Archively Values People over Process by @HRTMExec

Executive search expert and Archively founder Perri Gorman noticed that most recruiters and human resources departments are very good at researching candidates online, but not quite as adept at capturing and storing that information.


Consequently, she co-founded Archively (along with lead engineer Cole Wippern) to address the disconnect between technology that can quickly search for talent, but fails to capture “people knowledge” when archiving this data. Gorman wants to center talent searches where they belong—people rather than process.


San Francisco-based Archively provides an easy way for organizations to create records on people from web sourcing. “In two clicks you can create a record from any site,” states Gorman. Archively also enables recruiting teams to conduct web research together, with increased transparency and an elimination of duplicate efforts.


“I founded Archively because I care deeply about recruitment as an industry, and I want to see us preserve the best practices that make great recruiters great,” she states. “Unlike many tech companies, I am not interested in getting rid of recruiters. I want to support them in making it easier for them to do their jobs and focus on what is important, which is people.”


Archively moves beyond mass marketing to candidates and pushes to work proactively to find the best people. “That is what I call reactive recruiting,” she writes. “All of the efforts are waiting for a candidate to get back to the organization as ‘interested’.” In turn, Archively helps organizations invest in knowledge, not just transactions, claims Gorman. In other words, it streamlines and focuses recruiting workflow, putting the emphasis where it matters most—finding the best people to fill appropriate positions.


Some recruiters email many people who fit a certain job description, but without utilizing a strategy to identify and form relationships with top talent. Gorman believes these efforts are a waste of time, and that companies need to target their searches more effectively. “It means leveraging the entire organization to recruit, not just recruiters. It means going beyond referrals. To do this, you need to embrace a platform that captures knowledge.”


Gorman takes pride in that the services provided by Archively look beyond skillsets and numbers and keywords (although these are important) to actual people—people who can provide skills for an organization. “Our top value is actually human connection, for which authenticity is essential,” she says. “Part of our philosophy with Archively is that doing this kind of work and research about people allows for greater unique, resonant communication which leads to greater connection.”

Her vision is for Archively to bring “people knowledge” to the forefront of the recruiting process, which she hopes enables companies to work together in finding the best prospects. “There is very little transparency about ‘people knowledge’ in an organization,” Gorman states. “People-oriented platforms are right now very segmented based on department and are highly focused on process rather than people. I think there is a future in cross-organization ‘people intelligence’.”


In addition to offering recruitment strategies to companies and other organizations, Archively also provides speakers and training services.


Archively’s software enables companies to ditch old-school recruiting tools, such as spreadsheets, while embracing new technology and finding the right people to provide the needed talent.

Archively Values People over Process by @HRTMExec

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