Atlas - the Recruitment Platform

Atlas is an end-to-end recruitment platform built with AI at its core. By giving you perfect memory and automating all your low value tasks, Atlas fees up your consultants to do what they do best.

Less admin, more placements, more enjoyment.

Founder

Berg Search

Advisor

proSapient

Co-Founder

Founded the world's fastest-growing expert network and primary research platform. In just five years, we have grown to 300 colleagues and achieved revenues of c$40 million.

Let’s say that a private equity firm wants to acquire Mcdonald's. proSapient would find and schedule interviews with 10 former executives and 20 competitors in order for the PE firm to better understand the industry. They could also use proSapient to deliver a survey to 20,000 fast food eaters to better understand consumer habits. With these insights, the PE firm is well-placed to make a great investment decision.

proSapient has the most innovative and productive product team in the industry, and we delivered our entire technical stack spending the equivalent of what our largest competitor spends in just 6 months. More important, voluntary churn is sub-5 %! Some of the highlights include:

 - A vertical project management platform that optimizes our ability to service clients (making our teams significantly more productive than our closest competitors)
 - A world-leading categorization and search engine (Darwin), which automatically categorizes experts' industry experience, seniority and skills, standardizing data en-masse. When a colleague searches for an appropriate expert, the platform can curate the most important information from terabytes of data in less than a second.
 - A transcription platform which delivers perfect transcripts in just two hours (free of charge!)
 - Our commitment to client success extends to our "Bring your own expert" and multivendor offerings, allowing clients to create and use internal networks of experts and license our codebase to manage multiple vendors.

Chief Product & Strategy Officer

Chief Product Officer

Hire people that take your business from good to great

I've spent seven years building software that supercharges high-touch services.

As co-founder of proSapient, I was central to building end to end platform that allows proSapient consultants to generate 40% more revenue than its closest competitors.

I've now turned my focus to supporting executive search and professional search consultants achieve the same thing.

What being ill has taught me about business.....





...You can't do any business if you're ill.

Jordan Shlosberg, CFA

An end-to-end recruitment platform powered by AI ✨ Do business, not admin

An article in The Atlantic perfectly captured why we’re entering a recruiter renaissance.

Where internal talent only have LinkedIn and resumes, recruiters have years of deep relationships in their verticals.

Conversations that reveal not just who’s great, but where they’ll thrive.

The whole point of Atlas - the Recruitment Platform is to turn the classic BD line “we’ve been in the market 10 years” into actual data: “I can tell you exactly which engineers like Oasis”.

And that depth will always escape the noise

Some musing of what good BD looks like for recruiters....

Wondered how you can record people without opt in consent? LinkedIn have the answer

They will now be using all your public posts to train their AI.

There is no opt in.

After spending no doubt millions on legal fees, they have concluded that they have a Legitimate Business Interest to use your data without consent. 

I'm totally cool with it by the way, but it's worth pointing out that Legitimate Business Interests is a totally solid way of recording conversations with clients and candidates. 

But make sure you have an easy opt out !

New feature, or existing feature.

The hardest part about building software is to know where to put your time.

Atlas - the Recruitment Platform had a few interesting conversations last week about exactly that.

On the one hand, we've got ATLAS 2.0 and six major releases through to Christmas.

On the other hand, there are still many opportunities to make our existing features even better.

You can't do everything. If you think you can double your engineering team and do twice as much, you've probably not led a successful product org before.

The good news is that the only real decision is whether you want to deliver an incredible feature in four weeks, as opposed to in one week.

As usual, we listen to our clients and do whatever makes the biggest impact.

For non engineering roles I've found myself making custom case studies for the hiring process.

I'm happy that my IV approach filters to the right drives and values (locus of control and hunger)

But as we only hire seniors, we need people who can already do the roles they're hired for.

We hired a GTM engineer we did something quite fun. We asked applicants to show us how they had used generative AI to improve pipeline metrics.

No time wasted on their part but just a showcase of their best work to confirm that they'd actually leant into Gen AI.

How are you finding your interview process changing in the world of AI?

Taplio

Jordan Shlosberg, CFA's Linkedin Analytics

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