NZ’s QuietAgent recruitment software partners with Forbes.com
NZ technology firm StaffCV celebrated a major international milestone with the announcement that its QuietAgent.com online careers tool has been selected by the world’s leading business resource website, Forbes.com, to power its career centre…
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The partnership will put New Zealand-developed QuietAgent.com in front of some 15 million unique Forbes.com visitors each month, encouraging them to take a very different approach to considering their next job move. In a $US7b industry dominated by ‘mega’ US-based job boards such as Monster and Careerbuilder, the deal is considered a significant endorsement of StaffCV’s vision of the future beyond the aging job board model. QuietAgent.com was launched in October 2005 to provide a service for an estimated 90 percent of the workforce who are not actively job seeking. It has been described by online recruiting commentators as “an ingenious twist on the web-based job board” and is fast gaining attention in a marketplace demanding of new solutions for the cost effective sourcing of talent. Jason Kerr (pictured), CEO for StaffCV says that the solution boldly challenges the expected norms of online recruiting, by deviating from the decade-old classified advertising model that is used by job boards. Forbes, a name synonymous with business and financial success, provides a strong degree of fit with the target audience of QuietAgent.com. Kerr says “our growth is all about securing quality employed career seekers, which is exactly the high calibre audience of senior business executives that utilise Forbes.com”. The integration of the QuietAgent.com toolset for Forbes users continues the media company’s tradition of being one to set industry standards and deliver innovative products. QuietAgent.com’s key difference is that it allows career seekers and employers to get together in complete privacy, and does not attract any fees until this is done successfully. Personal identities are kept secret, and private information is only shared by a career seeker if they are interested in releasing it to an employer that has invited them to consider a job opportunity. For more information contact |
November 2006
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