Siftly Founder: My Learnings From A Year Of Running Siftly

Siftly Founder: My Learnings From A Year Of Running Siftly
Advertising

To mark Siftly's one year anniversary, its founder Frank Striefler, explains what the company has learned about connecting the right people to the right jobs

PSFK Op-Eds
  • 5 january 2017

Our team at Siftly wanted to share some lessons we learned from being in business for one year and completing 374 job searches. While we already offer more value than dump job boards, as the first smart job matching site for strategists, here are some tips to get the most out of Siftly:

Competitive Compensation:  Ensure your seniority and desired years of experience is in line and competitive. Keep in mind that candidates from more expensive talent markets will not consider a salary cut, but rather want to bump up their lifestyle with a move to a city with a lower cost of living. For reference, check out the Strategy Salary Report.

Caliber of Candidates: How much you pay and how attractive your agency and location is are direct factors of the caliber of candidates you will receive. While top agencies in top markets get the best responses, our platform matches agencies across the country with candidates successfully who would otherwise not be introduced.

Tailored Job Description: A job description that speaks for a unique culture makes a big difference in attracting more and better candidates. We always recommend that the Hiring Manager draft a tailored and attractive job description. It’s time well spent.
Furthermore, we suggest that they cut and paste a short description of the ideal candidate into the window and add a detailed job description as an attachment. Our candidates see the content of the window in the preview/job alert which allows them to be more selective—even before clicking on the job description for more details.

Required Category Experiences: Keep in mind that you throw a much wider net if you don’t require particular category experience and reserve this feature for searches where having specific category experience is mandatory (like Rx in healthcare).

Disciplines Within Strategy: Remember that you can pick up to two specialties in case you’re looking for a hybrid and that we expanded our specialties to include: Brand Strategists, Digital Strategists, Account Planners, Content Strategists, Innovation Strategists, Social Strategists, Research Consultants, Analysts, UX Strategists, CRM Strategists, PR Strategists, Comms Strategist, Design Strategists, and Retail Strategists (organized by ranking).

Candidate Screening: We offer to rate candidates with a thumbs up or thumbs down feature, allowing us to better understand who you’re looking for. Plus, if you get close to reaching your cap of 30 candidates, we can withdraw the candidates marked thumbs down.

Freelance Searches: While we’re designed for full-time positions (until we launch a freelance spin-off next year), we have an impressive response rate for freelance opportunities, easily generating 10 candidates within the same day. We just suggest to call out in the title whether it’s a freelance (or temp-to-perm) opportunity and the duration of the engagement, whether you’re open for candidates to work remotely or not, listing the SOW/deliverables in the job description and projecting the freelance day rate to an equivalent annual full-time salary (by multiplying by 240 = 20 days and 12 months).

Newsletter Timing: Besides tapping our 4,200 strategic minds in our talent pool, every search also gets featured in our weekly newsletter, reaching our subscriber base of 10k strategists. The newsletter goes out every Thursday, and as long you post by Wednesday, your job will be featured in the newsletter that same week.

Unicorn Hunters: We have the largest talent base of strategists (4.2k) and the largest email list (10k) of strategic minds, plus access to our founder’s (29k) strong network on LinkedIn for our talent sources to tap for any unicorn searches. Updates on LinkedIn alone get +1000 views.

Contact Info: Do not include your contact info in the job description or you might get spammed with unqualified candidates who are not screened by our matching engine. That being said, ensure to use your work email when signing up to get our shortlist sent to the right person (vs. a generic email / application inbox).

100% Matching: Keep in mind that all of our candidates are a 100% match for your job criteria and that all candidates have actively applied to your job post. No other online source offers screened hot leads. In our experience, about 80% of the candidates fit the job perfectly on paper (unfortunately about 20% of our candidates are not self-selective enough) and 20% of the candidates are hiring material.

Latent Job Seekers: About 50% of our talent are yet to apply for a position, which means we have the attractive talent that is holding out for the perfect opportunity/

Response Time: 2/3 of our candidates actually apply within three days of posting a new search and clients can check online 24/7 for additional candidates.

Client Satisfaction: The vast majority of clients come back to post new searches.

An advertising veteran with over 20 years of experience, Frank Striefler has worked around the world from Germany and London, to New York City and LA with highly respected ad agencies including MAL and 180LA. As a strategy and planning expert, he’s respected for his creative thinking and drive to find better solutions, which he’s done for prestigious brands such as Nike and Apple. Currently, he is Senior Vice President of Strategic Planning at INNOCEAN in Southern California.

 

Our team at Siftly wanted to share some lessons we learned from being in business for one year and completing 374 job searches. While we already offer more value than dump job boards, as the first smart job matching site for strategists, here are some tips to get the most out of Siftly:

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+hiring
+job search
+jobs
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