Voyse x Pinpoint > Careers sites and job ads that talk back. Hiring intelligence built-in.

Hi, my name is Chris Murdoch, I'm one of the co founders here at Voyse.

Voyse, is a Pinpoint Marketplace partner.

our core product range sits in the Career site domain and we've also got a new product which I'll walk you through in a moment which is called Voyse Intelligence.

And Voyse Intelligence is a candidate experience agent that can be deployed on top of career sites and also embedded into job ads.

So candidates that have questions about your culture or working at your organization or specific elements of your EVP or anything really, or if they've got questions about specific job roles, it basically turns that kind of static, relatively text heavy experience into a conversational and content rich one.

so first and foremost I just wanted to walk you through a few career site examples with some of our existing customers.

So here, here's an example with JD Sport.

So again Pinpoint do a great job at offering career site solutions.

If you wanted to take the experience up a level then we have many different templates, career site templates.

We also have kind of a bespoke editor, where you can create career sites from scratch, and lots of different companies that we do this for at the SME all the way through to kind of enterprise level embedded with applicant tracking systems.

And we've got specifically tight integration with Pinpoint, if we look at our candidate experience agent that I mentioned a few moments ago.

So again this agent can sit across your careers site.

it can also as mentioned be embedded directly into every single job ad that you publish.

So when you're pushing your jobs that you initially put into Pinpoint, you distribute them out to job boards, LinkedIn, all the other social channels, etc.

this will be embedded across all of those, all of those chann.

so very quickly, just to show you the kind of UI and general kind of experience for candidates, we can type our own question in here or we can use one of the suggested lozenges.

So tell me about company culture.

For example, what the agent will now do is go into a guardrailed knowledge base of information.

So in that knowledge base sits absolutely everything from you know, different elements of your evp, employer brand.

There might be different policies around parental leave, around holiday allowance, etc.

Etc.

Etc.

You know, pretty much everything that makes up, you know, an EDP and an employer brand.

what it also has the ability to do and hopefully good timing here is, is go through every single transcript of you know, Even like you know, down to video content for example.

So let's say you've got five videos that, that make up your kind of career site.

A lot of companies have 50, you know, 150 videos, whatever it may be, across their entire kind of end to end experience.

And the agent will scan all of those transcripts and if there are any answers that unearthed from those from those videos that will get brought to the fore.

So this video as you can probably see started I think at like 2 minutes 10 seconds because there was a specific piece about culture in the business that is talked about at that particular kind of snippet of this over five minute video.

very quickly I just wanted to show you what the agent does when it goes in the other direction and goes towards Pinpoint, goes towards your ats.

So what roles are we hiring for?

So I could have been more specific, you know, what marketing roles in the northwest of England are you hiring for or whatever.

again the agent will make sure it kind of only surfaces what the candidate's looking for.

so hopefully we get a list of vacancies here.

and again all this information is just input into the ATS and it draws immediately across to the to the agent.

So any content that's related to the role will get surfaced.

You know, benefits the job description that sits inside the sits inside Pinpoint.

All of that stuff gets surfaced there.

Again, any video content associated to this role again will get surfaced with the candidates and then the candidates can interrogate or have a conversation with this role.

So who does this role report to?

what is a day in the life of someone doing this job look like etc.

That information gets surfaced for candidates.

So if we apply that information then gets fed directly into Pinpoint.

So here's one I made earlier.

This wasn't connected to that previous experience but this is exactly what happens in that process.

So we apply for the job, applications then get sent into pinpoint.

as you can see here, we also, we don't only get my kind of name, my cv, email address, telephone number.

There's also some notes about the experience that I had, the types of content that I was engaging with, my general level of intent based on the experience that I had with the assistant.

So some information that can be relative helpful, you know, when you're reviewing candidate applications, if we very quickly go into the back end of voice, you can also access this information from our MCP layer.

So if you'd prefer to kind of interrogate careers, site, job, ad, attraction activity via ChatGPT or via Claude.

You can also do that.

But I'll dive straight into the back end of voice here.

So the area that I'm in here and one of kind of a couple of key areas I wanted to highlight is gaps.

So what gaps highlights is where the system maybe didn't have the answer or wasn't able to answer fully enough.

so it basically gives you an opportunity to fill these gaps and give thorough answers.

So the next time a candidate asks, it's able to give a much fuller answer.

So if we go to fill gap for this particular area, as we can see here, the kind of mean average question for this particular section is what's the studio culture like day to day?

So we need to fill that gap.

maybe there's a brochure somewhere we can attach that.

Again the AI will take the relevant information about the studio culture day to day, enrich the knowledge base.

Maybe there's a URL that lives somewhere else that you're happy and you'll approve, a kind of signposting towards, or maybe you'd like to record voice or someone else in the team can record a voice Again, the AI will clean up that transcript and enrich the knowledge base.

The other interesting part of, well there's several interesting parts but the other really interesting part I wanted to highlight was around intelligence itself.

So we can free text, kind of intelligence, interrogate intelligence, so which sources convert best into hires.

How is my LinkedIn channel performing?

We can even dive, you know, deeper, you know, how is our retail campaigns in Manchester performing specifically across TikTok?

Again we can, we can ask, the intelligence layer and we can get a really nice kind of detailed answer and understanding around what's going on in certain areas.

Because I think one of our key kind of, key kind of areas of thinking around this is it's all well and good having lots of data, lots of vanity metrics, but without actionable advice and kind of pointers on what you can actually do with that data to make improvements, they can sometimes not be the most useful.

So that's how we built the system.

if we go into applications, we want to get a little bit more of a deep dive on how these applications actually got into the ats.

What was the content that was really being consumed, that turned people from kind of early stage awareness to applicant, you know, we can see that.

So recommended moves.

What should we be doing?

Next, what types of content should we be creating to, you know, generate more, quality, you know, high quality candidates?

What was the content that was really taking people from, you know, early stage awareness and actually tipping them over the edge into applicants Again, you know, we can get a really nice read here as to, you know, what is working really well and what's not working so well.

if we go into visits, we can see the types of questions, you know, what candidates are asking most.

We can really start to get an understanding as to, you know, what is in the, in the kind of thought processes of these people flowing through your, throwing through your hiring journey.

If we go to Hires, you know, as soon as you trigger a new hire in Pinpoint, we trigger that and then we create a breadcrumb trail of activity for you so you can see what that particular person did right from their early stage awareness all the way through to application, all the way through to onboarding.

So if we go through to, you know, this particular person here, you know, this person's, hiring journey, you know, from early stage awareness all the way through to hires, you know, job viewed, they asked a question, you know, they viewed various pieces of content, etc.

Etc.

So again, when we're kind of interrogating, we can now start to get a real understanding as to the types of content, the types of questions, the areas of your EVP and employer brand which are really kind of converting your highest quality talent.

it would be great to talk to you more if you'd like to understand how we can help you, kind of enrich the, you know, hiring journey.

You're obviously using Pinpoint already, which is an amazing system.

We really do complement what the guys at Pinpoint are doing, especially kind of pre application.

so if you'd like to understand more, it would be great to talk to you and hopefully we get an opportunity to chat very soon.

Thanks.

Bye.