Searchlight

The best way to evaluate talent

4.8/5
About
Verified references provide essential insights into candidates' background, but they are seriously underleveraged.
Searchlight's reference assessments help employers 2X their onsite-to-close rate AND identify top-performers from underrepresented backgrounds.
Would you recommend this product?
21 Reviews4.8/5
Ali AfsharCEO/Co-Founder of Cytera (YC S18)

I use Searchlight all the time in my hiring process now - either to work out whether to phone interview an applicant, or to get more info on them pre 2nd interview Before Searchlight, I only reference checked candidates right at the end of the hiring process as a final check gate. With Searchlight, now I’m getting way more peer-reviewed info on candidates way sooner, and I can use this info to decide whether to proceed candidates in the hiring process

Pros:

Gets me info on candidates I wouldn’t usually find out till much later in the process, if at all!

Cons:

All my previous cons (better mobile view, easier candidate info export) have been fixed recently

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Thanks @aliafshar! More exciting updates coming soon 🚀
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Searchlight helps us understand candidates much better than we could during our interview process. Because Searchlight knows what questions to ask of former colleagues, you can get an understanding of what its like working with a candidate very quickly. Searchlight does all the hard work of figuring out what we should be asking references and giving us a consistent rubric to evaluate candidates on. If not for Searchlight, our reference checking process would be ad hoc and prone to mistakes or missed opportunities. The app is super easy to use for the employer as well as candidates. Candidates are impressed that we use Searchlight because it shows them that we're making an effort to get to know them. I strongly recommend using Searchlight as part of a recruiting process and using it early in your candidate pipeline. Getting to know candidates through the eyes of their former colleagues is insanely powerful.

Pros:

It's the best way to understand candidates through the eyes of their former colleagues.

Cons:

There are a few small UI issues but they don't detract from the core value.

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I was an early Searchlight customer when I was a VP at Nabis Distribution. The product helped my recruiting function tremendously, and I enjoyed doing business with the Searchlight team. Will definitely work with them again!

Pros:

Saves time and headaches during the recruiting process.

Cons:

Some candidates are not accustomed to doing references in this way. I look forward to Searchlight becoming a recruiting standard!

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We’ve made 100% of our hires with Searchlight and it’s become a critical part of the hiring process. On average we get 5 references from the candidates direct manager and peers -> this information is super valuable both to (1) to find outstanding candidates who you otherwise wouldn’t interview based on just a resume and also to (2) reject candidates who look otherwise loo good on paper.

Pros:

Extremely easy to implement, critical addition to hiring process, saves times in hiring process

Cons:

Needs integration with Google Hire etc.

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James KimHead of Org Dev at YEN.io

We used Searchlight.ai during our last hiring process and the services really gave us the added confidence to find the best fit for our team. The process was super easy from our side and all of the info gathered was presented in a really straight forward manner. Also enjoyed working with the Searchlight team during the process as well.

Pros:

Super easy to use and information is presented in an easily digestible format

Cons:

Integration with planted, linkedin, angel, etc would be neat

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Recently received a request to submit a reference check for a former colleague. I'm always happy to have a thoughtful conversation with a prospective hiring manager about a coworker's strengths, areas for growth, and especially how to set them up for success. Searchlight fails primarily at creating a conversation -- writing a basic thoughtful recommendation across a dozen (or more) questions is simply work, with none of the benefits of conversation or further probing that a hiring manager should get via a reference discussion. If you're unwilling to have a phone/video/coffee conversation with someone for a reference check, then simply don't do it. Or use a much more lightweight approach than what Searchlight is doing. Don't ask someone - likely a manager/leader with a busy schedule - to volunteer 30+ minutes of their time to give valuable feedback to a impersonal webform. The Searchlight approach also completely misses another side benefit of reference discussions -- as a hiring manager you have the opportunity to describe your company and establish a relationship with the person you're meeting. Instead you're just forcing someone to do a lot of work without giving them the benefit of meeting you, learning about your company, or even having a thoughtful conversation. Lastly, there's no evidence of "AI" in terms of asking follow up questions, diving into details, etc. This appears to be just a simple webform asking for long written answers and a few multi-select responses. I'm very motivated to help folks via being a reference, but actively hope I don't have to use Searchlight again in the future.
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