter began selling the dream using his best recruiting tactics to hook the techies and guide them through the steps of candidate management he knew so well.

If you’ve ever spoke to a real life unicorn (we mean techy) you won’t be surprised that initially they thought Nick was mad, but aren’t the best of us?! Despite questioning the recruiters sanity, they admired the passion and entrepreneurial flair of his sell. They were thrown back by his direct and zealous nature, somewhat bemused and in shock, remarkably they listened as the recruiter pitched the early idea of Talent Ticker.

A London Financial services recruiter found himself in uncharted waters trying to talk ‘tech’. The techies understood he needed help, and began trying to interpret the idea and identify solutions.

Is it possible? Can they work together? Will the sales guy stop talking?

Eventually it began to piece together, one by one the techies fell for the recruiter’s charm and like the best type of placements, both sides were keen to get started right away. Talent Ticker offered the techies scope to create a disruptive technology, with the ability to re-shape an industry. They were on board and in September 2018, Talent Ticker was born.

The recruiter thus began down a journey into deep into the potentials of technology, having massive respect for the techies and vice versa.

Suffice to say the combination of the two worlds has enabled better collaboration, better idea generation within the team which has ultimately lead to a more rounded product (as we’re sure you’ll find out).

The Talent Ticker story is just beginning and we are already so proud of where we are. We are a start-up and life is pretty exciting.

Want to become part of our ongoing story?

You can learn more about our incredible team on our About Us and Join Us pages.

If you have any questions, fancy a chat or simply want to tell us how you are finding the Talent Ticker product then please contact us on LinkedIn, Instagram or Twitter.