press release Archives

PivotCX Taps HR Tech Industry Expert David Bernstein to Join its Leadership Team

by pcx_admin | Aug 11, 2022 | Blog, Press

Bernstein brings nearly 30 years of experience plus deep industry and enterprise-level relationships

INDIANAPOLIS (August 10, 2022) – – PivotCX, an HR technology company that is transforming the recruiting process with its all-in-on talent acquisition communications hub, today announced that it has hired HR technology industry expert David Bernstein as executive vice president of corporate development and strategy. In this role, Bernstein will be responsible for business development, strategic alliances, marketing, and amplifying the brand across multiple stakeholder communities.

Bernstein, who has nearly three decades of experience in human resources, first as a recruiter for PeopleSoft and later as an early adopter, implementer, and leader in the HR technology space. Among his career highlights are implementing global technology platforms for Fortune 500 companies such as Hitachi and serving as a director of product strategy for an early pioneer of total HR software solutions. Bernstein has worked with six startups in the HR technology space, most recently as the vice president of partnerships and industry relations for JobSync. Bernstein is a frequent contributor to Forbes and serves on the Forbes HR Council. He is also an adjunct professor, teaching HR Analytics, at Palo Alto University, and is a noted speaker at HR technology events.

Bernstein’s hiring could not have been better timed, says PivotCX CEO and Co-founder Howard Bates. “The last two years have been extremely challenging for companies to rehire employees post-pandemic, adjust to fast-changing workforce dynamics and an overall shortage of qualified candidates. This has motivated very large companies to reevaluate traditional recruiting practices and embrace PivotCX platform’s unique ability to immediately engage candidates, accelerate the hiring process enabled by live text, and provide an overall excellent experience.

“We are extremely fortunate to have David onboard to drive business development and strategic partnerships for PivotCX as we concentrate on scaling the company to the next level,” Bates said.

PivotCX’s client base has grown exponentially in 2022, which Mike Seidle, PivotCX co-founder and CTO, says he is looking forward to leveraging Bernstein’s role as chief brand evangelist. “We will soon be announcing major corporate clients that are adopting the PivotCX platform because they need quality people now. We’re confident that with David’s focus on delivering the PivotCX message to more companies, more analysts, more journalists and influencers, we can radically redefine the effectiveness of recruiters and the experience of job candidates for companies that want to be first in line to choose the best candidates.”

Bernstein says his decision to be a change-maker for PivotCX was driven by the untenable and unacceptable nature of traditional recruiting where businesses and candidates live in their respective vacuums. “Talent is what drives business outcomes. If you can’t recruit and nurture great talent through the hiring process, companies are dead in the water. I welcome the opportunity with PivotCX to transform the experience for recruiters and candidates so that connections are immediate and positive energy is generated on both sides whether the candidate is hired or not. We’ve got to get back to being responsive to all candidates and the critical human touch in recruiting. I see PivotCX as the enabler.”

About PivotCX
PivotCX is transforming the way recruiting gets done. Through its innovative all-in-one talent acquisition communications hub, recruiting teams are empowered to make better hires faster. With PivotCX, recruiters are able to engage in personalized conversations with candidates and managers at the scale and speed required to meet their hiring needs. The PivotCX communication hub integrates with ATS, CRM, and HRIS systems as well as job boards, social media, and career sites. This enables automated and person-to-person conversations via text, voice, and email. Data collection and comprehensive dashboards for communications and actionable analytics complete the SaaS solution that’s quickly becoming the go-to tool for recruiting teams. Learn more about PivotCX.

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Media Contact: Melanie Lux, 803-331-4794 or press@pivotcx.io

Find out: PivotCX helps your company respond with a live person in seconds to candidate inquiries.

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Think Hiring Woes Are due Entirely to a Lack of Candidates? New Report Suggests Real Issue is Sluggish Response to Applicants

by Mike Seidle | Apr 6, 2022 | Blog, recruiting

INDIANAPOLIS (April 6, 2022) – – Regardless of who you talk to, employers are having a terrible time finding qualified people to fill open positions, citing more jobs than candidates. However, a new report published by PivotCX and JobSync suggests the issue is not simply a lack of candidates, it’s the slow response time to jobseekers who often wait weeks for a response to online applications. A simple change in strategy, responding to candidates via text within minutes of applying, can lead to a monumental shift in hiring success.

The recruiting benchmark report, 2022 Best-in-Class Candidate Engagement, tracked 500,000 job candidates in seven key industries obtained through job board applications to understand the impact of SMS text responses on candidate engagement. The biggest finding: by immediately connecting with applicants via text increased engagement—human-to-human conversations—by as much as 70 percent. The majority of jobseekers reached a live recruiter within 10 minutes of applying.

“That is a gamechanger for employers and candidates,” says Mike Seidle, PivotCX co-founder and CTO. “This near real-time engagement gives employers the opportunity to have the first pick of the best candidates. The majority of people accept the first offer so the sooner an employer can connect with interested candidates the better. For candidates, they get the immediate gratification of a human response instead of sitting in the dark for weeks wondering where their application is in the hiring process.”

The study analyzed the impact of SMS text across key industries, including education, health care, manufacturing, warehousing, personal care, trucking, and technology. The increase in engagement was about 60 percent across the board, with the highest engagement rate coming in education, with 70.1 percent of candidates responding to the text.

Another key takeaway is how quickly candidates responded to the initial text from the company recruiting. This ranged from a few seconds to several minutes based on industry. For example, healthcare, technology, and trucking candidates had an average response time to a text of around four minutes. Personal care candidates—hair stylists, cosmetologists and barbers—typically responded within 10.5 minutes.

Jobseekers’ rapid response to text messages is a clear message the days of waiting games are over, says Leah Daniels, chief commercial officer at JobSync. “Ninety-three percent of U.S. workers have smart phones and about 70 percent are using them to apply for jobs. Once they’ve put their hand in the air by applying on a job board, they’re ready to be acknowledged and engage with recruiters. In response, recruiters need to respond in real time and start moving people through the hiring process. Those who can deliver the immediate gratification within minutes of receiving an application, will have a huge advantage over other employers,” Daniels says.

PivotCX and JobSync conducted the study in part because of the profound difficulties recruiters face in accessing and connecting with applicants. For a variety of reasons, people don’t respond to phone calls or emails, frustrating recruiters.

Says Seidle, “Recruiters have to engage with as many candidates as they can as quickly as they can. To do that, they have to use the preferred method of communication, texting. Ninety percent of people open a text message within three minutes. Compare that to email where only 20 percent are opened. A simple change in strategy will accelerate the hiring cycle time from an average of 42 days to less than seven and increase the productivity of recruiters exponentially.”

Click here for a complete summary of the 2022 Best-in-Class Candidate Engagement recruiting benchmark report.

About PivotCX

PivotCX’ candidate engagement platform accelerates candidate flow and human-to-human conversations that empower recruiters to make better hires faster through live SMS texting. At the same time, PivotCX replaces the long, opaque hiring process for jobseekers with immediate, personalized gratification upon applying for a job, enabling them to land a desired job quickly and with confidence and transparency in the process. PivotCX’ platform integrates with many ATS, CRM, and HRIS systems as well as job boards, social media, and career websites, and enables automated and person-to-person conversations via text, email and voice. Data collection and thoughtfully designed, information-laden dashboards complete the SaaS solution that’s quickly becoming the go-to tool for recruiters. Learn more about PivotCX here.

About JobSync

JobSync empowers talent acquisition professionals to get more quality candidates from their existing solutions be emulating the ATS application process directly on job sites, creating a seamless direct apply experience for applicants, doubling the candidate volume. JobSync automates the data connections in the talent acquisition providing integrated direct apply solutions, job distribution, and seamless integrations between job boards ecosystem, ATS, and other systems used by recruiters. JobSync’s solution reduces friction for candidates, recruiters, employers, and vendors. Learn more about JobSync and how the company improves the efficiency of talent acquisition teams here.