Entelo does not call itself a search engine, but, at its core, that’s exactly what it is. The company, founded in 2011 by Jon Bischke and John McGrath, offers businesses a tool for locating talented software engineers and designers via
the Web. But Entelo is more complex and more efficient than the average search engine, making it a far more useful tool for recruiters.
Entelo gives users access to a database of more than 10 million passive and active candidates by keeping track of their social media presences. When users search for candidates through Entelo’s software, they find a wealth of information – names and email addresses, of course, but also links to Twitter, LinkedIn, Facebook, GitHub, StackOverflow, and multiple other online profiles. Entelo’s software concentrates the widespread Internet presences of candidates in one place, giving recruiters the chance to really learn about people before reaching out to them.
As impressive as the results are, the search function itself is the star of the Entelo software. Users can search according to candidates’ positions, skillsets and locations. Entelo’s filters narrow the search to bring the most relevant candidates to the forefront. For example, if recruiters are looking for entry-level software engineers, they can weed out high-level executives by filtering CEOs and founders from the results. Other filters include availability, years of experience, and whether or not the user has recently viewed or contacted a candidate.
If recruiters are looking to keep an eye on passive candidates, Entelo’s “Sonar” function can help with that. Sonar lets a recruiter essentially broadcast information about job openings and the types of candidates for whom one is searching. Entelo keeps tabs on candidates who match the description, using an algorithm that analyzes “more than 70 variables indicative of upcoming career changes,” including a candidate’s Web activity and layoff announcements from a candidate’s current company. When a candidate signals that they may be ready for a new job, Entelo sends the recruiter a message to let them know there may be a match. analyzes “more than 70 variables indicative of upcoming career changes,” including a candidate’s Web activity and layoff announcements from a candidate’s current company.
Entelo even has an extension for Google Chrome, called the Entelo Button, which allows users to immediately access candidate information from anywhere on the Internet. If a recruiter comes across a candidate while browsing the Web, he or she can click the Entelo Button to view the candidate’s Entelo profile. Recruiters can email candidates directly from the Entelo Button or bookmark them for later consideration.
The Entelo Dashboard offers managers an overview of the recruitment team’s activity. Using the Dashboard, managers can monitor who recruiters are searching for, who they are contacting, the notes recruiters keep on candidates, and more. Managers can also track numerical data, like listings, profile views, and email requests.
Despite Entelo’s impressive functionality, the software does have two drawbacks. First, Entelo is a recruitment platform for software engineers and designers. That means companies looking for other types of talent cannot take advantage of Entelo. This is a shame, because Entelo’s search is one of the best in the business. One hopes that the company will consider expanding to other fields. The second drawback to Entelo is its price tag. The base package sports the hefty cost of $12,000 per year, meaning Entelo’s software falls well outside the price range of smaller companies.
Unsurprisingly, these relatively minor roadblocks have not dissuaded the HR industry from taking note of Entelo. Last October, the editors of Human Resource Executive magazine choose Entelo as one of six companies to be showcased during the “Awesome New Technologies for HR” session at the HR Technology Conference & Exposition in Las Vegas. If a company is looking for tech talent and does not find the price tag too daunting, it would do well to choose Entelo as its primary recruitment tool.