From Netscape v1.0 to Web 2.0 Our Story spans 2 Eras and 20 Years
Many of Avature’s senior management worked together in a previous endeavor – HotJobs.com.
Dimitri Boylan co-founded HotJobs.com in 1997, served as COO and later CEO, and took the company public on the NASDAQ in August 1999.
The HotJobs.com story was one of early web 1.0 innovation, rapid sales growth, aggressive brand building (including advertising in four Super Bowl commercials), and strong customer support.
In addition to becoming the second largest online recruiting system in the United States, HotJobs.com both introduced the world to the first fully cloud-based enterprise recruiting system in 1998, and acquired and restructured the largest client-server ATS vendor in the world in 2000.
In 2001, HotJobs.com, ranked #14 in the Bloomberg Tech 100 and the 49th most visited website on the internet, generated $117MM in revenue, became pro forma profitable and cash flow positive and increased its market cap by 300%.
Yahoo! purchased HotJob.com for $433MM in February 2002, and Dimitri joined Yahoo! as a senior executive.
In 2005 Dimitri brought together some of his former colleagues from Hotjobs.com and Yahoo! and began what we are today – Avature.
Convinced that leading recruiting software companies were not helping their customers leverage technology to gain a competitive advantage, we set out to define the next generation of software based on Web 2.0 and the changing role of the Internet in peoples’ lives.
The result was the development of a powerful Federated Search technology called WebSources, which quickly became popular with a new breed of recruiting professional – the sourcing specialist.
Next, we turned our attention to candidate engagement.
Recognizing that leading CRM products were not suitable for modern recruiting, we designed branded email marketing features for passive candidate engagement, developed advanced segmentation based on candidate pipeline progress and talent pool attributes, and helped our customers to the forefront of personalized multi-channel communication.
Along the way, we realized that we could get hiring managers to participate in recruiting if we gave them a modern web portal with real-time information on recruiting projects. As it turned out, this not only added transparency, but helped hiring managers gain new respect for the work efforts that went into building good talent pipelines and recruiting passive candidates.
Finally, realizing that every company has a different way to go to market and attract and retain great Talent, we delivered a flexible data model and configurable workflow engine to support the creation of referral management, agency management, internal mobility and fully bespoke recruiting solutions for any region of the world.
Today, Avature continues to find new ways to deliver innovative software so our customers can continue to define pioneering business practices and gain a competitive advantage. Our unique software development cycle – one based on agile design, micro-scoping and high frequency/low risk releases – allows us to respond quickly to market changes and leverage the latest technology with new versions of our code every two weeks!
At Avature, our customers are our strategic partners, and we learn from them as they expand the use of the Avature platform to meet their business challenges across the HR spectrum. It is this collaboration that has led our multi-application platform model to quickly become the data hub and operating system of choice for talent acquisition and management in the large enterprise.
With our 3-year strategic roadmap in hand, we will only continue to position our customers for future success through innovation, agility, and AI-driven design initiatives. Working together, we are confident that the best is yet to come.