Blog

What You Need to Know About PROPHET

PROPHET is officially available for everyone to download and use!

We’ve made some updates to the tiers that are available. PROPHET can still be used for free, but we have created more options for power users who need more credits per day and for larger teams to have the ability to work collaboratively.

The Tiers

PROPHET has three tier options so that you can choose exactly what is right for you.

Free: The Free tier includes 20 credits a day (keep reading to find what a credit is). Free users still get access to all of the features that PROPHET has including, resume search, expert mode, and list building capabilities.

Pro: $50/month gets you 200 credits per day. You’ll also get access to self-service training and email support should you need some help.

Enterprise: The Enterprise tier is the perfect addition to your company’s tech stack. You’ll get unlimited credits for every user on your license. We’ll provide you with live training as well as email and live support. We will also provide data compliance and information security audit support.

What Is Included:

Search Interface:

Job Title: Search by one or more job titles in order to find candidates with the experience you’re looking for.

Location: Need someone in a specific area? Limit your search to specific cities anywhere in the world.

Companies: When you’re looking for a candidate who has worked for specific companies, you could spend hours digging through resumes and employment histories…or you could just type the company into the Companies search box.

Skills: From Python to public speaking, search for the skills you need your candidates to have.

Exclusions: Refine your search by excluding the skills you don’t want your talent to have.

Social Profiles: Adding social profiles to your search means that you can not only find your candidates but also see what they are sharing on the internet.

Expert Mode: Don’t fretBoolean fanatics! Our Expert Mode allows you to search by Boolean string. We’ve even included some hints in case you need any help.

Cyber Match: Drag and drop a resume into PROPHET and find candidates with a similar background.

Heads Up Display

On-page Contact Information: When visiting an online profile of someone who looks like a great candidate, click on the PROPHET icon in the right-hand corner to get a list of their other social profiles, as well as their email address, so you can reach out.

Turn One Profile Into Many: Turn a candidate’s existing social profile into a list of all of their other social profiles – right in your browser.

Add to Any List: Never forget where you stumbled across your latest prospect by adding potential candidates to a sourcing list directly from the HUD.

Attach Notes Directly to a Profile: Keep your thoughts about a candidate in PROPHET itself so you never lose track. Share those notes with your team members when using PROPHET Enterprise.

Frequently Asked Questions

What is a credit?
1 credit equals 1 candidate’s info. While using the search is always free, the credits come into play when revealing a candidate’s info.

Why is PROPHET free?
Because we believe that practitioners deserve free tools that make their workdays easier. Our paid tiers provide more credits and security audits should teams require them, but we want to make sure that if it’s needed, everyone can use PROPHET for free.

How do I install PROPHET?
You can download PROPHET directly from the Chrome store here.

I’ve got questions. Where do I go for help?
Enterprise customers will be given the contact info for their personal support team member. Everyone else can get in touch with us through the Contact Us page.

Managing Expectations (Then Blowing Them Outta the Water)

Sourcers are sourcers because of passion. It’s an exhausting job and for most people, it would be too exhausting to be worthwhile without that passion in place. Regardless of how much you love the job, there are expectations that should be put in place no matter the industry, in order to stay sane every day…or at least as sane as possible.

We all want to be successful at our jobs, but to be successful we need to be able to embrace the expectations of the position. When there’s a miscommunication between a manager and an employee about what the expectations of the role are then there will undoubtedly be a conflict.

How can you manage these expectations while still proving your skill and dedication to the job? Let’s take a look:


Honest conversations:

This is going to be the backbone of any successful working relationship. A manager needs to be clear and direct about what the expectations of the role are from the start. An employee needs to be clear and direct about what their expectations of management are, what support they are in need of to do their job, etc. Expectations and job responsibilities will probably change over time so have check-ins regularly amongst your team and make sure that the doors of communication are always open.

Assuming makes an…you know the saying…:

This goes in line with honest communication. Don’t assume that someone has the same understanding of a task, project, candidate, client, etc., as you do. Err on the side of giving too much information and context. By making sure that everyone is on a transparent and understanding playing field, you’re providing everyone with the environment they need to be successful.

Expect the best, but plan for the worst:

There’s nothing wrong with expecting your employees or your manager to be amazing. We should all go into the world with the belief that those around us are trying to do the best they can! But the chances of absolutely nothing going wrong are slim to none. Take a minute to consider what the worst things that could happen in a day are and plan for them. Hopefully, you never need to use your plan, but if you do, you’re already good to go.

Now you know how to manage expectations, how can you be successful?


Set realistic goals:

Would it be great to fill pipelines for a thousand positions every month? Of course! But that’s an unattainable goal. Goals are fantastic, but if they aren’t realistic you could find yourself feeling demoralized by never being able to achieve them. Be sure to have a mix of long-term and short-term goals that are challenging, but realistic.

Keep yourself accountable:

There are few things better than an employee or manager that is accountable. They work hard for their achievements and they are willing to grow and learn from their mistakes. Lead by example and be the first one to hold yourself accountable if your company is missing that.

Ask questions:

Time and time again recruiters and hiring managers talk about how wonderful it is when candidates come into an interview with intelligent questions to ask the committee, so why wouldn’t you bring the same focus to work every day? Use questions to create conversations and get those communication doors open!

How Good Sourcing Leads to Good Employees

Coral Zelachowski wrote a great article for Sourcecon recently called A Sourcer Is and it got us thinking about just how large the effect sourcers have on the work world is.

For a lot of companies, sourcers are the start of the hiring journey. They can be responsible for anything from building talent pools to interacting with passive candidates to coordinating with hiring managers to being a champion for the types of employees that a company needs.

Since the sourcing team is the foundation of a candidate’s journey, they’re the first step towards the best staff.

Sourcers are often experts at cultivating a persona that they can then find out in the world. They spend their days looking for what has been deemed the “purple squirrel.” They are often exceptionally skilled at building relationships and opening the door for communication because they are sometimes the first people to do the first phone screen.

If a sourcer is internal, they’re also the ones showing candidates what sort of culture the company promotes. By being the first person that candidate interacts with, it’s on them to showcase all of the best parts of the company. If you’re a team leader, make sure you that you’re providing sourcers with the tools, information, and support that they need so they can use their brain power on doing what they do best, rather than worrying about how they’re going to get it done.

By being the start of the hiring process, sourcers can be the reason that good employees are brought on. Providing a positive work environment for them can make all the difference in making sure companies are getting the candidates they need.

What Team Leaders Can Do:

  • Make sure that hiring managers pass on extremely clear job requirements. Seriously. No one can find anyone perfect if they don’t know exactly what they’re supposed to be looking for.
  • Keep the lines of communication open for sourcers to share what it is that they need. Continuing education? New tools? A kind ear? Whatever it is, it should be a priority to see if there’s a way to make it happen. Be honest, direct, and decisive with your communication so nobody is left wondering what in the world is going on.
  • Be open to strategy changes. There’s no one who knows a sourcing strategy better than a sourcer. If there are changes that need to be made, you can bet your team will know what it needs.

What Sourcers Can Do:

  • Look at what you’ve already got. Use your ATS/CRM/internal candidates to start the search. If you’ve reached out to them before or they’ve reached out to you, they’re going to be significantly more likely to be open to chatting.
    • In addition to that: Keep your eye on the present…and the future. If you spot someone who would work well in your company but isn’t the right fit for the open position, don’t disregard them. You never know when they’ll be the perfect fit.
  • Ask for referrals. A star player at your company may know the perfect person for the position so keep your ears open.
  • Don’t be afraid of technology. You’ve got enough on your plate so don’t make it worse by spending unnecessary time looking for profiles and contact info. Might we suggest giving PROPHET II a shot? You can quickly find candidates and their contact info and get those candidate pools filled up with qualified candidates.

Every sourcing team faces different roadblocks so the number one thing to remember is to keep communication open and be willing to try new things. And don’t be afraid to spend time every so often reevaluating your strategy. Constant growth and learning means that you’re always making your strategy the best it can be.

We have one note left: Thank you sourcers! Your work isn’t going unnoticed!

How PROPHET II Makes Social Media Searches Simple

Social media is where everyone goes to make themselves and their lives available to the public.

Is it weird? A little bit.

Is it a wonderful place to start a sourcing journey? Absolutely.

Sourcing often has a bit of a love/hate relationship with social media and for good reason. Social media can be a goldmine of qualified candidates with portfolios linked in their bios and totally open to having a conversation with you. It can also be an ice-cold pond filled with memes and grumpy folks complaining about how they just can’t stand whatever Marvel movie just came out.

We talked a little bit about how you can build yourself up on social media over on the HiringSolved blog, but how can you use social media to find the perfect candidates? Let’s point out a couple of things you should remember first.


Remember Social Media is Entirely Personal

Unless you’re looking at someone’s work profile (which yes, some people have and it’s not a terrible idea), you’re going to be looking at something that is exceptionally personal. It’s possible they don’t share too much about their work or their work experience upfront so you’ll need to do some decent digging if you feel they’re worth the effort.

It’s Not the Ultimate Solution

Yeah, this isn’t a fun one to make clear but it’s important. You won’t find everything you need on social media. Would it be great if you did? Of course! But that’s just not reality. It’s a starting point and a great addition to your strategy, but it shouldn’t be your entire strategy.


Now, on to how to make it work for you.

PROPHET II can provide not just the contact information of the person whose profile you’re looking at, but it can also show you the other social media/internet profiles they have out there. Maybe they’ve got a Medium account with some blog posts that you can check out before reaching out to them. Maybe they have a second or third Twitter account that they use only for work. Getting a list to all of their profiles in seconds makes it far easier to put in the research needed to reach out with an opening conversation that suits them.

You can go beyond the one-to-one search feature to utilize the brand-new search interface. In the new search interface, you can see a candidate’s name next to a list of various profiles so that you can quickly get researching. PROPHET II pulls data from anything not behind a paywall so you can be sure that you’re getting a comprehensive look at what a candidate is sharing on the internet.

It’s also important to make sure that you’re using the networks that your candidates will be in. Different industries are more readily found on different networks so be sure to be looking in the right places. While content writers will probably have quite a bit of work available on a site like Medium, they may not be as prevalent on Facebook. Being sure to check all of the available networks will make sure you’re getting the whole picture.

When PROPHET II finds the contact information, the ball is in your court! Involve yourself in conversations. Ask questions. Like, retweet, and share when something strikes your fancy. Remember that social media is meant to be just that…social. Get out there and mingle.

Do you have social media rules that you swear by when you’re sourcing or recruiting? Let us know so we can share them!

PROPHET II Easter Eggs You Should Know

If you didn’t know this yet, the PROPHET/HiringSolved team is made up of a bunch of old-school nerds. Our childhoods were filled with video games and their companion cheat codes and Easter eggs. So when our engineering team grew up and created PROPHET II, you know they threw in some Easter eggs.

Now, since it’s Easter weekend, we figure it’s appropriate to start sharing a couple of our favorites. (Get it? Easter…Easter eggs…we thought it was clever.)

Expert Mode

This is the Easter egg that we’ve been sharing with pretty much everyone. That’s how proud of it we are.

Have you heard of the Konami Code? It was a code that gave you 30 extra lives in the original Contra. Since then it has been used throughout Konami games and has become a bit of a cornerstone for gaming codes. So we threw it into P2. Let’s show you how to use it to get to Expert Mode.

Step One:

Open P2 in a new tab. (Click on the extension and click the magnifying glass in the upper right.)

Step Two:

Enter in the Konami Code (Up, Up, Down, Down, Left, Right, Left, Right, B, A) in one swift movement.

Step Three:

Boom! Expert Mode enabled.

Expert Mode allows you to search via boolean string so you can get into those specific searches that you need.

For example, let’s say you were looking for a…Software Engineers/Software Developers/Frontend Developers in San Francisco/San Diego/Los Angeles that graduated college in 2016 that have worked or currently work for Google/Facebook/Amazon/Uber/Microsoft

You translate that into a boolean string of…title:(“software engineer” OR “software developer” OR “frontend developer”) location:(“san francisco” OR “san diego” OR “los angeles”) last_edu.end:2016 exp.company:(google OR facebook OR amazon OR uber OR microsoft)

And in seconds you’ve got about 426 results to get started with.

(Shout out to our very own Dan Louks for creating that search!)

If you need a little bit of assistance, hit the text at the bottom right of the screen that says “<Expert mode hints>” to get started.

Cyber Search

When we created P2 we knew we wanted there to be an option to do similar search. We wanted people to be able to drop in a resume and find people who were similar. Now we could have just allowed you to drop in the file and let P2 do the rest of the work, but we decided to make it a little more visually interesting.

That’s right. When you drop in a resume, you get a lovely Tron-style screen. Yes, we did this because it just looks really cool.

Beyond just dropping in the resume, you can also then use the search sidebar to update the search to focus on certain locations, specific job titles, etc.

Give these features a shot and let us know what you think!

Beta Release Update: Resume Upload Improvements & Reset Button

Hello PROPHET II fans! Whether you’re already trying out the PROPHET II Beta or are patiently waiting for an invitation, we wanted to let you know about some of the recent updates that you should take note of.

– Use a location filter in conjunction with an uploaded resumé for improved similar candidate results

– Use any other search fields, including location & past employers, to further refine your results from a resumé upload

– Use the newly improved Reset Button to clear search filters & results, allowing for a fresh search anytime!

We also created a video so you can see the features in action. Over to one of our Customer Success Managers, Dan!

Welcome to PROPHET II

We’ve had thousands of people waiting to get access to it. We’ve had bloggers and TA professionals using it and testing it, telling us what works, and what doesn’t. It’s been a string of long nights and busy days with our team killing it every step of the way.

We can’t thank our private beta testers or our team enough for the magic that they created with this extension, but enough about that…let’s talk PROPHET II.

PROPHET II is an AI-powered Chrome extension that allows talent acquisition (TA) professionals to access the data and contact information they need about the candidates they want to work with. Since PROPHET II’s private beta release, sourcers, recruiters, and TA professionals alike have been using it to solve the age-old problem: How do I find the perfect candidate and how do I get in touch with them?

In public beta, PROPHET II is now available to the world. To get access, all you need to do is fill out the form on this page and we’ll let you know when it’s your turn to start using PROPHET II and changing the way you source.

On this blog we’ll be sharing everything that you need to know including all of the details on the beta process, tips & tricks to make your workday easier, and all-you-can-ingest when it comes to PROPHET II content!

We always love to hear from you so don’t hesitate to get in touch with us on Twitter or fill out our contact form if you have any questions, concerns, or you just want to tell us how much you love PROPHET II.