A Hire Power: Everhire’s disrupting the recruitment space to find candidates faster and more affordable than ever

Everhire founders Yannick Cohen and Paul Bradley Slay freely admit that good help is hard to find—it’s what brought the duo together through mutual friends in 2017, admits Slay. “We connected to discuss the problems in recruiting. [Yannick] was really passionate, coming from being in a startup on the engineering team and watching the team struggle to grow.”

At the time, using outside recruiting agencies at Cohen’s place of work was cost prohibitive, which meant the engineering team was, including the CTO, spending hours each week pouring over resumes. “A lot of the candidates were the wrong fit, they were interviewing the wrong people,” explains Slay. “At one point they probably interviewed a hundred candidates for a single position. It was just eating up a lot of the team’s time.”

According to the Society for Human Resource Management, it takes a company 42 days on average to find a new hire, with the average cost being $4,129 per employee. While a recruiting firm isn’t always the right fit, it’s clear using internal resources to search for talent can drain and distract a company.

Both Cohen and Slay, with a background in scaling companies quickly, knew there had to be a better way. “That’s really how we formed EverHire,” Slay says. “It’s a mix of the right tech, the right process, and the right independent recruiters. We want to help growing tech companies find and attract top talent quicker and more cost-effectively.”

For Slay, the move from a 10,000 person company to Everhire with Cohen was a big leap, but ultimately, a no brainer. “I think we were both just passionate and once we started exploring the solution a little more, I was ready to move full time. It definitely helps having a partner, a co-founder, that I was excited about working with. I wasn’t jumping out there as a solo-preneur, and that makes a big difference.”

With a national network of independent recruiters and a “secret sauce of data and learning,” Everhire sees themselves as filling a gap in the recruiting market, making candidate sourcing more attainable for companies across the board, from small startups to larger corporations. “It seemed that the recruiting process wasn’t keeping up with technology, and we want to change that,” Slay reasons.

For many small companies, the idea of spending between 20-30% of a candidate’s first year salary can too pricey, but the alternative often means asking the CTO to spend up to half their hours for the next three months recruiting for a tech role—which could mean significant hold-ups in moving a product or company forward.

Everhire’s approach, as well as their team, looks different from traditional recruiting. “A lot of traditional staffing firms aren’t remote flexible,” Slays says. “You go into the office every day, which certainly has some advantages, but it’s a lot of overhead that we’re actually able to pass on to our recruiters in terms of payments and to our clients, in terms of savings.”

Since Everhire utilizes a remote network of contract recruiters, there’s generally less overhead, making their service more affordable. “We are going to be anywhere from 25 to 50% cheaper in terms of total cost than an agency for companies,” explains Slay. “They usually get really excited when they find us.”

Slay wants to share that excitement with future clients as Everhire continues to grow. “Now that we’ve seen solid success with a lot of our clients, client growth and partnering with more organizations is really top of mind for me.”