WHAT OUR CUSTOMERS SAY
PRODUCT INTEGRATIONS
This quote should counter any objections visitors might have using the product you are offering. Display the pain your are solving.
“
FULL NAME
Job Title at The Company
Product Features
Add some more descriptive content here to describe your product or service. What your offer is and how you can improve your potential customers daily experience.
Key Benefits
Explain the features and what it acompolishes. What does your company offer that will improve or solve a problem?
Key Benefits
Explain the features and what it acompolishes. What does your company offer that will improve or solve a problem?
Key Benefits
Explain the features and what it acompolishes. What does your company offer that will improve or solve a problem?
Highlight the capabilities of your product and its features.
Key Benefits
Explain the features and what it acompolishes. What does your company offer that will improve or solve a problem?
Key Benefits
Explain the features and what it acompolishes. What does your company offer that will improve or solve a problem?
Key Benefits
Explain the features and what it acompolishes. What does your company offer that will improve or solve a problem?
The Pricing Plan
Reinforce the reason why people use your product. Lead into the value of each plan before they proceed with their choice.
PROFESSIONAL
8
$
/month
Billed Annually
5 active project
10GB space
∞ collaborators
No Credit Card Required
TEAM
22
$
/month
Billed Annually
25 active project
25GB space
∞ collaborators
No Credit Card Required
PLUS
89
$
/month
Billed Annually
25 active project
25GB space
∞ collaborators
No Credit Card Required
All plans include the following features as a standard of our product.
© 2022 Orgio, Inc.
Grow your business and your reach with the market leader in structured team data
Simple, transparent pricing
We do 60% of what a full-service recruiting firm does, at 20% of the price
$7,500 / Search
How does Scout make the recruiting process more efficient?
Recruiting - especially with headhunting agencies - is typically a costly, time consuming and long-winded process. Scout recruiters remove the complexities of traditional recruiting firms, and replace it with a process that is quick, cost efficient and transparent . For a competitive fee of $5000 a month, Scout conducts extensive market research and quickly introduces clients to high quality tech candidates, removing the burden of sourcing and other administrative tasks from clients, which results in saving at least twenty hours every week.
The Org is fun to use and easy to explore - it’s built for bottom-up team-wide adoption. Social features and personalized profiles make it engaging for employees. This means more collaboration, more alignment, and higher company productivity.
A Tool for the Whole Team
Get to know your colleagues
Use the interactive org chart to easily discover and learn about coworkers on other teams.
Stay updated on new hires
Get to know new hires even before your first one-on-one and make them feel more at home.
How is Scout different from traditional full-cycle recruitment?
Full-cycle recruitment is a comprehensive talent acquisition process that starts with market research and candidate identification, and ends at interviews, candidate placement and onboarding. This process is costly, opaque and can last from six months to over a year. Scout addresses these complexities with a process that gives tech clients visibility into our end to end workflow, and empowers them to recruit great talent in weeks, for a fraction of the cost. Full-cycle recruitment includes conducting interviews on behalf of companies, whereas Scout believes that companies are best positioned to market their cultures and opportunities, and empowers them to own those conversations working alongside dedicated recruiters.
The same themes seem to repeat themselves for all in startup or tech recruitment. It takes a long time to hire, and an early stage tech company doesn’t have the time to wait. Large companies can rely on inbound candidates to fill their positions quickly by relying on their brand. Early stage startups do not have the same brand presence and therefore often need to actively source candidates. Startup hiring is a challenging process and Scout is here to help.
What are the main challenges you hear from startups looking to hire?
How does Scout’s process look?
Scout’s overall process is quick, collaborative and transparent. The process starts off with our team of expert tech startup recruiters outlining the parameters of the search with the client, conducting extensive market research and then pulling together an exhaustive list of high quality candidates, for the client to review. We then conduct outreach to these candidates and put meetings with those interested directly on the clients’ calendars. Scout recruiters’ robust pipeline generation and continuous candidate introductions not only help clients save time, but also allows them to ultimately hire great tech talent quickly.
How does Scout use org charts in the recruiting process?
Org charts are a powerful way to give candidates an inside-view of their potential future team. We incorporate our clients’ org charts as part of the outreach messaging to candidates, giving them an intimate understanding of who their future colleagues could be. We have found that tech and startup candidates are much more likely to feel connected to and excited about a role when they can see exactly who the team is and where they would fit in.
What makes The Org stand out?
How do I convince someone to join my early-stage company?
As an early-stage startup it is not your historical performance, but your future performance that will set you apart in startup hiring and headhunting. Make sure you have a very crisp company tagline that truly describes why your startup and product is special. A great example is email tech startup SuperHuman’s: “The Fastest Email Experience Ever Made”. When talking with candidates you should emphasize what inspired your team to take on the problem that you are solving, and highlight the rockstars that are already part of the team
When should I rely on inbound candidates versus active recruitment?
Relying on inbound candidates means waiting for candidates to come to you, which leads to missing out on a whole pool of qualified candidates that might be better matches for the roles you are trying to fill. A lot of top tech talent may not be actively searching job boards and applying, but that doesn’t mean they wouldn’t be interested in hearing about a great opportunity. Active recruitment with Scout recruiters allows you to go after high quality candidates that you have hand selected, and overall, you are much more likely to hire the best possible candidate for the role.
What Our Partners Say About Us
Integrate your software with The Org to provide a seamless experience for your customers
Startup Talent Sourcing in 3 Easy Steps
1. Define your ideal candidate
Meet with our team of expert recruiters and develop your perfect candidate profile.
2. Choose who you'd like to interview
Next, our headhunters seek out qualified talent with backgrounds that match up with your desired criteria.
The potential candidates are compiled into a list for you to review and easily mark who you'd like us to contact.
3. Meet your handpicked candidates
From here, our team handles the heavy lifting — we manage outreach and scheduling, while you get to meet with a pipeline of curated, premium talent.
A fresh, forward-thinking alternative to traditional recruiting firms.
JOIN THE BEST COMPANIES
Employer Branding Meets White-glove Talent Sourcing
The world’s premier org chart platform, jobs board, and startup-centric recruiting solution. All rolled into one.
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ABOUT THE ORG
The Org helps high-growth companies attract top-tier talent by showcasing what your company really is: your people, your mission, and your culture.
Get on The Org to show off all that, for free.
