The Best Digital Tools to Help Startups with Hiring

By Sean Brown | June 9, 2017

If you’ve spent some time searching for hires, you might have yourself convinced that the perfect employee doesn’t exist. It’s understandable —finding a person who is proficient in their role and also clicks with your team can seem impossible at times. But more often than not, it isn’t that perfect hires don’t exist; the reality is that it’s difficult to weave through the vast sea of potential candidates to find them.

To get closer to finding the right hire, and to be able to make the most of your valuable time, you need to tackle the two main obstacles of the hiring process: 1) identifying the many candidates that would be applicable for the position, and 2) filtering those candidates down to those who are more serious considerations.

Due to the sheer number of people who could be applicable to a given role you are searching for, it would be very difficult to beat these two obstacles on your own. However, there are a variety of tools that can make it extremely easy to track down candidates and tell you whether or not they would be a good fit before you waste time sitting down for lengthy interviews.

Tools for Finding Candidates


Starting with LinkedIn, the biggest source of potential candidates will likely come from using the filtered search tool. You can play around with the filters based on what you looking for, and after your searches start resulting in candidates that might be viable, you can connect directly from their profile. Send messages to the candidates you have handpicked. After some back and forth, you can start to prioritize the people who appear to be most interested in the position and spend more time working with them to move forward with the hiring process.


Similar to LinkedIn, Indeed provides a great way to search for potential candidates. It allows you to do a “resume search,” which links you with people based on keywords in their resumes. After you have done your initial keyword search, you can then fine tune it based on additional filters. You can hover over the names of the resulting candidates and get a quick preview of their resume to see if they might be a good fit for your team.

Overall, Indeed makes for a quick and easy way to look at many candidates in a short amount of time. You might even consider doing a few paid campaigns on the site in small increments of ~$20 or so each time. Then, simply adjust when you make paid listings based on how your hiring needs change over time.


Glassdoor is a bit different than Linkedin and Indeed in that the focus is on allowing applicants to find you. It provides a way for applicants to get a view of what it would look like to work for your company, and if they like what they see, they can go through the motions of trying to get a position.

Due to the focus on applicants finding you, it is important that you prioritize cultivating a positive Glassdoor profile, with a good rating and good reviews. If you stay on top of your profile, it is an easy and effective way to passively get applicants that are interested.

Using each of these websites during the hiring process is standard procedure, and if you’re doing it right, you should get a solid pool of candidates from these three alone. After you have established your presence on each of these three platforms, you can also begin to experiment with the vast number of other recruitment tools available today. One example is Entelo, a tool that takes more of a “big data” approach to helping you find candidates.

Each tool will net you different results, so try different ones, learn how to use them, and figure out which ones work for you and your specific needs.

Narrowing them Down

If you are using the aforementioned tools properly, you should have a decent pool of candidates to work with. At this point, your biggest issue will be dedicating the time to interview each of these candidates and move forward in the hiring process.

While a website like LinkedIn can expose you to many potential candidates, there is also the downside that there can be very few distinguishing factors between each one. For example, a simple search could result in hundreds of people who all claim to be “experts” or “professionals” in a field, with little certification to actually back that up.

Additionally, you’re likely searching for specific qualities and traits that go beyond what can be gleaned from a resume.

In this situation, you should consider using one of the various assessment tools, such as The Predictive IndexEQ-i 2.0, or Strengthsfinder. These tools take the form of tests that can be given to your candidates to tell you more about their behavior, skills, and talents to better inform you if they would do well in the position.

You can match up their results generated by the test to which qualities you are looking for in a hire, which will allow you to immediately discard the candidates that wouldn’t be a good fit and pursue the ones with the qualities you desire. The ability to weed out many candidates quickly makes these tools a great way to save your time and sanity.

There are also a variety of tools that help you manage all aspects of the hiring pipeline, further improving your efficiency, and making it easier to keep track of different candidates. One example is Workable, which handles various aspects related to the hiring process. You can use it to process applications, manage interview scheduling, and even onboard new hires. Alternatively, you can use tools like Trello to keep track of where each prospect is in the hiring process. Either option will keep your team more organized and make juggling numerous candidates much easier.

Save Time and See Results

Becoming more efficient in all aspects of your hiring process will allow you to spend more time doing your actual job, all the while improving the quality of the candidates that come through the door and increasing your chances of finding the elusive perfect hire.