Monthly Archives: April 2013 launches Splinter Lookup, allowing searching like a human team is happy to announce the launch of Splinter Lookup, that helps searching for specific talents in a very easy and natural way. Forget about filters, boxes and choices. Just ask exactly who you are looking for. As if you would ask a human.

Try searching for “Splinters who use Rails and PHP, live in Alexandria and know Marwan Osman.” Exactly like that!

splinter lookup

It is search based on meaning rather than on exact matching keywords. For comparison, think of Facebook Graph Search that was launched last month.

A typical search for a great job candidate requires checking the tools the candidate uses, people in common etc. We wanted to replace the current complex process with an easier and efficient search. Therefore, the new Splinter Lookup.

Searching is easier when you just say in plain English what you need rather than thinking about the right terms to type for your search query. The platform translates what you are searching from plain English to a computer-friendly form and the query is executed on our database. You don’t have to think like a machine anymore to get the right results.” said Marwan Osman, our Senior Software Engineer, the one who completely owned this feature and made it happen.

He also adds: “It’s just the beginning of search. We’re working on enhancing, fine-tuning search results and adding more types of searches you can do in your queries.”

Happy searching!

The search for the work you love

At we have a mission: to help talents discover the work opportunities where they fit most.

Unfortunately, 80% of people are not happy with their jobs. Some because they don’t know exactly what could make them happy at work, other because they don’t know how to reach their dreams  and think it is not possible.

“You are the average of the 5 people you spend the most time with”. Better be in places that can take you further.


Watch the video below on the matter and then drop by our platform. We will help you surround yourself with other great talents on that can inspire you, give you career recommendations based on the big data we interpret and help you find the work that truly fits you.

Recruiters check you up on social networks. What should you do?


Recruiters are more and more interested in the social media profiles of people. Why? Because you might lie on your resume or it might not reflect completely who you are, but most likely your true self is on social networks – where you have social validation from people that know you and where you are more free to express yourself.

A study made by Reppler on 300 recruiters in September 2011 was showing that 91% of them use social networks to screen prospective employees.

When does this magic happen?

47% of them check the social profiles right after receiving the application, 27% after an initial conversation with the prospective employee, 15% after a detailed conversation and 4% right before making an offer.

Does it happen to be accepted or rejected based on social network profiles?

On one hand, 68% of recruiters in the survey said they hired a candidate based on the social media screening. Usually that was because they wowed by the candidate’s creativity, communication skills, good references, personality and also because they validated the qualifications mentioned in the resume.

On the other hand, 69% of recruiters said it happened that they rejected candidates after looking on the social profiles if they saw lies about qualifications (mismatch with the resume), poor communication skills (grammar and spelling mistakes) or negative or confidential information about previous employers.

On top of that, since they were on the social profiles, they were tempted to look for candidates’ photos too and inappropriate ones make a reason for rejection as well (photos while drinking, using drugs etc.)

Another study made by Jobvite on 1000 recruiters in June 2012 shows that 86% of recruiters look at social profiles (48% always do, 25% occasionally and 14% if links provided).

So activities on social networks can be an advantage or a disadvantage when it comes to getting a job. Some people are concerned with privacy (and yes, do take care of the privacy of your party photos or very personal posts), some people are trying to showcase as good as possible their true professional potential. encourages professionals to turn their social profiles into an advantage and comes to help both categories by:

> extracting, analyzing and displaying only relevant information from social networks to showcase professional profiles (which means giving recruiters everything they need on the splinter profiles, so that they do not have to screen candidates on each social network manually)

> empowering professionals to manage their professional data based on social networks activities (which means professionals have control over the profile that is seen by recruiters)

Speaking of relevant information: we know most professionals fear to connect their Facebook to a recruitment platform, but we can ensure you that we are not extracting inappropriate photos, but only your professional interests, skills, expertise, experience and personality. Check the most viewed profiles on to see what we mean!

What happens to resumes once they are sent through job boards?

Ever wondered what happens to your resume after you applied for a job?

A job seeker from Boston, the US, decided to run a little experiment to see how does it feel to be at the other end of the “recruitment table”: as a recruiter.

He describes the job seeking experience: “We’re familiar with the art of the job search: day after day, scanning the classifieds, Monster, Indeed, Craigslist, etc. for open positions; forever touching up resumes to appeal to specific job requirements; writing endless cover letters that never seem to sound quite right; applying to dozens, maybe hundreds of jobs per week [...] going days, weeks, months, seasons without a single response.” Does it sound familiar?

resume black hole

Being curious to discover what are actually his chances in the recruitment process, he made an experiment: he invented a fictional job and posted it on a job board to see the results.

I thought of sites where I regularly search for jobs, and settled on Craigslist for this experiment, since positions are uploaded there more frequently than on any other site I usually visit. I thought of the major cities where I’ve been applying to jobs, and settled on New York, since… well, it’s New York; it’s the place to be. I wanted to create a very basic ad: a full-time job with decent starting pay and health benefits included. I wanted to study a broad spectrum of job seekers, so I did not require any specific educational background or related experience for the position. The entirety of the ad was created using what I had seen in my own job searches: the most common job, the most common job duties, the most common pay.”

The results: in 24 hours while the job was online he received 653 applications!

He then went through them and made his own statistics about the applicants:

eric graph11eric graph2

This lead him to the following conclusions: just sending a resume to a recruiter makes you one file in a big stack and recruiters do need time to analyse the applications considering the volume received (considering manual selection).

So does job searching on job boards and submitting of resumes make sense? Is it worth the time spent by job seekers versus the results they get? In most of the cases: no.

Also worth mentioning that most recruiters use Applicant Tracking Systems (ATSs) to deal with the huge volume of received applications. How does this impact the job seeker? The resumes don’t have to convince a person at first, but a machine – and this machine is looking for keywords and numbers and less creativity (actually special formatting and images can make the resume ignored). And only if it made it through the machine selection, there are chances the resume ends up in the hands of the recruiter.


72% of resumes are never seen by human eyes. Why? Well, employers large and small now use applicant tracking software to parse the information from your resume and map it into a database called an ATS (applicant tracking system). From this information, the system will assign you a score based on how well you match the job the employer is trying to fill, and then rank and sort all candidates. Naturally, the potential employees with the highest scores move on, while others are left in the dust.” (Mashable)

There are advising articles and tools out there that can help job seekers with optimizing their resumes to pass the Applicant Tracking Systems. Yet again, is it worth the work? In most of the cases: no.

Job seekers continue to use the same inefficient process just because there are not many alternatives.

So what is there to do?

Create an account on and soon you will be able to:

receive job proposals where you really have outstanding chances and your profile fits the requirements

> receive statistics with how you can improve your profile to be able to match those jobs where you are just below the line of winning candidates



Say goodbye to manual job searches, worthless applications and  manual resume building!

We are currently in public beta and working hard to bring these features to you! Join us in our early days and you will have special benefits of being an early adopter.


Image 1 credits | Image 2 credits